Hris Manager

The HRIS Manager is accountable for the leadership, governance, and day-to-day management
of Superior Propane’s HR technology ecosystem. This role oversees the configuration, stability,
integration, and continuous improvement of HR systems supporting payroll, benefits,
compensation, talent, and core HR processes across Canada and the U.S.
With direct people leadership accountability, the HRIS Manager ensures systems are reliable,
compliant, and scalable, while also enabling strong HR analytics, data integrity, and a consistent
employee experience. The role balances hands-on system leadership with managerial
accountability for team performance, delivery, and priorities.
What you’ll do:
Own the administration, configuration, and continuous optimization of HR systems (e.G.,Dayforce HCM, HRIS, payroll interfaces, benefits tools), ensuring alignment with businessneeds and operational efficiency.
Lead and oversee the end-to-end implementation of Dayforce HCM solutions, includingrequirements gathering, design, configuration, testing, deployment, and post-implementationsupport.
Serve as the subject matter expert for Dayforce HCM and related HR systems, providingstrategic guidance and functional expertise to HR, Payroll, IT, and business stakeholders.
Gather and translate business requirements into effective system solutions, includingconfigurations, enhancements, and integrations across HR and enterprise systems.
Develop and manage the HR technology roadmap, ensuring priorities align with businessneeds, system capabilities, and long-term strategy.
Manage system upgrades, enhancements, and integrations, ensuring minimal disruptionand optimal performance across platforms.
Oversee system performance, troubleshooting, and data integrity, ensuring compliancewith regulatory requirements and maintaining high standards of data quality.
Oversee HR data management, reporting, and analytics, delivering accurate insights andenabling leaders and HR partners with meaningful, actionable workforce data.
Manage vendor relationships, including Dayforce and third‑party partners, ensuring servicelevels, issue resolution, and alignment to system and business objectives.
Identify opportunities to streamline HR processes through system automation,standardization, and improved design.
Collaborate cross-functionally with HR, Payroll, IT, Finance, and Operations to ensureconsistent and accurate system execution.
Develop and deliver training materials and sessions, supporting adoption and effective useof HR systems by end users and administrators.
Lead, coach, and develop HRIS analysts or supporting team members, providing direction,mentorship, and oversight of deliverables.
Identify trends, risks, and improvement opportunities, escalating findings andrecommending solutions to enhance system effectiveness and user experience.
Other duties as assigned
What you bring:
Bachelor's degree in Human Resources, Information Technology, BusinessAdministration, or related
7+ years’ experience in HR technology, HRIS, or related roles, with demonstrated product ownership or system leadership experience.
Previous leadership experience preferred
Strong hands‑on experience with Dayforce HRIS platform
Strong understanding of HR, payroll, benefits, and Total Rewards processes.
Demonstrated experience leading system implementations or major enhancements.
Proven ability to translate business needs into system solutions while managing priorities and risk.
Moderate Autonomy – Independent Work with Defined ResponsibilitiesStrategic Problem Solving & Process Optimization
Works independently with minimal supervision, exercising judgment in prioritizing tasks and resolving system issues.
Excellent verbal and written communication skills are essential for training users, documenting processes, and collaborating with stakeholders.
The expected annual salary range for this role is $110,000 - $125,000 a year. This position is also eligible for an annual incentive program.
Please note the compensation information shown above is a general guideline only. Salaries are based upon candidate skills, experience, and qualifications, geographical location, as well as market and business considerations.
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