Senior Manager, Human Resource Information Systems

Scientific Games is the global leader in lottery games sports betting and technology and the partner of choice for government lotteries. From cutting-edge backend systems to exciting entertainment experiences and trailblazing retail and digital solutions we elevate play every day. We push game designs to the next level and are pioneers in data analytics and iLottery. Built on a foundation of trusted partnerships Scientific Games combines relentless innovation legendary performance and unwavering security to responsibly propel the global lottery industry ever forward.

Job Summary

• Reporting into Human Resources the Senior Manager Human Resource Information Systems (HRIS) leads HR technology priorities that support the employee experience HR operations data accuracy reporting and business needs.
• This role serves as the primary HR partner for Workday and related HR systems working closely with IT Payroll Finance HR leaders vendors and business stakeholders to understand needs coordinate work remove barriers and deliver practical solutions.
• The Senior Manager drives expectations for automation self-service reporting dashboards and data-enabled insights leveraging modern technology and AI where appropriate to eliminate manual work create efficiencies and help reimagine how HR work is delivered.
• The Senior Manager focuses on project coordination stakeholder engagement change management process improvement communication testing support training readiness innovation creative problem solving and successful adoption of HR system and process changes.

Job Duties / Key Accountabilities

HRIS Strategy & HR Partnership

• Lead HRs priorities for Workday and related HR systems ensuring system initiatives support HR strategy business needs employee experience and effective service delivery.
• Act as the primary bridge between HR and IT by defining HR needs confirming priorities coordinating resources and keeping teams aligned through completion.
• Partner with HR leaders HR operations Payroll Finance IT and vendors to identify practical opportunities to improve processes and make HR systems easier to use which may include integration with other systems.

Project Coordination & Delivery

• Coordinate HR technology projects from planning through launch ensuring timelines roles decisions risks and next steps are clear.
• Gather HR and business requirements document needs in plain language and work with IT and vendors to evaluate solution options.
• Manage project routines including meeting coordination issue tracking testing support leadership updates and post-launch follow-up.
• Keep HR stakeholders informed of progress decisions needed risks and changes that may affect employees managers or HR teams.

Workday & HR Systems Support

• Provide HR functional leadership for Workday and related HR systems focusing on how the systems support HR processes employee data reporting needs and user experience.
• Partner with IT and technical resources on system changes integrations security reporting releases testing and issue resolution.
• Review system enhancement requests with HR stakeholders and help prioritize work based on business value compliance needs employee impact and available resources.

Change Management Communication & Adoption

• Develop change management plans that help HR teams managers and employees understand what is changing why it matters and what actions are needed.
• Create or coordinate communications training materials job aids process guides and readiness activities for HR system and process changes.
• Gather feedback after launch and partner with HR and business stakeholders to support adoption and identify improvement opportunities.

Process Improvement Data Quality & Compliance

• Work with HR teams to simplify standardize and improve HR processes supported by Workday and other HR tools.
• Promote accurate employee data clear process ownership and consistent use of HR systems across HR and business teams.
• Partner with HR IT Legal Compliance and Audit to support data privacy policy compliance access controls and audit readiness.

Vendor & Stakeholder Coordination

• Coordinate with Workday implementation partners consultants and other vendors to ensure work is clearly scoped well communicated and delivered according to HR priorities.
• Monitor vendor commitments service levels and open issues escalating concerns when needed.

Qualifications / Skills / Knowledge

Required

• Bachelors degree in Human Resources Business Administration Information Systems or a related field.
• 8 years of progressive experience in HR HR operations HRIS HR technology or related functions.
• Strong understanding of HR processes employee data HR service delivery and the employee and manager experience.
• Experience working with Workday or other HR systems from an HR functional project process or business-owner perspective.
• Proven ability to coordinate HR technology projects manage timelines organize stakeholders track issues and drive work to completion.
• Strong communication facilitation documentation and stakeholder management skills.
• Experience supporting change management training readiness communication plans and user adoption for HR process or system changes.
• Ability to partner effectively with IT Payroll Finance vendors HR leaders managers and employees.

Desired

• Experience supporting Workday projects HR transformation initiatives shared services or global HR operations.
• Project management change management Agile Prosci Lean or process improvement certification.
• Experience leading cross-functional project teams or coordinating work between HR IT Payroll Finance and external developing communications job aids training materials or stakeholder readiness plans.

Job Conditions

• Office-based or hybrid professional role requiring regular collaboration with HR IT vendors and business stakeholders.
• May require occasional work outside normal business hours to support project milestones system releases testing communications training or issue resolution.
• Requires the ability to manage multiple HR priorities confidential information project deadlines and cross-functional stakeholder expectations in a fast-paced environment.

SG is an Equal Opportunity Employer and does not discriminate against applicants due to race color sex age national origin religion sexual orientation gender identity status as a veteran and basis of disability or any other federal state or local protected class. If youd like more information about your equal employment opportunity rights as an applicant under the law please click here for EEOC Poster.