HRIS Project lead

POSITION SUMMARY

The HRIS Transformation Project Lead is accountable for the successful delivery of company's enterprise HRIS transformation program. The role leads the end-to-end implementation of a new Human Resources Information System while also helping to shape the future-state HR operating model, establishing trusted data foundations, and driving sustainable adoption across the organization.

This role is responsible for daily project execution, cross-functional coordination, stakeholder communication, and organizational change management. The HRIS Transformation Project Lead ensures that the implementation is delivered on time, within budget, and in alignment with the organization’s strategic HR and technology goals.

CORE RESPONSIBILITIES

Project Leadership

• Own and manage the full HRIS implementation project lifecycle, from discovery, to vendor selection and onboarding, through go-live and post-launch stabilization.
• Maintain and update the master project plan, ensuring all workstreams, milestones, and dependencies are tracked and actioned in real time.
• Facilitate effective communications with Steering Committee, implementation team members, vendor project leads, HR, IT, payroll, and finance stakeholders.
• Monitor project health, proactively identify risks and blockers, and develop mitigation strategies to keep the project on schedule.
• Manage project budget, resource allocation, and vendor deliverables in alignment with contract terms and organizational expectations.
• Serve as the primary liaison between the HRIS vendor/implementation partner and internal stakeholders.
• Surface project issues to the Steering Committee, identifying possible resolutions and recommending the direction to be approved.

Organizational Rollout Framework

• Design and own the end-to-end rollout framework, including phasing strategy, deployment sequencing, and go-live readiness criteria.
• Partner with HR, IT, and business unit leaders to define the scope of each deployment phase and manage interdependencies.
• Develop and maintain a change management plan that addresses process impacts, role changes, and system adoption across all employee populations.
• Establish governance structures including steering committee, working groups, and escalation protocols to support decision-making throughout the project.
• Oversee functional testing of configurations, customizations, and interfaces to ensure that the platform instance is ready for User Acceptance Testing (UAT).[JB1]
• Lead UAT planning and coordination, ensuring all business scenarios are validated prior to deployment.
• Create and manage go-live readiness checklists, cutover plans, and contingency procedures.

Communications Strategy & Development

• Lead the development of a comprehensive HRIS communications strategy tailored to all levels of the organization, including executives, managers, and individual contributors.
• Author and manage all project-related communications, including:
• Executive briefings and steering committee updates
• Manager toolkits and department-specific guidance documents
• Employee-facing announcements, FAQ documents, and system preview materials
• Training schedules, learning resources, and go-live readiness notifications
• Partner with Internal Communications and Marketing teams to ensure messaging is on-brand, consistent, and delivered through appropriate channels.
• Develop feedback mechanisms (surveys, town halls, Q&A sessions) to measure employee sentiment and address concerns throughout the rollout.
• Maintain a communication calendar to ensure timely delivery of all project messaging at each phase of the implementation.

Training & Adoption

• Collaborate with HR operations, L&D personnel, and vendor to design role-based training programs for administrators, managers, and end users.
• Coordinate the delivery of live training sessions, job aids, quick-reference guides, and eLearning modules.
• Track training completion and system adoption metrics post-launch, developing targeted interventions where adoption gaps exist.
• Support the identification and development of internal HRIS super users and system champions within each business unit.

Data Integrity & System Configuration Oversight

• Oversee data migration planning, including data audits, cleansing, and validation in coordination with HR operations and IT.
• Partner with HR and IT to ensure system configuration aligns with organizational workflows, reporting needs, and compliance requirements.
• Manage integration touchpoints between the HRIS and adjacent systems (payroll, benefits, ATS, time and attendance).
• Ensure data privacy, security, and compliance standards are upheld throughout the implementation process.

Knowledge transfer and documentation

• As this is a contract role, the HRIS Transformation Project Lead will have a key accountability to ensure knowledge about the transformation is transferred to the permanent Cove HR Team.
• Much of this will be achieved through clear project documentation and a long-term relationship with the selected vendor.
• However, a clear transition plan should be included as a project deliverable that delivers clear transfer of knowledge and ownership.

QUALIFICATIONS

Required

• Bachelor’s degree in Human Resources, Business Administration, Information Systems, or a related field.
• 5 years of project management experience, with at least 2 full-cycle HRIS or enterprise software implementations.
• Demonstrated experience managing large-scale, cross-functional technology projects in a corporate environment.
• Strong proficiency with project management tools (e.g., Smartsheet, MS Project or Planner, Asana, Monday.com).
• Formal project management training and certification would be preferred.
• Proven ability to develop organizational communications and change management strategies.
• Excellent stakeholder management and executive communication skills.

Preferred

• Experience with leading HRIS platforms such as Workday, UKG Ready, Paylocity, ADP, or Ceridian Dayforce.
• Prosci ADKAR or equivalent change management certification.
• Experience in organizations with 500 employees and multi-location environments.
• Familiarity with HR processes including benefits administration, payroll, talent acquisition, and performance management.