Sr. Manager, HRIS

About Evergreen Goodwill

Evergreen Goodwill of Northwest Washington is a 501(c)(3) nonprofit organization founded in 1923 that helps people get jobs across Northwest Washington by offering high-quality free job training, education and job placement. Goodwill empowers individuals to overcome barriers to working, by providing comprehensive support and connecting them with life changing job opportunities, ensuring they are career-ready and can support themselves and their families.


The organization employs over 2,000 people, operates five job-training centers, 23 nonprofit retail stores and more than 27 donation sites in King, Snohomish, Skagit, Whatcom and Kitsap Counties. Every day, Evergreen Goodwill connects people with the jobs, services and skills they need — because Jobs Change Lives. We are committed to creating and sustaining a culture of equity, diversity and inclusion (DEI) and are focused on creating a joyful, inclusive and successful organization.


Job Title: Sr. Manager, HRIS


Salary Range: $88,000-112,750


FLSA Status: Salary, Exempt


Location: Administration - Hybrid


About the Position
The Senior Manager, HRIS will provide strategic leadership and hands-on management of our Human Resources Information Systems, with a primary focus on the Dayforce platform. This role is critical to ensuring our HR technology infrastructure supports the organization's mission by enhancing efficiency, maintaining data integrity, and enabling informed decision-making. This person will be an HRIS subject matter expert capable of optimizing the HRIS stack in a fast-paced, not-for-profit environment.

Who you are
You are a forward-thinker with growth mindset. You approach challenges with optimism and curiosity, seeing them as opportunities to spark meaningful change. You are adept at gaining trust in the community, engage in creative and strategic thinking with the People & Culture Leadership Team, and earn the trust and respect of staff.

You have a keen ability to identify organizational needs and provide practical solutions that enhance both employee experience and organizational performance. You embrace technology and use data to drive action.

You believe that people are our most important asset and champion a culture where every employee feels ownership of their work, supported in their growth, and empowered to embrace change and technology. You are a culture-builder and change-maker, dedicated to cultivating an environment where optimism, accountability, and adaptability thrive.

Key Responsibilities

1. Strategic HRIS Leadership
• System Ownership: Act as the primary administrator and subject matter expert for the Dayforce HCM platform, including core HR, payroll, benefits, recruiting, onboarding, and performance management modules.
• Roadmap Development: Design and lead the HRIS roadmap, identifying opportunities to enhance system capabilities and maximize the value of our technology investments to support organizational goals.
• Process Improvement: Partner with HR, Payroll, Finance, and IT teams to analyze business processes and implement innovative Dayforce solutions that improve workflows, reduce administrative burden, and enhance the user experience.
• Compliance and Security: Ensure the HRIS configuration and all related processes comply with federal, state, and local regulations, including data privacy standards specific to the nonprofit sector.

2. Dayforce Management & Optimization
• Configuration and Implementation: Lead the configuration and rollout of new Dayforce modules, features, and system updates. This includes project planning, testing, and change management.
• Data Integrity: Maintain the accuracy, integrity, and security of all employee data within Dayforce through regular audits and established data governance procedures.
• Reporting and Analytics: Develop and maintain advanced reports, dashboards, and analytics using Dayforce's reporting tools to provide valuable insights to leadership and other stakeholders.
• Issue Resolution: Serve as the escalation point for complex technical issues related to Dayforce, working with internal teams and the vendor to resolve problems efficiently.

3. Data & Reporting
• Data Integrity: Develop, implement, and enforce processes and procedures to ensure the accuracy, consistency, and reliability of all HR data within Dayforce. Conduct regular system audits and data validation exercises to identify and resolve discrepancies proactively.
• Reporting & Analytics: Lead the creation of standard and ad-hoc reports, dashboards, and key performance indicators (KPIs) to provide valuable insights to HR and business leaders.
• Strategic Insights: Translate complex HR data into actionable recommendations that infor