Senior Manager, HRIS

Hims & Hers is the leading health and wellness platform, on a mission to help the world feel great through the power of better health. We are redefining healthcare by putting the customer first and delivering access to care that is affordable, accessible, and personal, from diagnosis to treatment to delivery. No two people are the same, so we provide access to personalized care designed for results. By normalizing health & wellness challenges and innovating on their solutions, we’re making better health outcomes easier to achieve.

Hims & Hers is a public company, traded on the NYSE under the ticker symbol “HIMS.” To learn more about the brand and offerings, you can visit hims.com/about and hims.com/how-it-works . For information on the company’s outstanding benefits, culture, and its talent-first flexible/remote work approach, see below and visit www.hims.com/careers-professionals.

About the Role

Hims & Hers is looking for a Manager, HRIS to own our Dayforce systems strategy. This role carries direct people-management responsibility for our HRIS Analyst (based in the Philippines) and serves as the final approver for sensitive configuration changes, escalations, and system decisions.

This is a systems role and a stakeholder role in equal measure. You will sit at the intersection of HR, Payroll, Finance, and IT, gathering requirements from business partners and translating them into practical, right-sized system solutions - not the most elaborate build possible, but the one that solves the actual problem. You will be measured as much on how proactively and clearly you communicate and how well you manage relationships across the business as on your technical command of Dayforce.

Key Responsibilities

• Own Dayforce systems strategy. Set direction for configuration of implemented modules (including Core HR and Time & Attendance), balancing stabilization needs against longer-term optimization and transformation priorities.

• Manage the Dayforce HRIS Analyst. Directly manage the offshore HRIS Analyst, including workload prioritization, quality review, coaching, and performance management across a distributed, asynchronous working relationship.

• Serve as final approver and escalation point. Retain approval authority for sensitive changes, ambiguous cases, and complex configuration decisions routed up from the analyst work queue.

• Manage stakeholders proactively. Build and maintain trusted working relationships across HR, Payroll, Finance, and IT. Communicate status, risk, and trade-offs before being asked, not only when prompted.

• Translate business requirements into MVP solutions. Partner with stakeholders to scope the smallest solution that meets the real business need, sequencing further enhancement deliberately rather than over-building on the first pass.

• Govern integrations. Partner with IT and Security on integration and identity-provisioning issues, ensuring critical interfaces have clear ownership, monitoring, and escalation paths.

• Oversee testing and UAT. Direct testing for system upgrades, releases, and new module rollouts, and ensure defects are logged, triaged, and resolved on schedule.

• Maintain documentation as a single source of truth. Ensure business requirements, configuration workbooks, and process maps are kept current and are actually usable by the team.

• Support global HRIS strategy. Partner with People Ops leadership on how international entities (currently on HiBob) fit into the broader HR systems landscape - including where integration with Dayforce makes sense and where the near-term goal is simply a reliable single source of truth for people data across systems.

Required Qualifications

• 5+ years of hands-on Dayforce administration and configuration experience, including meaningful ownership of at least one full implementation (required).

• Demonstrated experience managing or mentoring direct reports, ideally including remote or offshore staff working across time zones.

• Strong, proven stakeholder management skills - a track record of building trust across HR, Payroll, Finance, and IT, and of communicating proactively rather than reactively. This is a core requirement for this role, not a soft preference.

• Demonstrated ability to translate ambiguous business requirements into pragmatic, MVP-first technical solutions, with clear judgment about when to build now versus sequence for later.

• Strong expertise in reporting, dashboards, and data analysis within Dayforce.

• Experience supporting complex workforce environments (multi-location, high-volume, or multi-entity).

• Strong working knowledge of core HR, payroll, and timekeeping processes and how they relate to system configuration and data.

• Excellent written and verbal communication skills, with the discipline to document decisions and keep stakeholders informed without prompting.

• Strong analytical, problem-solving, and organizational skills, with disciplined attention to detail and accuracy.

Preferred Qualifications

• Experience owning a Dayforce environment across the full arc from implementation through post-go-live stabilization and optimization.

• Prior experience managing offshore or global-capability-center team members.

• Familiarity with integrations, interfaces, SSO/identity provisioning, or data migrations, and the governance around them.

• Experience executing formal UAT/regression testing and defect tracking programs.

• Exposure to a healthcare, pharmacy, telehealth, or other regulated, high-volume environment.

• Experience operating across more than one HRIS platform at once (e.g., following an acquisition or during a multi-entity rollout), including familiarity with HiBob or comparable systems.

Hims & Hers is an equal opportunity employer.

We are committed to building a workforce that reflects diverse perspectives and prioritizes ethics, wellness, and a strong sense of belonging. If you're excited about this role, we encourage you to apply—even if you're not sure if your background or experience is a perfect match.

Hims considers all qualified applicants for employment, including applicants with arrest or conviction records, in accordance with the San Francisco Fair Chance Ordinance, the Los Angeles County Fair Chance Ordinance, the California Fair Chance Act, and any similar state or local fair chance laws.

It is unlawful in Massachusetts to require or administer a lie detector test as a condition of employment or continued employment. An employer who violates this law shall be subject to criminal penalties and civil liability.

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