The HR Systems Manager provides strategic, functional, and technical leadership in the development, implementation, and optimization of HR systems to support the Human Resources organization in North America. This position drives continuous improvement, innovation, and efficiency to support long-term HR goals. Partnering with cross-functional HR teams, the HR Systems Manager designs and delivers scalable technology solutions that meet current needs and support future growth. The role is critical in enabling data-driven decision-making, enhancing employee experience, and ensuring smooth operation of HR systems and processes.
To be viewed as successful in the role, the HR Systems Manager will need to be able to think strategically, as well as be comfortable getting into the details of Stellantis's processes, technology, and business needs. He or she must be able to understand the desired outcomes of their business customers and translate them into solutions that achieve those goals. Strong project management skills are critical, as responsibilities include coordination between business customers and ICT, as well as leading complex global projects.
Responsibilities span systems across the United States, Canada, Mexico, and Puerto Rico. Additionally, the HR Systems Manager is responsible for leading, coaching, and developing 6-8 direct reports.
Preferred Qualifications
Basic Qualifications:
- Bachelor’s Degree in Human Resources Management, Business Administration, Information Systems or related field
- 8+ years of progressively increasing responsibility and experience in Human Resources Information Technology Management (HRIS, HRIT or HRTMS), or Human Resources Operations / HR Business Partner roles or related fields
- HRIS Project Management: Demonstrated success leading full life-cycle HR system implementations and enhancements, including requirements gathering, configuration, testing, deployment, and post-launch support
- Technical & Functional Expertise: Strong understanding of enterprise HRIS architecture, system integrations, data governance, and security protocols, with hands-on experience in one or more Workday modules
- Change & Stakeholder Management: Ability to work cross-functionally with HR, ICT, and business leaders to align system capabilities with organizational goals; adept at leading change and managing user adoption
- Team Leadership & Development: Experience managing and developing HRIS professionals; committed to fostering growth, accountability, and innovation within the team
- AI & Innovation Orientation: Awareness of emerging HR technology trends, including the application of AI, automation, and analytics in HR operations and decision-making
- Ability to learn and apply relevant HR policies, procedures and employment law and their impact on systems configuration
- Systems Experience: Workday, Service Now, Oracle, Microsoft Office Suite
- Ability to develop and present complex material effectively to technical and non-technical, staff, and executive management.
- Change advocacy/consulting skills - effective in implementing change within role, seeks to learn and implement best practices
Preferred Qualifications:
- Workday HCM Certification(s); Project Management Certification (i.e. PMP)
Stellantis Compensation & Benefits Highlights
The following summarizes recurring compensation and benefits themes identified from responses generated by popular LLMs to common candidate questions about Stellantis and has not been reviewed or approved by Stellantis.
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Pay Growth & Progression — Contract-driven increases lifted hourly wages roughly 25% over 4.5 years and restored cost-of-living adjustments, pushing top rates near $42 per hour by the end of the agreement. Union hourly positions appear to have benefited most since the 2023 deal.
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Affordable Benefits — UAW-represented hourly workers pay no premiums and about 3% of total healthcare costs while receiving comprehensive medical, dental, vision, and wellness coverage. This creates materially lower out-of-pocket costs for represented hourly roles.
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Retirement Support — Post-2007 hourly hires receive a 10% employer 401(k) contribution and legacy workers saw defined-benefit improvements with retiree bonuses. Salaried roles also cite a 401(k) with employer match and contribution up to a maximum of 8%.
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What We Do
Our storied and iconic brands embody the passion of their visionary founders and today’s customers in their innovative products and services: they include Abarth, Alfa Romeo, Chrysler, Citroën, Dodge, DS Automobiles, Fiat, Jeep®, Lancia, Maserati, Opel, Peugeot, Ram, Vauxhall and mobility brands Free2move and Leasys. Powered by our diversity, we lead the way the world moves – aspiring to become the greatest sustainable mobility tech company, not the biggest, while creating added value for all stakeholders as well as the communities in which we operate.
