Senior HRIS Administrator II

Please note that we are unable to consider applications from candidates based in France, Italy, or Germany for this role. Money is moving onto the internet, and the shift has a name: Open Money. This is money that is open, portable, agentic, and owned by you. MetaMask spent the last ten years building it; with 100M+ downloads, users in ~190 countries, and trillions in cumulative transaction volume, it’s the most trusted self-custodial financial platform on the internet. Now we’re building the operating system for your money: one place to hold, move, grow, and use anything you own. Join a remote-first, global team rebuilding how money works: a problem that touches everyone, every day. About PODS Team People and Talent support the members of our Consensys community. We strive to be the destination employer of choice for our ecosystem. That goal is embedded in all the work we do to attract, retain and support our incredible talent. PODS — People Operations, Data & Systems — is the infrastructure layer behind everything our People team does — the systems, data, and operational processes that make it possible to hire, pay, onboard, develop, and support people at scale. When this function works well, it’s invisible. When it doesn’t, everyone notices. We’re looking for someone to take ownership of our core People systems. In this role, you will be the primary subject matter expert on ADP Workforce Now and the broader HR technology ecosystem, the person Finance calls when People data doesn’t match, the person Legal calls when they need audit evidence, and the person the People & Talent team relies on for system builds, enhancements, and troubleshooting. What you’ll do HRIS administration and system integrity You are the technical owner of ADP Workforce Now and the PODS technology ecosystem. System health, configuration, data integrity, and day-to-day administration are yours — not tasks you contribute to, but outcomes you own. Platform ownership — Manage day-to-day ADP WFN configuration, security roles, workflows, custom fields, and system health. You know where everything is, why it’s set up the way it is, and what breaks if it changes. Business process design — Take business needs from requirements through configuration, testing, and post-launch validation — end to end, without handing off. When a stakeholder brings you a problem, you translate it into a working system solution and own it through to adoption. Product releases — Own configuration, testing, and rollout of new ADP product releases and system enhancements. Proactively flag opportunities to simplify or automate existing processes before problems surface. Integration management — Own all system integrations across payroll entities, benefits carriers, finance tools, and core HR platforms — both automated API connections and manual data flows. Monitor, troubleshoot, and escalate when things break. Security and access — Manage role-based access across HR systems, enforce least-privilege standards, and maintain SOX-ready access review evidence on a defined cadence. Vendor management — Own day-to-day vendor relationships across the stack — performance accountability, escalation paths, SLA tracking, and contract awareness. Not just ticket submission. Technical project ownership and process automation You lead technical workstreams from intake through completion — representing the People Operations perspective on systems, data, and integration projects across the organization. Technical project ownership — Own HR systems and data projects end to end — scoping, configuration, testing, rollout, and documentation. You represent PODS interests in cross-functional projects and ensure the People Operations perspective is built into technical decisions, not bolted on afterward. Process automation — Systematically replace manual, error-prone workflows with automated processes. Use AI-assisted tools to rapidly prototype and build People Operations automations — turning process ideas into working solutions on fast, business-critical timelines. Measure the reduction in manual effort and error rates over time. SOX and compliance — Maintain documented controls, gather and organize audit evidence, and partner with Legal and Finance to ensure People systems meet compliance requirements at every stage. Change management — Test before deploying. Document after deploying. Communicate to stakeholders before either. Every system change has a testing plan, a rollout plan, and a runbook. Data management and stakeholder enablement You are the check-and-balance for People data across the organization — and the person who makes that data accessible and understandable to the people who depend on it. Data governance — Establish and maintain data definitions, quality standards, field ownership, and retention policies. When two stakeholders get different answers to the same question, you are the reason that stops happening. Reporting and analysis — Prepare, review, and analyze People data and reports. Build custom reports and executive-facing dashboards in ADP and connected tools. Translate outputs into clear, actionable information for Finance, FP&A, Legal, and People leadership. Audits — Run recurring data audits, maintain audit logs, and ensure evidence is organized and retrievable. Catch discrepancies before they reach stakeholders. Documentation and training — Maintain up-to-date process documentation and deliver training materials for new system enhancements. Build genuine self-service capability in the HR team — reducing the ad hoc support load over time. Operational support You provide timely, effective support for daily system needs and cyclical operations — and you use patterns in that support to build lasting fixes rather than repeat the same interventions. Employee and manager support — Provide responsive support for system questions, access issues, and ad hoc requests. Identify recurring patterns and build runbooks or automations to address root causes. Cyclical operations — Own the systems side of open enrollment, compensation cycles, re-orgs, payroll close, and year-end processes. These run on a schedule — they need to run without heroics. Vendor relationships — Hold vendors accountable to SLAs, manage escalations above the support queue, and keep contract renewal dates on the radar. Would be great if you brought this to the role 5+ years of progressive experience in HR systems administration, HRIS configuration, or HR technology operations A track record of business process design end to end — you’ve taken requirements from a stakeholder conversation through configuration, testing, launch, and post-launch validation without handing off Demonstrated ability to translate ambiguous business needs into working system solutions — you ask the right questions, design the right solution, and build it Experience with process automation and AI-assisted tooling — you’ve used modern tools to prototype and build automations that eliminated meaningful manual effort, and you can point to the results Strong data management instincts — you’ve built custom reports, run data audits, caught data quality issues before they became business problems, and you understand what governance actually means in practice SOX or audit compliance experience — you understand what controls mean, what evidence looks like, and what an auditor will ask for Project management capability — you’ve managed a high volume of requests and shifting priorities without losing track of what matters most, and you communicate status without being asked Intellectual curiosity and sound judgment — you ask why something works the way it does, and you know when to move fast and when to slow down and think A bias for action paired with resilience in ambiguity — you’ve operated in fast-moving environments where requirements changed mid-project and you didn’t wait for perfect information to make progress Don’t meet all the requirements? Don’t sweat it. We’re passionate about building a diverse team of humans and as such, if you think you’ve got what it takes for our chaotic-but-fun, remote-friendly, start-up environment—apply anyway, detailing your relevant transferable skills in your cover letter. While we have a pretty good idea of what we need, we’re ready for you to challenge our thinking on who needs to be in this role. The salary range listed for this role applies to US-based candidates only. Compensation for candidates based outside the US (including Canada, EMEA, and LATAM) will be determined based on location, experience, and skills during the interview process, and may differ from the listed US range. US pay range (not including bonus, equity or other benefits) $122,000—$183,000 USD In the rapidly evolving Web3 space, we believe that everyone is a builder. This expansive paradigm requires a range of backgrounds, talents, skills, and experiences to influence and shape the future. At MetaMask, this diversity fuels our ability to shift control and redefine the realm of possibility. We are committed to ensuring that our technology empowers people and communities through decentralized technologies. We welcome the range of perspectives and differences and celebrate them. We’re excited to see how your unique skills as a builder can contribute to our vision, drive innovation, and help us shape a more inclusive Web3. MetaMask is an equal opportunity employer. All employment decisions are made without regard to race, color, national origin, ancestry, sex, gender, gender identity or expression, sexual orientation, age, genetic information, religion, disability, medical condition, pregnancy, marital status, family status, veteran status, or any other characteristic protected by law. MetaMask is aware of fraudulent recruitment practices and we encourage all applicants to review our best practices to protect yourself, which can be found on our page. MetaMask may use artificial intelligence (AI) tools to support parts of our recruitment process, such as reviewing applications, screening resumes, or conducting initial candidate assessments. These tools are designed to assist our recruiting team and improve efficiency — they do not replace human judgment. A human recruiter or hiring manager reviews every candidate, and all final hiring decisions are made by people, not AI. It is a requirement of employment in this position that applicants may be required to submit to background and identity verification checks, including but not limited to employment, education, criminal record checks, and other such checks as determined necessary by the company.