Role Description The HRIS Manager serves as CorVel’s functional and strategic lead for Human Resources Information Systems. This is an excellent opportunity for a highly skilled HRIS, Payroll, or Data Analytics professional who is ready to step into their first formal people-leadership role. The HRIS Manager will oversee system operations, reporting, data quality, and lead and mentor a small HRIS team. Position will be the primary point of contact for external UKG resources; taking ownership of ongoing project management. This role partners closely with internal HR leadership, Payroll, InfoSec, and IT to maintain a strong control environment, support audits, and continuously improve HR systems in alignment with CorVel’s business needs. This is a remote position. Qualifications - Strong understanding of HR, payroll, and benefits processes - Excellent verbal and written communication skills - Ability to identify, analyze and solve problems - Advanced reporting and analytical skills - Strong project management skills Requirements - Bachelor’s degree in Information Systems, Business Administration, Human Resources Administration/Management, or related field. - At least 5 years previous experience as an HRIS, Payroll or Data Analyst, with deep technical expertise and demonstrated progressive responsibilities - Significant experience with UKG preferred. Experience with Workday, UKG, ADP, Oracle, SAP, etc. a plus - Advanced configuration, reporting, and data-analysis skills. Advanced MS Office suite expertise. - Excellent communication and problem-solving skills - Ability to maintain HR information in the strictest possible confidence. Benefits - Comprehensive benefits package for full-time regular employees including: - Medical (HDHP) w/Pharmacy - Dental - Vision - Long Term Disability - Health Savings Account - Flexible Spending Account Options - Life Insurance - Accident Insurance - Critical Illness Insurance - Pre-paid Legal Insurance - Parking and Transit FSA accounts - 401K - ROTH 401K - Paid time off Company Description CorVel, a certified Great Place to Work® Company, is a national provider of industry-leading risk management solutions for the workers’ compensation, auto, health and disability management industries. CorVel was founded in 1987 and has been publicly traded on the NASDAQ stock exchange since 1991. Our continual investment in human capital and technology enable us to deliver the most innovative and integrated solutions to our clients. We are a stable and growing company with a strong, supportive culture and plenty of career advancement opportunities. Over 4,000 people working across the United States embrace our core values of Accountability, Commitment, Excellence, Integrity and Teamwork (ACE-IT!).

• Provide support across multiple human resource functions such as Benefits, Payroll, Compensation, Recruiting, Learning, Talent and Performance, and core business processes like job changes, terminations, and leaves of absence. • Administer and configure Workday, including business processes, workflows and security. • Serve as a point of contact for Workday including navigation, transactions and reporting. • Conduct regular audits and system clean-up to ensure data accuracy and integrity across all Workday modules. • Build and deliver advanced reports and dashboards using Workday reporting tools. • Conduct data analysis on HR data such as employment, compensation, classifications, and/or benefits data ensuring accuracy and confidentiality. • Create and maintain job aids, training videos, and user communications. • Train HR team members and end-users on system functionality and best practices. • Identify opportunities to streamline HRIS processes and improve the user experience. • Participate in system testing, upgrades, and enhancement rollouts. • Contribute to special projects as assigned.

• Administer and manage employee benefits programs, including enrollments, changes, vendor coordination, audits, and compliance with federal and state regulations. • Serve as a key contributor to HRIS configuration, maintenance, and optimization, including workflows, reporting, data integrity, and system enhancements. • Support total rewards processes, including compensation cycle administration, benchmarking support, reporting, and data validation. • Ensure HR operational excellence, maintaining accurate employee records, documentation, and scalable processes across the employee lifecycle. • Monitor and support employment law compliance, partnering to maintain policies, required postings, documentation, and regulatory alignment across jurisdictions. • Provide consultative guidance to managers on HR policies, benefits, compliance, and performance documentation best practices, exercising sound judgment and clear communication. • Generate and analyze HR reports and data insights to support decision-making related to headcount, compensation, benefits, and operational trends. • Identify and implement process improvements that enhance efficiency, scalability, and accuracy within HR operations and systems. • Serve as backup support for payroll processing as needed, executing established payroll processes in accordance with documented procedures to ensure accuracy, compliance, and timeliness. • Collaborate cross-functionally with Finance, Payroll, Legal, and business leaders to ensure alignment of HR operations with broader organizational objectives. • Perform other duties as assigned.

• Design and implement HR strategies in collaboration with CSO senior leadership to address business priorities and talent/people objectives • Build strong relationships with senior leaders across functions and regions to understand key strategies, initiatives, and goals • Partner with CSO leadership to develop and deliver innovative HR solutions for the global CSO organization, while collaborating effectively with other global HR business partners • Interface and collaborate with global and regional HR teams to execute CSO talent and people strategies and initiatives • Lead global organizational design efforts on behalf of CSO, in partnership with HRBPs, across functional, divisional, and regional organizations • Lead communication and change management planning for operating model changes in collaboration with key stakeholders to drive adoption and minimize disruption • Collaborate with HR leadership and peers to drive consistent HR policies and practices across the enterprise while representing CSO needs and strategy • Manage the overall CSO HR budget and closely monitor costs • Perform other related duties as assigned