Sr. Manager, People Systems & Strategy

As a Systems Architect/Manager at Emery Sapp & Sons, you will lead the design and configuration of our systems. You will have a chance to lead a team for aligning the configurations with business requirements and optimizing their performance to support our operations effectively. This person will work On-Site at our Columbia, MO office or our Kansas City, MO office.

Responsibilities:

• Map workflows, create data structures, and define security protocols within Workday, ERP, Vista and other systems.

• Integrate systems into the business environment, advising on options, risks, and impacts on other systems.

• Enforce data governance and maintain data quality standards across the platform.

• Develop and maintain reports, dashboards, and documentation to support business operations.

• Conduct regular audits and data analysis to ensure system integrity and compliance.

• Lead business owners through the systems development lifecycle, including discovery, design, configuration, and testing phases.

• Serve as a liaison between internal customers (IT, HR, Accounting, Payroll, Compliance) and external vendors to align system capabilities with business needs.

Qualifications:

• Bachelor's degree in computer science, information technology, or a related field.

• 5-10+ years of experience as a Systems Architect, (Workday) with a strong understanding of business processes and business requirements.

• Strong problem-solving and analytical skills with the ability to translate business needs into technical solutions.

• Excellent communication and interpersonal skills, capable of working independently and collaboratively within a team environment.

Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities

The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor’s legal duty to furnish information. 41 CFR 60-1.35(c)