HRIS Careers Podcast

Are you building your HRIS career around what employers actually want—or what you assume they want?  Get the full report here.  

We reviewed 1,097 HRIS and HCM job postings, and the findings give you a few reasons to rethink where you put your time.

In this episode, I share highlights from our HRIS Careers job study, including platform demand, certifications, advertised salaries, and remote work. I also explain why some of the most attention-grabbing numbers need a closer look before you use them to guide a career decision.

Whether you’re considering another certification, looking for a new role, or wondering what experience to build next, this episode gives you a starting point.

Get the study snapshot and deeper insights at HRISCareers.com/hrtech2026.

If you made it this far we will reward you with a direct link to the detailed study and PDF.  https://hriscareers.com/postings-dashboard/

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Support the show

If you have HRIS roles to fill you can post your job to HRISCareers.com for free.

If you are an HRIS professional submit your profile and sign up for Job Alerts at HRISCareers.com.

If you want to be on the podcast fill out the form at  https://hriscareers.com/podcast

What does Richard Pryor stealing fractions of pennies in Superman III have to do with an HRIS professional helping uncover payroll fraud?

More than you might think.

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Listen on your platform of choice.  https://pod.link/1741363105

In Superman III, Richard Pryor's character discovers a clever way to manipulate payroll calculations for his own benefit. About 25 years ago, I found myself involved in a real-life payroll fraud investigation when a client suspected their payroll manager was stealing money—but couldn't figure out how.

The answer was buried deep inside their HRIS, in a place most people wouldn't even know to look.

In this episode of the HRIS Careers Podcast, I'll share how my knowledge of ADP Enterprise helped uncover suspicious payroll activity and why this experience changed how I think about the value of HRIS expertise.

Because sometimes the person who saves the day isn't wearing a cape. They're the one who knows what's happening behind the scenes in the HRIS.

Superman III Scenes: https://www.youtube.com/watch?v=N7JBXGkBoFc

HRIS Superpowers: Catching Payroll Fraud

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Support the show

If you have HRIS roles to fill you can post your job to HRISCareers.com for free.

If you are an HRIS professional submit your profile and sign up for Job Alerts at HRISCareers.com.

If you want to be on the podcast fill out the form at  https://hriscareers.com/podcast

What does coaching youth basketball have to do with building a better HRIS strategy? More than you might think.  One simple coaching question completely changed the way I think about which HRIS processes are actually worth automating.

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For the past five years, I’ve been volunteer coaching youth basketball, and somewhere along the way it became a borderline unhealthy obsession. One of the biggest lessons I’ve picked up is the idea of focusing practice time on “what happens most.”

In this solo episode of the HRIS Careers Podcast, I take that concept from the basketball court and apply it to HRIS. When your team has limited time, budget, and resources, how do you decide which manual processes deserve to be automated? And are we sometimes so focused on what we can automate that we forget to ask whether we should be doing the process at all?

We’ll look at how frequency can change the ROI of seemingly small improvements, why simplifying a process can be more valuable than automating it, and how learning to prioritize the right problems can help you move from HRIS order-taker to strategic partner.

Plus, I share a clip from one of my favorite basketball coaching podcasts, The Hours, that sparked the whole idea.

Sometimes getting better—whether it’s basketball or HRIS—isn’t about doing more. It’s about getting better at what happens most.

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Support the show

If you have HRIS roles to fill you can post your job to HRISCareers.com for free.

If you are an HRIS professional submit your profile and sign up for Job Alerts at HRISCareers.com.

If you want to be on the podcast fill out the form at  https://hriscareers.com/podcast

What if one of the best ideas for improving HRIS came from OpenAI?

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In this solo episode, Troy Wallace explores a simple concept he heard Shaan Puri discuss on the My First Million podcast: OpenAI’s “Friction Removal Service.” The idea is simple—give employees an easy way to identify the processes, policies, and systems that make it harder to get work done, and then actively remove that friction.

Troy explores why HRIS professionals are uniquely positioned to become “friction hunters” inside their organizations—and how doing so can make work easier while increasing the strategic value of HRIS.

Plus, he shares one simple question you can ask this week that might uncover your next great HRIS project.

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Support the show

If you have HRIS roles to fill you can post your job to HRISCareers.com for free.

If you are an HRIS professional submit your profile and sign up for Job Alerts at HRISCareers.com.

If you want to be on the podcast fill out the form at  https://hriscareers.com/podcast

What if the difference between getting lost in a stack of résumés and landing the interview is simply having one person inside the company willing to say, “You should talk to this person”?

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Listen on your platform of choice.  https://pod.link/1741363105

In this episode of the HRIS Careers Podcast we explore a simple but powerful career lesson: find an advocate—and when you have the opportunity, be an advocate for someone else.

The idea was sparked by an excerpt Troy heard on Scott Galloway’s Prof G Podcast. Responding to a caller looking for a job after age 50, Galloway emphasized the importance of relationships in the job search and cited a Google study suggesting that many successful candidates had something important in common: an internal advocate.

We relay advice given to  a young technology professional who had been unexpectedly laid off. Having a great résumé is important, but Troy encouraged her to go one step further when she found a company or position that interested her: look for a connection.

That connection could be a former coworker, someone from the same university or hometown, a professional association, an HR technology connection, or simply someone with a shared interest. The goal isn't to ask a stranger to get you a job. It's to start a genuine conversation that might eventually put a real person behind your résumé.

But there's another side to this lesson.

As our careers progress, we eventually have opportunities to become the person on the inside—the person who makes an introduction, reviews a résumé, shares an opening, offers advice, or tells a hiring manager, “This is someone you should talk to.”

In this episode, we challenge listeners to think about networking in both directions: Who could advocate for you—and who could you advocate for?

Because your network isn't just the people who might open a door for you. It's also the people whose door you might be able to open.

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Support the show

If you have HRIS roles to fill you can post your job to HRISCareers.com for free.

If you are an HRIS professional submit your profile and sign up for Job Alerts at HRISCareers.com.

If you want to be on the podcast fill out the form at  https://hriscareers.com/podcast

You trust your HRIS implementation partner to help make your project a success. But what if their biggest incentive isn't your success at all?

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You've selected the right implementation partner, negotiated the contract, and you're ready to launch your new HRIS. But there's one question almost no client asks—and it could have a bigger impact on your project's success than you realize.

In this solo episode, we share insights from years on both sides of HRIS implementations, revealing how consulting firm incentives can quietly influence project decisions. Learn the simple question every organization should ask before signing with an implementation partner to help ensure their success is truly aligned with yours.

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Support the show

If you have HRIS roles to fill you can post your job to HRISCareers.com for free.

If you are an HRIS professional submit your profile and sign up for Job Alerts at HRISCareers.com.

If you want to be on the podcast fill out the form at  https://hriscareers.com/podcast

Did LinkedIn really pay an HRIS professional $110 to train AI—or was it too good to be true?  In this episode, Troy shares his firsthand experience responding to a LinkedIn job posting that looked suspicious at first but turned into a glimpse into the future of HRIS and artificial intelligence.

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https://hriscareers.com/podcast

Listen on your platform of choice.  https://pod.link/1741363105

Send us Fan Mail

Support the show

If you have HRIS roles to fill you can post your job to HRISCareers.com for free.

If you are an HRIS professional submit your profile and sign up for Job Alerts at HRISCareers.com.

If you want to be on the podcast fill out the form at  https://hriscareers.com/podcast

https://hriscareers.com/email/

https://hriscareers.com/podcast

Listen on your platform of choice.  https://pod.link/1741363105

In this solo episode, we tackle a question that many HRIS professionals quietly ask themselves: Can you successfully switch from one HRIS platform to another? Inspired by a classic Seinfeld episode, we explore whether moving from Oracle Cloud HCM to Workday, SuccessFactors to UKG, or any other platform transition is truly as difficult as the industry often makes it seem.

Episode Summary

Many HRIS job postings emphasize years of experience with a specific platform, leading experienced professionals to question whether their broader HRIS expertise is enough. the host shares his own experience reviewing HRIS leadership opportunities and explains how platform-specific requirements have caused him to pass on roles before ever applying.

While acknowledging that software expertise has value, the hostchallenges listeners to consider whether organizations—and HRIS professionals themselves—have become too focused on the software instead of the profession.

Leadership, governance, integrations, reporting, change management, vendor management, implementation experience, and business partnership are all transferable skills. The platform may change, but the responsibilities of leading an HRIS function remain remarkably consistent.

Rather than identifying ourselves solely as "Workday professionals" or "Oracle professionals," perhaps we're simply HRIS professionals who specialize in a particular platform.

The episode concludes with an invitation for listeners to share their own experiences making—or attempting to make—the HRIS platform switch.

What You'll Learn

• Why switching HRIS platforms often feels more difficult than it should.
• The difference between platform expertise and HRIS leadership expertise.
• Which HRIS skills transfer regardless of technology.
• Why experienced professionals often eliminate themselves from opportunities too early.
• How organizations may be overlooking exceptional HRIS leaders by focusing too heavily on platform-specific experience.
• Why broad HRIS experience may deserve more consideration during the hiring process.

Key Discussion Topics

• Oracle Cloud HCM, Workday, SuccessFactors, UKG, Dayforce, ADP, Taleo, Lawson, and PeopleSoft
• Transferable leadership skills in HRIS
• HRIS career mobility
• Director-level HRIS hiring
• Platform-specific job requirements
• HR technology implementations
• Governance, integrations, reporting, and change management
• Career confidence and overcoming self-imposed limitations

00:00 – Can You Make the HRIS Platform Switch?

00:00:35 – Welcome to the HRIS Careers Podcast

00:01:10 – The Seinfeld "Switch" Analogy

00:02:10 – Why Switching HRIS Platforms Feels Impossible

00:03:05 – Reviewing Director-Level HRIS Job Opportunities

00:03:55 – When "7 Years of Workday Experience Required" Stops You Cold

00:04:45 – Are We Rejecting Ourselves Before Employers Do?

00:05:20 – Why Companies Prioritize Platform-Specific Experience

00:05:55 – The Transferable Skills Every HRIS Leader Brings

00:06:45 – Are You an HRIS Professional or a Workday Professional?

00:07:35 – Have We Made the Switch Harder Than It Needs to Be?

00:08:10 – Question for the HRIS Community

00:08:40 – Real Examples of Professionals Switching Platforms

00:09:05 – Share Your HRIS Career Story

00:09:30 – Closing Thoughts

Join the Conversation

Have you successfully switched HRIS platforms?

Did you move from Oracle Cloud HCM to Workday? Workday to Dayforce? SuccessFactors to UKG? Or another combination?

We wants to hear your story.

Whether the transition was easier than expected, more challenging than anticipated, or required someone to take a chance on your broader HRIS experience, your perspective could help others facing the same career decision—and may even become a future episode of the podcast.

Send us Fan Mail

Support the show

If you have HRIS roles to fill you can post your job to HRISCareers.com for free.

If you are an HRIS professional submit your profile and sign up for Job Alerts at HRISCareers.com.

If you want to be on the podcast fill out the form at  https://hriscareers.com/podcast

Get Kasim Aslam's  free book at https://thehirebook.com/

Check out his company https://paretotalent.com/

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In this episode, we’re joined by Kasim Aslam—serial entrepreneur, author of HIRE, and founder of both Solutions 8 (once the world’s top Google Ads agency) and Pareto Talent, a recruiting firm helping companies hire elite executive assistants.

We go deep on what it really takes to build high-performing remote teams, how Kasim scaled and sold a company without ever doing the core work himself, and why most companies are sabotaging themselves by hiring average talent and trying to “flatten the pyramid.”

Listen on your platform of choice.  https://pod.link/1741363105

You’ll hear how he:

• Developed the Pareto Talent Framework to attract and filter top 1% performers
• Built a global team of 80 employees managing $100M in ad spend
• Maintains culture and trust without time-tracking surveillance or forced Zoom calls
• Uses tryouts instead of traditional interviews to find his next superstars
• Embraces employee growth—even when it means they’ll eventually outgrow his company

We also touch on his emotional moment after selling Solutions 8, his thoughts on AI as an amplifier of talent, and the power of trusting your team enough to get out of their way.

Whether you’re building your first remote team or tired of managing underperformers, this episode is full of practical insights, surprising truths, and some classic Kasim-style tough love.

🔥 

What You’ll Learn:

• Why “hiring is marketing,” and job descriptions should sell the opportunity
• How to write “flytrap” job posts that filter the best candidates automatically
• The 7-step Pareto Talent Framework for hiring and onboarding
• Why performance-based compensation is better than surveillance
• The importance of being flexible, generous, and growth-minded as an employer

Send us Fan Mail

Support the show

If you have HRIS roles to fill you can post your job to HRISCareers.com for free.

If you are an HRIS professional submit your profile and sign up for Job Alerts at HRISCareers.com.

If you want to be on the podcast fill out the form at  https://hriscareers.com/podcast

HR Technology Conference Survival Guide for 2025

Get On The Email List (all your HR Tech buddies are doing it)!

Feel free to email [email protected] with any questions, need discount codes or get on after party guest lists if you are going!

In this episode of the HRIS Careers Podcast, host Troy Wallace provides a detailed guide to navigating the upcoming HR Technology Conference in Las Vegas, taking place from September 16th to 18th. 

Troy shares valuable tips for first-time attendees, including how to get discounted tickets, an overview of ticket types, and the importance of planning ahead. He also covers the key events and parties, networking opportunities, and logistical details like Wi-Fi and food options. 

Additionally, Troy discusses the HRISY Awards and encourages vendors to participate. Whether you're an HRIS professional looking to learn and network or simply maximize your conference experience, this episode offers crucial insights and advice.

00:00 Introduction to HRAS Careers Podcast

00:51 HR Technology Conference Overview

01:21 Getting Your Ticket

03:55 Networking and Parties

05:22 Planning Your Conference Experience

07:03 Logistics and Tips

09:17 HRIS Awards and Conclusion

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Support the show

If you have HRIS roles to fill you can post your job to HRISCareers.com for free.

If you are an HRIS professional submit your profile and sign up for Job Alerts at HRISCareers.com.

If you want to be on the podcast fill out the form at  https://hriscareers.com/podcast