Global HR Systems Manager

Encontrado en: Talent ES C2 - hace 2 semanas

Barcelona, España Werfen A tiempo completo

Overview

Post Date December 15, Number WEBWW-- Job Function HR Location Barcelona Country Spain

About the Position

JOB DE S CRI P T I ON: GlobalHRSystemsManager

Jo b Summary

ReportingtotheGlobalHRManager,theGlobalHRSystemsManagerisresponsiblefor providingvision,leadership,planning,projectcoordination,andmanagementtodevelopa cost-effectivehumanresourcesinformationsystem(HRIS)whileconcurrentlyfacilitating efficientoperationstomeetcurrentandfuturebusinessneeds.Responsibleforcollaborating withHRpartners,variousdepartments(i.e.,IT),andoutsidevendorstodevelopefficientand effectiveprocessesandworkflowsaswellasanalyzinganddirectingallfunctionallyrelated

activitieswithinthescopeoftheHRIS.Thispositionisaccountableforensuringcontinuityand successfuldeliveryoffunctionalservicestousersthroughouttheorganization.

K e y A c co u n t abi l iti e s

•Responsibleforthesuccessfulglobalstrategy,implementation,maintenance, operations,andoptimizationoftheoverallHRISplatforms(HRTalentsystemand LMS).

•Conductandparticipateintheanalysisofworkflowsanddesignoffunctionalityand/or improvementstosystems,ensuringbothprocessandsystemrequirementsarefully identified,evaluated,tested,andimplemented.

•Identifyopportunitiesfor processimprovement,automation,applicationoperational efficiency,andsecurity.

•Identifyandtroubleshootsystemissuesandworkwithothers(IT,HRpartners, vendors)asneededtobringtoresolution.

•Workcross-functionallytounderstandbusinessneedsandprovideactionableinsights forongoingcustomerneeds.

•Workwithleadershiptoensuretimelyimplementationanddeliveryofnewfunctionalityand enhancements.

•Workwithstakeholderstocreate,updateandoverseeprocessesandworkflowsfor

HRISsystemsandimplementtimelyupdatesaschangesoccur.

•Assistwithpeopledataanalyticsandreportingcapabilities,ensuringsystemsare optimizedtoreducemanualreporting.

•Drivedefinitionofbusinessrulesforplatformgovernance,processesandprocedures.

•ManagetheHRIS/LMSsupplierrelationships.

•CreateandexecuteastrategytoensurethatlocalHRIS/LMSstakeholdersaretrained.

Ne t wo r k i ng/K e y rela t ion s h i ps

•GlobalHRTeam

•HRISandLMSProjectManager

•GlobalSystemsAnalyst

•GlobalCommunications

•LocalHRLeadsandteams

•IT Leadsandteams

•LocalTrainingLeadsandteams

•Keystakeholdersacrosstheorganization

Minimum K n o wl e dge & E xper i e nce requ i red f o r t he p o s i t ion:

•Bachelor’sdegreepreferablyinHumanResourceManagement,InformationSystems, or Business

•Minimumof 5yearsofdirectlyrelatedexperiencewithimplementatingandmaintaining enterpriseHRIS/LMSplatforms.

•AdditionalSkills/Knowledge:

o Extensiveknowledgeof HRframeworks,systems,policiesandprocesses

o Language:English(fluent),Spanish(basic)

Sk i l l s & C apabi l it i e s:

•Well-developedleadershipskills

•Strongverbalandwrittencommunicationskills.Abilitytopresentcomplexinformation inaneasilyconsumablemanner

•Abilitytobuildrelationshipsinternallyandwithclients

•Workcross-functionallytounderstandbusinessneedsandprovideactionableinsights forongoingcustomerneeds

•Robustorganizationalskills

•Excellenttimemanagementskillswithprovenabilitytomeetdeadlines

•Stronganalyticaland problem-solvingskills

•Thoroughunderstandingofdatabaseconstruction

•GoodcomputerskillsandproficiencywithHRsystems

Tr a v e l requ i rem e nts:

•Upto25%travel,domesticandinternational.

P e o ple Manager Co re C o mp e t e nci e s :

B u il d i n g T a l e n t

Planningandsupportingthedevelopmentof individuals’knowledge,skills,andabilitiessothat

theycanfulfillcurrentorfuturejobresponsibilitiesmoreeffectively.

C u stom e r F o c u s

Ensuringthattheinternalorexternalcustomer’sperspectiveisadrivingforcebehindstrategic priorities,businessdecisions,organizationalprocesses,andindividualactivities;craftingand implementingservicepracticesthatmeetcustomers’andown organization’sneeds;promoting andoperationalizingcustomerserviceasavalue.

Dec ision M a ki n g

Identifyingandunderstandingproblemsandopportunitiesbygathering,analyzing,and interpretingquantitativeandqualitativeinformation;choosingthebestcourseof actionby establishingcleardecisioncriteria,generatingandevaluatingalternatives,andmakingtimely decisions;takingactionthatisconsistentwithavailablefactsandconstraintsandoptimizes probableconsequences.

D r i v i n g f o r R e sults

Settinghighgoalsforpersonalandgroupaccomplishment;usingmeasurementmethodsto monitorprogresstowardgoals;tenaciouslyworkingtomeetorexceedgoalswhilederiving satisfactionfromthatachievementandcontinuousimprovement.

D r i v i n g I n n o v at i on

Creatinganenvironment(culture)thatinspirespeopletogeneratenovelsolutionswith measurablevalueforexistingandpotentialcustomers(internalorexternal);encouraging experimentationwithnewwaystosolveworkproblemsandseizeopportunitiesthatresultin uniqueanddifferentiatedsolutions.

E m oti on al I n t e llig e n c e Ess e n tials

Establishingandsustainingtrustingrelationshipsbyaccuratelyperceivingandinterpretingown

andothers’emotionsandbehavior;leveraginginsightstoeffectivelymanageownresponses sothatone’sbehaviormatchesone’svaluesanddeliversintendedresults.

P e o ple Manager A c co u n t abi l iti e s :

EffectivelycarriesouttheexpectationsofWerfenPeopleManagersas definedinWerfen’sRole oftheManagerprogram.Amongothersthisincludesmaintainingregular,atminimumoncea month,andtransparentcommunicationwiththeteamthrougheffectiveuseofformalone-on- onemeetingswithdirectreportsandteammeets.Managingperformanceissuesandconflict proactively;usesjudgementinconsultingwithdepartmentleadershipandHumanResources. Responsibilityfortheteam´scomplianceintermsoftraining,andfulfilmentoftheirtasksand objectivesaswellasonboardingofnewemployeesanddevelopmentoftheexistingteam.

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