Job Overview
About the Position
JOB DESCRIPTION: Global HR Systems Manager
Job Summary
Reporting to the Global HR Manager, the Global HR SystemsManager is responsible for providing vision, leadership, planning, project coordination, and management to develop a cost-effective human resources information system (HRIS) while concurrently facilitating efficient operations to meet current and future business needs. Responsible for collaborating withHR partners, variousdepartments (i.e., IT), and outside vendors to develop efficient and effective processes and workflows as well as analyzing and directing all functionally related
activities within the scope of the HRIS. This position is accountable for ensuring continuity and successful delivery of functional services to users throughoutthe organization.
Key Accountabilities
• Responsible for the successful global strategy, implementation,maintenance, operations, and optimization of the overall HRIS platforms (HR Talent system and LMS).
• Conduct and participate in the analysis of workflows and design of functionality and/or improvements to systems, ensuringboth process and system requirementsare fully identified, evaluated, tested, and implemented.
• Identify opportunities for process improvement, automation, application operational efficiency, and security.
• Identify and troubleshoot system issues and work with others (IT, HR partners, vendors) as needed to bring to resolution.
• Work cross-functionally to understand business needs and provide actionable insights for ongoing customer needs.
• Work with leadership to ensure timely implementation and delivery of new functionality and enhancements.
• Workwith stakeholders to create, update and oversee processes and workflows for
HRIS systems and implement timely updates as changes occur.
• Assist with people data analytics and reporting capabilities, ensuring systems are optimized to reduce manual reporting.
• Drive definition of business rules for platform governance, processes and procedures.
• Manage the HRIS/LMS supplier relationships.
• Create and execute a strategy to ensure that local HRIS/LMS stakeholders are trained.
Networking/Key relationships
• Global HR Team
• HRIS and LMS Project Manager
• Global Systems Analyst
• Global Communications
• Local HR Leads and teams
• IT Leads and teams
• Local Training Leads and teams
• Keystakeholders across the organization
Minimum Knowledge & Experience required for the position:
• Bachelor’s degree preferably in Human Resource Management,Information Systems,
• Minimum of 5 years of directly related experience with implementating and maintaining enterprise HRIS / LMS platforms.
• Additional Skills/Knowledge:
o Extensive knowledge of HR frameworks, systems, policies and processes
o Language: English (fluent), Spanish (basic)
Skills & Capabilities:
• Well-developed leadership skills
• Strong verbal and written communication skills. Ability to present complex information inan easily consumable manner
• Ability to build relationships internally and with clients
• Work cross-functionally to understand business needs and provide actionable insights for ongoing customer needs
• Robust organizational skills
• Excellenttime management skills with proven ability to meet deadlines
• Stronganalytical and problem-solving skills
• Thorough understanding of database construction
• Goodcomputer skills and proficiency with HR systems
Travel requirements:
• Up to 25% travel, domestic and international.
People Manager Core Competencies:
Building Talent
Planning and supporting the development of individuals’ knowledge, skills, and abilities so that
they can fulfill current or future job responsibilities more effectively.
Customer Focus
Ensuring that the internal or external customer’s perspective is a driving force behind strategic priorities, business decisions, organizational processes, and individual activities; crafting and implementing service practices that meet customers’ and own organization’s needs; promoting and operationalizing customer service as a value.
Decision Making
Identifying and understanding problems and opportunitiesby gathering, analyzing, and interpreting quantitative and qualitative information; choosing the best course of action by establishingclear decision criteria, generating and evaluating alternatives, and making timely decisions; taking action that is consistent with available facts and constraints and optimizes probable consequences.
Driving for Results
Setting high goals for personal and group accomplishment;using measurement methods to monitor progress toward goals; tenaciouslyworking to meet or exceed goals while deriving satisfaction from that achievementand continuous improvement.
Driving Innovation
Creating an environment (culture) that inspires people to generate novel solutions with measurable value for existing and potential customers (internal or external); encouraging experimentation with new ways to solve work problems and seize opportunities that result in unique and differentiated solutions.
Emotional Intelligence Essentials
Establishingand sustaining trustingrelationships by accurately perceiving and interpreting own
andothers’ emotions and behavior; leveraging insights to effectively manage own responses so that one’s behavior matches one’s values and delivers intended results.
People Manager Accountabilities:
Effectively carries out the expectations of Werfen People Managers as defined in Werfen’sRole of the Manager program. Among othersthis includes maintaining regular, at minimum once a month,and transparent communication with the team through effective use of formal one-on- onemeetings with direct reports and team meets. Managing performance issues and conflict