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.