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HR Lead Systems Administrator - Success Factors

Requisition Number:  3002
Company:  W Electric Company UK Ltd
Location: 

Sofia, 23, BG, 1000

As part of the Global HRIS team, this role supports the HRIS Technology solutions. As a HR Lead System Administrator - Success Factors, you will work to continually drive the evolution of the technology solution, best practices and utilization while ensuring adherence to the global framework by maintaining proactive customer focus with excellent collaboration with internal partners across the organization and external customers.

Your Day to Day:

  • Serve as the SME for HRIS technology solutions to support and understand new functionality and features.
  • Maintains a proactive customer focus, high degree of confidentiality and adherence to regulatory standards such as Data Privacy, GDPR, etc.
  • Provides tier 3 support for HRIS Technology inquiries, continually identifying opportunities to eliminate and/or reduce inquires and drive solutions to implementation
  • Performs intermediate to advanced system configuration, testing and implementation of HRIS Technology solutions. Mentor other resources in configuration.
  • Ensures adherence to standards in documentation of technical requirements, configuration of requirements, conceptual design, and end-to-end processes.
  • Ensures adherence to standard when developing appropriate testing scenarios and scripts, analyzing test results, documenting process and system problems, and coordinate with technical team to resolve issues.
  • Provide expert support for HRIS technology solutions including researching and resolving problems, troubleshooting unexpected results or process flaws in complex scenarios; where appropriate prepares or validates root cause analysis and drives identified process or system changes to completion.  Escalates issues appropriately.
  • Lead the management, development, ongoing maintenance, and technical support of the assigned technical solutions. Drives analysis of requested enhancements, break/fixes, etc. to determine upstream, downstream, cross-stream impacts. Recommends solutions or alternate methods to meet requirements.   
  • Accountable for delivery of the HRIS Technology roadmap in collaboration with COE and Regional HR Operations partners. Collaborate with the stakeholders to gain insight and understanding for end-to-end process optimization, and develop solution recommendations to meet business requirements.
  • Coordinate with other HR teams and functions to ensure end-to-end employee life cycle experiences are fully integrated.
  • Collaborates cross-functionally to document requirements, assess downstream impacts, configure and test new functionality or enhancements. Recommend process/employee experience improvements, innovative solutions, policy changes and/or major variations from established policy that require leadership approval prior to implementation. Serve as a key liaison with third parties and other stakeholders (e.g. talent leaders, regional operations, and vendors).
  • Analyze data flow and processes for improvement opportunities. Supports data transformation by comparing data from different sources to create solutions.
  • Leads the review of HRIS technology new releases.  Consults with COE and Regional Operation partners to prioritize adoption of new features.  Leads technology updates and applies configuration updates.   
  • Maintain awareness of current trends in HRIS with a focus on product and service development, delivery and support, and applying key technologies. Actively participate in technology community discussions.
  • Maintains expert knowledge of data structures within HRIS applications.
  • HRIS responsibility for maintenance, support and troubleshooting for existing batch jobs, connectors, interfaces and security as well as any new requirements related to these topics. Main point of contact expected to partner with internal IT and external IT vendor in relation to these items as appropriate. Expected to drive automation where appropriate.
  • Leads HRIS related projects or workstreams within corporate initiatives utilizing standard project management skills such a creation and execution of a project plan, risk logs, cutover plans, etc.

Who You Are:

Education Level (Degree, Area of Study) – Minimum Requirement:

Bachelor’s Degree Information Technology or Human Resources preferred) or equivalent work experience required.

 

Years of Experience (if applicable):

Minimum of five years of experience supporting HR Technology Solutions, typically seven to ten years experience

 

Skills and Competencies:

  • Extensive HR Talent technology experience required, SAP & SuccessFactors preferred. Recruiting, Onboarding, & Employee Central expertise preferred. SAP to SF Replications experience is also preferred.

  • Extensive technical knowledge related to HRIS technologies and interfaces required.

  • Experience supporting global HR processes is preferred.

  • SFX Accreditation preferred, but not required.

  • The ability to develop and clearly present ideas using MS Office, including PowerPoint and Excel (charts & graphs).

  • Exceptional problem-solving skills, with the ability to work independently and exercise sound judgement.

  • Excellent customer service, interpersonal and communication skills. Ability to communicate and work effectively with all internal and external customers.

  • Customer-oriented/focused – understand needs and delivery accordingly.

  • Quality-oriented with a keen eye towards attention to details.

  • Ability to manage personal tasks and tasks of others based on priority.

  • Ability to work efficiently and effectively under both limited supervision & in a team environment.

  • Experience with managing HRIS Projects at either an internal level or in regard to a companywide initiative.

Employment opportunities may require access to information which is subject to the export control regulations of the United States. Hiring decisions for such positions are required by law to be made in compliance with these regulations. Applicants for employment opportunities in other countries must be able to meet the comparable export control requirements of that country and of the United States.

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