HR Systems and MI Specialist

Role: HR Systems and MI Specialist

Duration: 31/03/2025 – there is possibility to extend

Location: Hybrid – once in month in the office or when something is organized by the team

Purpose of the Position:

• The HR Systems and MI Specialists enable client HR to provide world class HR services across three key focus areas; HR Systems, Data Stewardship and Reporting and Analytics

• The role is crucial in providing an advisory service and guidance to management, and various other stakeholders, regarding system improvement and maintenance requirements needed to deliver high quality HR systems.

• The position is responsible for the overall maintenance and integrity of all HR systems and providing data driven insights and analytics across the business to aid effective decision making

• The position will report to the HR Systems and MI Team Lead and will work closely with other HR Operations teams, across the broader HR function and directly with the business

Core Tasks, Responsibilities and Authority:

Key Accountabilities

● Accountable for the maintenance, troubleshooting and design of HR systems

● Accountable for partnering with Information Systems teams and HR Operations Service Delivery Teams on system updates, to ensure any amendments to requirements / processes are delivered

● Accountable for HR operations tools from a functional perspective and ensuring they are fit for purpose

● Support minor/major software and hardware upgrades and ensuring that change management procedures are followed

● Accountable for the identification, testing and resolution of escalated incidents from frontline support teams and assisting with the command and control for major incident and service outages

● Accountable for the provision of reporting and analytics across client

Key Deliverables:

● Support the HR Systems and MI Team Leads and Global HR Systems and MI Leads with the delivery of the future HR systems landscape

● Responsible for maintaining and improving HRIS systems as well as identifying and bringing forward opportunities for improvement and new functionality as appropriate

● Responsible for ensuring that data held in HR systems is kept up to date and cleansed through the relevant data cleansing activity

● Perform and execute changes across the HR systems landscape as determine through the relevant change request channels

● Support the processing of all mass data uploads collaborating with system vendors where it is appropriate to do so

● Manage data flow and understand the impact on any downstream systems – conducting an impact analysis to support this activity

● Collaborate with HR system vendors when system errors are identified or to successfully manage approved change requests and system upgrades

● Support in the development of system user training and ensure any changes to HR system usability is effectively planned and communicated

● Provide reporting and analytics to managers and the broader HR function to support decision making

● Support compliance reporting for HR Operations

Ways of working:

● Working in a global virtual team

● Work supportively and collaboratively with other teams

● Build relationships and trust with key stakeholders

● Seek opportunities to grow services provided by HR Operations

● Strive for consistency in the provision of services provided by HR Operations

● Encourage a growth mind-set across HR Operations to develop greater depth of capability

Interpersonal Relationships:

Internal

● HR Operations teams

● Centres of Excellence (CoE)

● HR Business Partners (HRBP)

● Information Systems

● Client Business

External

● HR Systems Vendors

Professional Profile

Customer Focus:-

• Acts to support a culture where everything is done to enhance value to patients. Intentional about meeting/exceeding customer expectations.

• Proactively seeks feedback to improve service provision.

Strategic Orientation:

• Understands how personal/team objectives contribute to client’ strategy and functional goals.

• Balances ‘bigger picture’ goals and operational requirements, overcoming challenges/barriers to delivery.

Innovation & Change:

• Identifies improvements and generates new ideas, methods or solutions. Positively embraces change.

• Continuous improvement approach; takes personal ownership to improve ways of working and leverage/share best practice.

Results Orientation:

• Ability to work autonomously and make evidence-based decisions: judgement to know when to seek guidance or escalate

• Methodical with ability to prioritise and meet deadlines. Tenacious to follow up and resolve outstanding matters and explore options.

• Excellent attention to detail and financial awareness (raise/process/track Purchase Orders etc.)

• IT literate (Intermediate stage) to type/ create and edit reports, trackers etc. Excel, Word, PowerPoint, Outlook and eLearning and online systems (e.g. LMS, ZINC, TMF etc. databases). Intranet and web.

• Good written and verbal communications including ability to prepare updates, summaries, emails to employees and managements.

Communication & Collaboration:

• Collaborates: values others views and perspective. Able to challenge respectfully and propose alternative solutions.

• Proactively shares knowledge, and adapts approach to build consensus and respect diverse views and cultures.

Developing & Inspiring:

• Proactively shares knowledge and best practice and encourages others to develop.

• Learns from own/others experience and proactively seeks to develop personal capability.

• Regularly seeks feedback on personal contribution and growth areas.

Working as One Client:

• Takes personal ownership and acts as a role model of ethics and compliance treating everyone with respect.

• Provides honest, constructive and timely feedback. Seeks feedback on own contribution and ways of working

Experience

• Experience across core HR functions (e.g. Compensation, Benefits, Performance Management etc.) with specific experience in HR process design, transaction support and employee administration

• HR process and transaction management experience

• Knowledge of HR metrics and their applicability

• Excellent written and oral communication skills in English

• An understanding of the HR employee lifecycle

• Experience of communicating and coordinating initiatives across functional and technical boundaries

• Deep knowledge of SuccessFactors and its applicable modules

• Excellent IT skills Reference: 24-03473