Project Manager

 Direct each initiative through the full life-cycle, to include: Design, Build, Testing, Training, Deployment, Cutover, Issue Resolution, Risk Mitigation, through to project closure.  Proposing a roadmap of specific focused projects/actions to achieve the desired future state by implementing the proposed changes  Participating in projects to map existing processes; lead the definition/documentation of the to-be processes; define/document tool requirements, data changes, business rules, metrics, and training to achieve “to be” process  Develop and define business requirements, workflow design, processing mapping, functional specifications, gap analyses, and use cases  Leading business owners to define process future state and ROI  Work with Business and IT teams as needed on refining functional specs and test planning  Work with business and other functions as needed on process implementation planning including job roles/incentives; UAT; training; and metric gathering  Conduct business process design workshops and drive change management.  Collaborate with Business owners, Architects and IT Teams to ensure the system solutions meet the functional requirements  Work across a variety of business areas, which may result in focus on a particular area for a period of time  Implement cause/effect analysis methodologies and metrics on business process improvements  Review, recommend and implement available or industry standard tools and technologies as appropriate to deliver process optimization solutions  To design, influence and implement the new operating model for HR services to enhance Operational efficiency, Employee experience and High skill capability. This may include aspects such as: re-engineering, automation processes and technology solutions.  Support the continuous review of the HR Services operating models for alignment to the overall business strategy and introducing best industry practices such as self service, elegant, integrated and straight through processing  The ambassador for the program, leading by example, inspiring trust and the confidence of the stakeholders.  Transition from a process execution mindset to an owner of end to end operations. Qualifications Skills :- Understand process flows and impact between the HR Digitization, TAC, Payroll and other relevant tools. Report development, Design and Automation. HR, Benefit and Payroll laws, regulations, procedures, and operations; database implementation and development life cycles; business system applications; principles and techniques of systems quality assurance and control; practices of leadership and mentoring; technical problem solving techniques; principles of project management, documentation, and technical correspondence; principles of customer service; design, deploy and maintenance of various HRIS systems; Microsoft Office applications. Understand system changes and enhancements that need to be made, but can communicate them well, to ensure that our systems are supporting our programs and employees. · Support global initiatives · Escalate issues that cannot be resolved to the IT teams and/or Director, Global HRIS Operations · Document and test various system enhancements · Analyze complex solutions, identify areas of high risk, suggest ways to eliminate or mitigate high risk · Proactively work to meet business requirements with little direction. Oversee activities from beginning to end. · Participate in system related projects, assist requirement gathering and coordinate UAT · Provide post Go-Live support · Documentation · Ad hoc requests Schedule: Full-time Req: 007OD2