Manager, HR Operational Services, Human Resources Department - GL E
They support staff across the organization as well as the other functions of the HR delivery model. They own and manage the employee experience to create moments that matter during the employee lifecycle. They support the Head, Human Resources with the definition and the implementation of the current and next Global Fund People Strategy and support its implementation through the HR Operational Services pillar to support the enhancement of the Global Fund organizational culture.
The HR Operational Services (HROS) pillar is responsible for all operational (administrative and transactional) HR activities and provides a solid platform to support managers, staff, HR Specialists and HR Business Partners. The HROS supports staff members and line managers to embrace self-service and the tiered HR service delivery model. It is aimed at ensuring that employees’ and managers’ receive HR operational services through a customer-orientated, proactive, efficient and solution-oriented manner.
The HROS delivers consistent HR administration and transactions throughout the employee life cycle: contract administration, payroll coordination, compensation and benefits administration, recruitment and mobility services, data and analytics through a single user-friendly HR System, Workday (WD).
The HROS is one of the three key pillars of the HR Operating model and will deliver customer oriented and timely services based on service level agreements. The Manager, HR Operational Services manages a team of HR Operations professionals and will be working in very close collaboration with the Manager, HR Business Partnering, the Manager CoE and the Specialist, HR PMO & Advisory & Change.
Key Responsibilities
Under the supervision of the Head of HR, the HR Operational Manager will:
• Enable HR operating excellence by delivering efficiently and effectively across HR processes, with an emphasis on inquiry management, transactions, and specialized functional services;
• Oversee the change management of the HROS team through the continuous improvement of the Workday (WD) HR IT platform to ensure seamless business continuity and post golive system stabilization;
• In close collaboration with the Managers, HRBP and CoE, ensure continuous improvement with process and WD enhancements implementations following frequent assessments of HR processes and ensures smooth release of new WD versions throughout the year;
• Development and implementation a continuous improvement, automation and data & analytics roadmap to the HR pillars ensuring a gradual and steady optimization of HR operational services;
• Ensure the smooth delivery of administrative and transactional HR services, inclusive of general and knowledge-based HR inquiry services, HR transactions processing, data administration, reporting & analytics, escalation of complex inquiries and support to HR functional services (e.g. Learning, Performance and Talent, Compensation & Benefits, Health and Wellness);
• Provide strategic and operational insight and user support for WD ie. HRIS roadmap and operationalisations;
• Oversee the identification of further HR process automation through WD to increase efficiency and effectiveness of process
• Enhance the staff and people managers experience, and ensure direct access to information and data while providing the capability to generate workforce data and insights;
• Act as the focal point for external stakeholders directly involved in HROS, including the payroll outsourced provider, the Swiss Mission, and other vendors linked to the HROS activities;
• Effectively manage and develop the skills of the HROS team to provide seamless, consistent, transparent and timely customer-oriented HR services;
• Work in close collaboration with the HR Business Partners, the HR PMO and the CoE Leads and lists to ensure effective rollout and implementation of HR activities by providing data, administrative/transaction support, reporting and analytics to these groups.
• Drive the simplification of administrative work across HR teams;
• Improve the online and digital experience and implements solutions with project and change management discipline;
• Responsible for HRIS and audits relating to HROS, such as the financial and IT audits performed by the external auditors;
• Develop audit processes to drive compliance and continuously improve HR operations;
• Proactively identify process improvements across the HR function in close collaboration with the HRMT and propose extensions to existing HR technology and recommend a roadmap for process and system improvements to be implemented;
• Responsible to maintain all HR processes up to date, in a auditable way, and ensure process optimization where areas for improvement are identified;
• Provision of data analysis to support decision making and deliver meaningful insights for HR Business Partners, HR Leads and Specialists, HR PMO and Head of Human Resources;
As a member of the HR Management Team, the Manager HROS will:
• Contribute to the design and roll-out of the next people strategy, anticipate corporate HR issues at the horizon and proactively resolve problems as they arise;
• Ensure coherence and effectiveness of the HR function
• Foster an environment of strong collaboration and inclusion amongst the 3 pillars of the HR Operating model in close collaboration with other HRMT members;
• Support the Head of Human Resources on corporate responsibilities, as required;
• Be the official back-up for the Manager, CoE;
As a member of the larger HR Team, the Manager HROS will:
• Demonstrate a high level of confidentiality, integrity and professionalism at all times;
• Ensure excellent collaboration with colleagues in the HR Department and beyond;
• Contribute to developing a culture that emphasizes psychological safety, proactivity, quality, continuous improvement, and high performance;
• Contribute to developing the Department’s goals and achieving them;
• Undertake any other duties as directed by the Head of HR.
Subject to change by the Executive Director at any time at their sole discretion.
Qualifications
Essential:
- Academic background at Master’s level in Human Resources Management, Organizational Development, Organizational Behaviour, or related disciplines.
- Certification in project and/or change management.
Desirable:
- At least 12 years of relevant experience, or equivalent combination of education and experience;
Experience
- Mastery of Workday and development of HR tools with customer-focused experiences;
- Prior experience in an HR Shared Services/HR Operations environment, Information Technology HR role, Project Management and Recruitment;
- Excellent people management capabilities demonstrated through managing diverse teams;
- Track record in successfully implementing and maintaining HR IT platforms, projects and processes at an functional and organizational level through effective change management; and proven results on improving business performance through continuous improvement initiatives;
- Demonstrated mastery of human resources, with special emphasis on HR processes, projects and technology;
- Demonstrated success in management of HR processes in Workday and implementation of Key Performance Indicators and Service Level Agreements;
- Demonstrated resourcing planning capabilities and ability to successfully operationalize strategies and collaborate with others through implementation;
- Demonstrates confidentiality, integrity and professional judgment and credibility;
- Excellent oral and written communications skills; professionally assertive with ability to influence without formal authority;
- Strong diplomatic and people management skills;
- Strong presentation, collaboration and stakeholder management skills;
- Strong political awareness;
- Knowledge of the full HR operations solution and intersection points;
- Able to apply systems thinking and application; has successfully used technology to improve and automate activities;
- Demonstrated ability to be detail-oriented in the execution of routine and complex processes;
- Experience in rigorous data management of standards across systems and understands the flow of data and system integrations;
- Uses design thinking to engineer processes and solutions;
Competencies
Languages:
An excellent knowledge of English and preferably a good working knowledge of French or one of the following: Arabic, Chinese, Russian, and Spanish. Knowledge of other languages would be an asset.
Job Family Functional Competencies:
- Operational Policy – Level 3
- Business – Level 2
- Human Resources – Level 3
- Multicultural – Level 2
Role Specific Functional Competencies:
- Strategic agility
- Operational excellence
- Customer focus
- Process management and Continuous improvement
- Problem solving and analytics
- Vendor management
- People Leadership
- Policy Acumen
- Talent Acquisition
- Compensation & Benefits
- Exceptional customer service
- Emotional intelligence and empathy
- Resourcefulness and solution orientated
- Diagnostic ability
- Complete root cause analysis • Investigative
- Process integration
- Analytical Decision Making
- Project and Change Management
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Job Posting End Date
27 August 2024
Le Grand-Saconnex / Geneva / Genf
