I. Job Purpose and Core Tasks

As the HR Operations team leader, you will be responsible for the operational work performed by the HR team including overseeing and improving HR processes, as well as supporting frontline managers with self-service navigation, completion of manual processes, and continuous improvement opportunities. You will support HR Operations team members in completing transactional tasks and helping them learn to take on more judgment-based work as the team develops a deeper understanding of the business. You will play a critical role in ensuring that the remainder of the US-based HR team is fully supported and can focus on the organization's strategic initiatives and most-pressing, business-related talent needs. Additionally, you will be responsible to provide project management when implementing new tools and/or processes. And lastly, working with our Workforce Analyst, you will help drive actionable reporting that supports our workforce needs.

• Responsible to work with a global HRIS team in Germany to ensure that US processes are aligned with the global processes, while ensuring local differentiation, when needed.
• Responsible to create the framework for the HR Operations function from the ground up, creating a contact center that can answer specific requests but who can also properly route issues to the COE's when needed, to address larger issues.
• Identify and execute process migration to the centralized shared services team and seek to automate additional HR processes.
• Design and implement strong processes in HRSS areas (e.g., workforce administration and payroll)
• Must drive and participate in technical initiatives to assist with improving HR and HR-aligned technology and business processes that will enhance the HR service delivery model
• Communicate and facilitate long-term initiatives aligned with HR's strategic agenda
• Collaborate with business unit leaders to communicate any HR shared services changes to affected employees and managers
• Teach and empower the HR Operations team to address employees' and managers' most urgent needs.
• You are responsible for developing and promoting ongoing feedback mechanisms for employees to influence the continuous improvement of HR services and processes.
• You will be responsible to provide expert advice and coaching to stakeholders, including internal HR and employees, as appropriate.
• Work cross-functionally with the leaders of the Centers of Excellence to ensure that HR has a consistent message and brand throughout the organization.

II. Minimum Knowledge, Education and Skill Requirements

Required

Minimum years of relevant work experience:

• 7 to 10 years of experience in Human Resources, specifically in HRIS and data analytics
• 5 years of leadership and management experience, preferable in the HR space

Minimum education, certifications and/or credentials:

• Bachelor's degree in business administration, HR management or related field

Minimum hard skill requirements (including computer and application proficiency):

• Competent in project management and process excellence
• Has direct experience and knowledge of running a service department
• Proficient in multicultural communication and leadership skills

Minimum soft skill requirements:

• Strong understanding of the processes, policies, and systems within the HR function
• A process orientation to drive sustainable outcomes consistently over time.
• A bias for action to improve current practices and to identify new ways of doing things to support the business more efficiently.
• Effective team player and networker
• Broad business acumen, enterprise thinker
• Ability to remain tactful and persuasive with stakeholders during complex situations or challenging processes to find effective solutions.
• Act as a model of customer-focused professionalism
• A constant learner and agent of change who brings new ideas to the team to consider

Preferred

Preferred years of relevant work experience:

Preferred education, certifications and/or credentials:

• Graduate degree preferred

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