HRIS Project Manager at Epson

About The Job

Your mission:

• As HR Systems Project Manager, you are responsible for the effective planning and successful implementation of the EME (Epson Middle East)/CISMETA region’s HRIS (SAP SuccessFactors) over a two-year period.
• Your job is to ensure that the planned HRIS is fit for purpose and meets the needs of the EME organisation and its people.

What you will do:

• Main point of contact for the EME HRIS implementation project, communicating with stakeholders and assigned vendors as needed
• End-to-end project management of the implementation of all HRIS for the EME organisation
• Ensure that that project is executed on time, within budget and to a high level of quality
• Plan and manage project tasks, including defining scope, creating schedules and allocating resource(s)
• Define and work with the project group to identify & manage risks, dependencies and issues
• Lead the project group for HRIS implementation and act as interface between EME and assigned vendor/s
• Monitor the SLA’s with selected vendors to ensure delivery of assigned work and escalate where appropriate
• Create project status reports and communicate progress to stakeholders and management
• Develop and manage project budgets, ensuring expenses stay within budget and are properly allocated
• Ensure that all project deliverables meet or exceed stakeholders expectations for quality, functionality and usability
• Coordinate testing, training and implementation activities, ensuring that end users are adequately prepared for the new system/s
• Assist in evaluating and selecting HRIS vendors and solutions that meet the current and future needs of the EME organisation
• Analyse company requirements and make recommendations on the configuration of the HRIS
• Ability to understand the needs of the EME organisation and specifically the HR function from HRIS and express these needs with vendor/s
• Clearly and concisely articulate to the HRD and EME HR team the impact of decisions for all HRIS including downstream, particularly on HRIS configuration
• Translate technical issues (complex or otherwise) into easily understandable terms for the HRD and EME HR team
• Maintain constant check-ins with the assigned vendor/s developers and technologists to keep on top of progress and troubleshoot any technical issues that arise
• Escalate at risk tasks / issues to ensure resolution in a timely manner
• Responsible for the successful migration of data from the current HRIS and ensure this transition is compliant with respective data protection regulation/s (if applicable)
• Examine “as is” HR operational processes to ensure they’re fit for purpose and if required, make recommendations and/or proposals to foster systematic (HRIS) best practice
• Prioritise implementation of people software (SuccessFactors) and ensure all other HRIS maintains link (or ideally has an interface) with SuccessFactors where required e.g. payroll systems
• Supporting the creation of audit controls and associated documentation

What we ask for:

• Degree in computer science / information systems or human resources (or of graduate calibre due to previous experience)
• Relevant experience in project management, HRIS implementation or management and respective technical skills
• Experience in managing delivery of full project lifecycle, covering the overall planning, management, co-ordination and financial control of the project
• Demonstrate excellent communication and interpersonal skills, with the ability to effectively collaborate with diverse stakeholders
• Proven problem-solving and decision-making skills with the ability to manage multiple projects / tasks simultaneously to successful completion in a fast-paced environment
• Strong experience of translating and articulating technical requirements in language that resonates with non-technical users

Preferred

• Working / up to date knowledge of SuccessFactors and specifically configuration and implementation of SuccessFactors
• Experienced in successful interface implementation and seamless integration between people software (e.g. SuccessFactors) and other HRIS