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Director, Global HRIS
Crocs
Niwot, CO, United States
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The Director, Global HRIS creates and maintains the strategic system road map as well as directs the development, implementation, maintenance and audit of the global HRIS and HR processes.
ESSENTIAL DUTIES AND Responsibilities include the following. Other duties may be assigned.
• Provides oversight on HRIS projects and coordinates with IT, payroll and affected global HR functions as necessary.
• Analyzes, evaluates and provides input into prioritizing existing and proposed HR systems and provides time, costs and resource estimates to accomplish desired applications.
• Direct the development of core HR processes and roadmaps to integrate into HRIS & business that align with client needs as well as technical priorities. Globally align and communicate those processes for integration into global HR teams.
• Develop an HRIS plan with IT to deliver and scale services & capabilities based on Talent Management, Talent Acquisition, Business Partner and Compensation & Benefits client strategies.
• Oversees change management including communications and training work related to system implementations to drive behavior changes and adoption.
• Ensure that HRIS system design and HR processes align to enable the HR team to meet service level requirements.
• Establish the standards and guidelines for the experiences of enterprise-wide HR systems.
• Stay current with HR industry and HR technology trends, evaluates options against business requirements and makes recommendations to customers that improve existing business processes and systems and inform the selection of system and process improvement.
• Builds relationships and collaborates with other functional areas to elicit business requirements and user stories to identify system integration opportunities and needs. Anticipates impact throughout the organization of changes to systems.
• Oversees the implementation and standardization of training new and current HRIS users both in the HR function and within the business. Ensures training is provided to functional leadership and training to HR personnel globally.
• Provides communication, troubleshooting direction and technical resource guidance to all HR staff as needed for processing issues and process interpretation.
• Monitors and audits global processes for standardization and compliance with approved policies and procedures.
• Oversees the build of performance management and compensation (bonus, merit, equity) tools and forms that drive the outcomes identified in overall strategy.
• Supports global and regional comp alignment efforts by setting up and maintaining job and pay infrastructure elements inside of HRIS.
• Ensures Talent Management and Succession modules in the HRIS support the organization’s Talent Planning and Succession exercises.
• Acts as primary liaison between department heads, HR staff and other areas of HR in regards to processes and information systems.
• Recommends HRIS revisions and customizations and process and procedure revisions and provides interpretation of function or department policies.
• Participates in the development and implementation of HR programs as a committee member or project leader. Initiates or recommends personnel actions for assigned areas such as hires, terminations, disciplines, etc.
• Directs the development of HR reports for executive management, regulatory filings and evaluation programs.
• Assists in the development of goals, measures and strategic plans for area of responsibility and in the assessment of goal attainment.
QUALIFICATIONS
To perform this job successfully, an individual must be able to perform each essential duty satisfactorily. The requirements listed below are representative of the knowledge, skill, and/or ability required. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.
1. BS/BA is required.
2. Minimum of 5 - 7 years progressively responsible HR management experience in a global environment.
3. Experience in various other functions of HR including but not limited to: Policy Management, Employee Relations, Recruiting, Compensation, Performance Management and Legal/Compliance is a plus.
4. Track record as a strong business partner.
5. Strong knowledge of HR systems, governance, employment law, compliance and policy development and implementation.
6. Excellent interpersonal skills and ability to effectively communicate at all levels of organization.
7. Proficient in Success Factors or other large-scale HRIS platform.
8. Proficient in Microsoft Office.
9. Strong communication skills, both written and verbal.
10. Demonstrated people management skills in an ethical/respectful environment with ability to motivate and develop staff.
11. Proven success in a fast paced environment.