This job posting is for an HR Systems & Process Improvement Manager. The key responsibilities of the role include analyzing and improving HR systems and business processes, managing changes to SAP HR and HR systems, identifying process improvements, and acting as a liaison between users and the IT department. The ideal candidate must have expertise in SAP HR and HR systems as well as experience leading projects and managing stakeholders.

1. JOB TITLE : HR SYSTEMS & PROCESS IMPROVEMENT MANAGER
FUNCTION : OPERATIONS
LOCATION : PBS MANCHESTER / HOME BASED
REPORTS TO : HEAD OF GROCERY HR / HR BUSINESS PARTNER GROUP
SERVICES
JOB GRADE (IF APPLICABLE): 4
PURPOSE
Analyses and defines SAP HR / HR Systems functions,business processes and user needs according to operational and
business needs and looks for improvementatevery opportunity.
KEY ACCOUNTABILITIES & RESPONSIBILITIES
 Review and approve proposed changes to SAP HR and HR Systems.
 Analyse the feasibilityof and develop requirements for,new systems and enhancements to existing systems and ensures
that the system design fits the needs of the users.
 Analyse operational problems involving SAP HR and HR Systems and develop appropriate solutions.
 Manage configuration tasks for the SAP HR and HR Systems to satisfy requests from end users for fixes, changes, and
enhancements.
 Interfaces with users to interpret and clarify functional configuration details and process change requirements involving
SAP HR and HR Systems.
 Acts as a liaison between departmental end users and ISC in the analysis, design, functional configuration, testing, and
maintenance of SAP HR and HR Systems to ensure optimal system performance.
 Present and lead discussions on SAP HR and HR Systems functionality as it relates to current operational needs.
 Coordinate proposals for process change and liaise with other Process teams when processes go over several team s.
 Identifies opportunities for improving business processes in partnership with end users and management through SAP HR
and associated information systems.
 Tracks and documents changes in functional and business specifications and writes detailed procedures thatcan be easily
understood by end users.
 Develop and document operational and technical processes, functions, and procedures involving SAP HR and HR
Systems and develop appropriate solutions.
 Ensure that up to date training and education documentation is maintained.
 Learn the characteristics of new systems and update skills to adapt to changing technology.
 Provides technical assistance in training, mentoring, and coaching professional and technical staff on matters related to
SAP HR and HR Systems.
 Trains Super Users and supports training in the usage of SAP HR and HR Systems system functionality.
 Point of escalation for super users – ‘the business expert’ .
 Maintains effective and cooperative working relationships with all key stakeholders - end users, project team and ISC.
 Lead development of improved ways of working.
 Meet established priorities and project schedules.
KNOWLEDGE / QUALIFICATIONS
 SAP HR & HR Systems Expert.
 Good working knowledge ofProjectManagement
methodology: - LEAN / PRINCE2.
 Excellent written and verbal communication skills.
 Educated to Degree Level.
EXPERIENCE
 Substantial cross functional experience in HR & ISC.
 FMGC Experience.
 Experience leading a large team and / or projectteam.
 Excellent stakeholder management experience.
 Proven track record of delivering on time and in full.
 Proven experience of escalating issues in a timelyand
appropriate manner.
COMPETENCIES, SKILLS AND BEHAVIOURS
Technical Competence
 Expert System Knowledge.
 Cross Functional collaboration to identify, evaluate and deliver process improvementinitiatives.
 Providing end to end process re-engineering,problem solving and creative solution skills whilstutilising common
methodologies i.e.LEAN/PROMPT.
 Supporting functional areas on transitions or disposals.
 Manage impactof changing legislative landscape and impacton business.
JOB DESCRIPTION

2. Customer Service
 Maintaining key stakeholder relationships with ISC to manage expectations and service delivery.
 Collaborate with external stakeholders to deliver beneficial process improvements.
 Ensure all stakeholders are communicated with on a regular basis.
 Aligning objectives to stakeholders and ensuring expectations are managed.
 Manage impactof changing business landscape.
People Leadership
 Lead by example by conducting business in a professional manner atall times.
 Feed into individual team members developmentplans.
 Coaching team members on process improvementmethodologies.
 Coaching and advising colleagues bysharing technical expertise.
 Establish a framework for customer improvements across HR and stakeholder groups.
Competency Profile
 Thinking Smartly.
 Communicating with Impact.
 Being a Team Player.
 Making it Happen.
 Taking the Lead.
 Demonstrating Business Awareness.
 Partnering for Success.
 Getting it right.
PREVIOUS JOB ROLES
 HR Manager.
 HR Projects Manager.
FUTURE JOB ROLES
 Senior HR or ISC Role.
PERFORMANCE CRITERIA
 SAP HR & HR Systems Changes delivered on time and in full againstProjectPlan.
 Delivery Measures (e.g.performance againstagreed business KPIs).
 Feedback from internal and external customers oflevel of service provided.
 All internal and external deadlines met.
 Successful implementation ofprocess /procedural changes.
 Feedback from team members as well as developmentofteam’s critical skills and capabilities.
Status : Version4 Created: