Manager HR Systems and Operations

Position Purpose

The Manager, HR Systems and Operations provides operational and technical leadership and expertise in all facets of human resources in support of the CRD‘s business specifically, and the organization generally. The position is responsible for overseeing Human Resources business systems, HR process, , benefits, pension and reporting requirements. The position provides business process and technical systems expertise to the department, and guidance and direction to a team of HR Advisors. 
The position has overall responsibility for HR Systems implementation and ongoing maintenance and enhancement and will lead major HR system related projects.

Key Accountabilities/Position Outcomes

• Ensures that corporate human resource initiatives are consistent with applicable and relevant best practices in a local government operation.
• Ensures alignment of the division's operations, with a focus on leveraging new and existing technologies and processes and ensure efficient departmental operations through effective management of day-to-day operational issues.
• Leads a team of HR Advisors engaged in supporting the work of the HR operational business. Oversees the work of the HRIS Specialist engaged in ensuring system and data integrity, delivering on HR reporting requirements and managing the CRD's departmental and position structures in SuccessFactors. 
• Designs and implements sound, effective business processes that consider the division's systems and organizational impacts, and auditing and revising systems and approaches as necessary.
• Ensures business processes incorporate proper controls and checks to ensure data integrity, compliance with corporate policy and collective agreement provisions, and minimize risk.
• Provides high level technical systems expertise to the business, including championing and managing various systems that support the business (eg. SAP/SuccessFactors; SharePoint; Safety System; etc.)
• Manages all divisional aspects of the HRIS, and participating in the design, refresh and modernization of the system in collaboration with SAP technical and functional support staff, Payroll and all other stakeholders.
• Maintains awareness of SuccessFactors future releases/roadmap and the potential impact of those plans on current and future SuccessFactors functionality.
• Documents and maintains accurate and thorough HR Systems end-user processes and procedures.
• Provides subject matter expertise on SuccessFactors best practices and partners with HR operational leads to understand pain points, prioritize requirements and identify opportunities to improve processes and gain efficiency by leveraging SuccessFactors' functionality.
• Provides HCM user support through documentation, developing and facilitating training, and creating supporting materials and reports as required.
• Managing divisional SharePoint sites including the development of new functionality and content, and ensuring records storage supports EDRMS and corporate requirements and that sound records management practices, both physical and electronic, are in place.
• Liaises with other HR staff and internal stakeholders to ensure that organizational and system interdependencies and provides input to the establishment and maintenance of proper controls.
• Interprets and anticipates corporate and client needs and identifies recommendations for innovative solutions and applies and implements strategic recommendations to achieve corporate objectives. 
• Manages the benefit function ensuring processes are adhered to, documentation and relevant materials are up to date and current.  
• Interprets and administers complex collective agreements, policies, procedures, employment bylaws, and employment and labour legislation. Provides coaching, advice and direction to staff engaged in employee records, benefits, and HR systems related duties.

Additional Information

• None

Qualifications

Certifications

Role Specific Knowledge, Skills, and Abilities

• Experience working with Human Resources Information Systems (HRIS), such as SAP SuccessFactors, with a broad understanding of cross-functional touchpoints and their impacts within the HRIS platform.
• Ability to identify issues, apply judgment to find proactive solutions within the HR system and environment.
• Solid understanding of Human Resources processes and procedures, a broad knowledge of all aspects of human resources management systems and demonstrated experience working in the interface between them.
• In depth SAP/SuccessFactors HR subject matter functional expertise for day-to-day support and development including business process design, data transmission, testing and other troubleshooting support.
• Familiarity with the structure, function and implications of system integration and the replication of source data to other systems, in particular SAP and Active Directory.
• Experience in designing and prototyping, testing and implementing practical HR business solutions.
• Demonstrated experience with successfully introducing change into an organization through the implementation of systems.
• Able to work collaboratively with professionals across multiple disciplines and to understand the impact of decisions across the business.

Leadership Profile

CRD Leaders are champions for creating an accountable, high performance, service oriented organization that makes a difference in our community. They pay attention to shifts and trends in an ever-changing and complex environment and think strategically to serve residents, businesses and local governments today while developing a sustainable organization for the future. The following is a leadership summary for this position.

Professional/Individual Contributor Level 3 (P3)

Leaders at this level are generally recognized as fully qualified professionals who apply their in-depth knowledge and experience and best practice in their own discipline to respond to a wide range of moderately-complex and complex problems and situations. They interpret and respond to client needs and improve products or services in their own area. Working with minimal direction, they monitor and control costs within their own work, explain difficult issues to establish consensus, and promote teamwork, potentially coaching and guiding others.

While CRD Leaders are accountable to all Leadership Competencies, the competencies listed below have particular relevance to this position. Click here for a complete definition of our Leadership Levels and Competencies.

Leadership Competencies