The role will also work closely with HR Business Partners, HR COEs, HRIT, Corporate HR, Finance, and other functional colleagues across the Diasorin matrix, to support the execution of HR strategies across these critical functions and to ensure full compliance with process/policy adherence.

• Provide functional and technical expertise on ‘core’ HR systems (SuccessFactors and Ceridian Dayforce) and serve as the HR system administrator. Also, provides functional and technical expertise on ‘ancillary/supporting’ HR platforms such as TerryBerry (recognition platform), LMS platforms, etc. Evaluates potential new systems and platforms that support/enable key HR processes – and roll out new modules.
• Works with HR COEs (C&B, TA) to identify required interfaces and working with the IT, Finance, Sales and Manufacturing business analysts to ensure the validity of data and data interfaces.
• Lead research, gathering business requirements, providing functional analysis, program manage the deployment of HR systems, and provide sustaining support – both locally and globally as required.
• Providing HR operational thought leadership through effective partnership with regional and global HR peers.
• Leading multiple HR programs & projects of varying scope and complexity. Projects may pertain to new functionality, process improvement, problem resolution, new business model requirements, upgrades, etc., many of which require alignment and coordination with other members of the HR team.
• Responsible for organization, supervision and development of reporting Business Analysts.
• Head liaison between the business, IT and business analysts in other departments providing clear communication to all areas in an effort to produce the best solution for the given process.
• Control changes to regional HR systems to ensure they are controlled, tested and do not have unforeseen ramifications to other areas of the business
• Provide both functional and technical expertise and direction as it relates to HR systems and processes.
• Engages and manages necessary vendor relationships on behalf of HR function, ensuring compliance with annual budgeting process and contract reviews/renewals, contract/vendor management and MSAs/SOWs approvals.
• Ensure that proper reporting and dashboards are provided to manage the business and for compliance requirements.
• Manages the implementation and administration of human resources programs, policies, and procedures in a service center/HR shared services model. Defines/designs HR Shared Services operating model, engagement mechanism, and deploys the HR Shared Services model through effective and ongoing change management to drive adoption and sustained utilization.
• Ensures the consistent relevancy, accuracy, and robustness of the HR Connect portal – Tier 0 HR self service portal of the HR Shared Services model.
• Oversees and serves as escalation point for teams providing shared services such as employee call center, benefits administration, HRIS data maintenance, and/or other HR functions as assigned.
• Ensures the effective deployment and ongoing maintenance of an internal HR knowledge library – common repository for HR Shared Services representatives to access and leverage standardized FAQs, process maps, toolkits, resources to be service and support employees and managers with HR related inquiries, needs, etc.
• Serves as liaison to internal stakeholders and defines and maintains service level agreements of the Shared Services team.
• Monitors efficiency, utilization, and effectiveness of shared service teams. Ensures KPIs established, tracked and evaluated for process improvements
• Selects, develops, and evaluates personnel to ensure the efficient operation of the function. Lead and manage a team of HR Shared Services representatives, providing guidance, support, and regular performance feedback. Develop and implement training to enhance the team’s skills and knowledge.
• Ensure excellent customer service and resolution of HR inquiries, concerns, and issues. Establish and maintain service level agreements (SLAs) to meet response and resolution times for HR related queries and issues. Monitor KPIs, identifying areas for improvement and implementing corrective actions.
• Research, design and deliver new solutions, refine and enhance existing processes, and establish effective data gathering and reporting mechanisms. Continuously assess and improve service desk processes and workflows, leveraging technology and automation where appropriate. Implement self-service tools and resources to empower employees to find answers to common HR questions.
• Understands the interrelationships of different disciplines. Directs the application of existing principles and guides development of new policies and ideas.
• Play a highly active role on the North America HR leadership team, contributing, and supporting region-wide HR initiatives and on occasion, representing the HR function on various global and company-wide projects
• Understands and works on complex issues where analysis of situations or data requires an in-depth evaluation of variable factors. Determines methods and procedures on new assignments. Maintain the confidentiality and security of sensitive HR data and information – ensuring compliance with data privacy, HIPPA, GDPR, and other relevant data management regulations.

Experience, Education And Qualifications

• Bachelor’s Degree, Human Resources, Computer Science, Engineering or Business Administration. 10 years of relevant experience may be substituted for the degree, required
• Master’s Degree, Human Resources or Business Administration, preferred

Work Experience:

Required

• 8+ Years of Deep experience in a progressive Human Resources organization or relevant business environment.
• 2+ Years Experience in HR Operations and familiarity with the HR Shared Service delivery model.
• 2+ Years of Experience in an HRIS/HRMS function. Project lead experience, knowledge of and HRIS implementation and reporting requirements. Familiarity with relevant database systems is a plus. Workflow administrator experience a plus.
• 3+ Years of Supervisory experience and excellent leadership and team management skills
• 2+ Years of Strong knowledge of HR processes and policies. Knowledge of data privacy and compliance regulations.

Preferred

• 2+ Years of Relevant experience with HRMS platforms such as SuccessFactors, Ceridian Dayforce or other HCM applications including Base HR, Recruiting, Performance Management, Compensation, Benefits, and a general understanding of Payroll and intersection points with core HR processes.

Specific Licenses and Certifications

• SHRM or HRCI Certification preferred
• Collaborative team player with great interpersonal skills and an exceptional ability to work effectively cross-functionally and with executive leadership. Comfortable working in a matrixed, growth-oriented corporate environment. Ability to work in a matrixed HR model – influencing and partnering with HR COEs and HR Business Partners
• HR experience in HR Operations or HR Shared Services function
• Executive presence with ability to influence and lead with courage. Strong communication and influencing skills, able to push back on leaders when needed.
• Excellent written, oral, and interpersonal skills.
• Ability to manage conflicts, through the right balance of assertiveness and people inspiring approach.
• HR data and analytical skills – able to extract data, develop insights. Experienced in Excel
• Demonstrated ability to deal with complex business challenges, both urgent short-term issues and long-term strategic items. Ability to prioritize effectively.
• Program and project management, change management experience and skills. Defining and evaluating/tracking KPIs
• Sound HR judgment with ability to advise the HR function to find solutions in various areas of HR – Talent Acquisition, Talent Development, Talent Analytics & Insights, Employee Relations, Compensation, Culture & Engagement.
• Strong execution skills. Able to work with a fast-paced, high pressure, and dynamic client group. Highly organized with proven time management and prioritization skills, and able to work independently and with minimal supervision. Able to manage the pressure of meeting tight deadlines.
• Experience with implementing and maintaining HR Management systems.
• Leadership strengths in hiring, mentoring, retaining top talent, and fostering a cohesive, high-performing team.
• Thrives in a collaborative, high demand, and high-performance culture. Ability to operate in a challenging environment with a focus on agility and customer-focus.
• Able to analyze HR data and extract insights which will influence leaders and help them run their business effectively.