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The Senior Manager, HR Operations, Systems, and Shared Services role will:

• HR Management Systems –
• Plan and direct the establishment and ongoing administration of Human Resources Information/Management Systems to support short- and long-range Human Resources goals.
• Oversee the specification, development, and implementation of new or redesigned systems, reports and policies and procedures for internal use.
• Consult with other division or department management in developing company-wide use of HRIS salary planning and reporting functions.
• Establish data tables, structures, files, interface requirements and data integrity protocols for ongoing administration. May have a role in the administration and maintenance of electronic performance management systems, pay planning platforms and learning management systems.
• Provide functional and technical expertise on ‘core’ HR and Payroll systems (SuccessFactors and Ceridian Dayforce) and serve as the HR system administrator.
• Manages relationships with vendors, and the development of training and documentation for system use and maintenance.
• Work with Corporate/Centralized HRMS/HRIS team to design, develop, implement appropriate HR systems/modules.
• HR Operations, Compliance, and Reporting –
• Identifies business areas/processes within HR that require change in an effort to continuously improve business applications and processes as identified or directed.
• Manages all annual or ad hoc legal reporting requirements such as: Affirmative Action Plan creation, EEO-1 filings, DiaSorin Non-Financial Reporting, Internal Audit, VETS-100, California Workforce/Pay Reporting, etc.
• Ensures full compliance with legal requirements and tracking new federal and state regulatory changes to ensure continued compliance; work with necessary functions within HR or Payroll to evaluate necessary process or policy changes. Ensures annual review of all HR-related policies, SOPs, employee handbooks to evaluate and implement any necessary changes. Implement any changes in accordance with Company QMS process and systems/documentation.
• Evaluates large, complex data sets and models, and provides enhanced reporting systems to deliver timely, reliable information. Includes budgeting, forecasting, variance analysis, reporting, business reviews, presentations, and special projects.
• Works with HRIT to create appropriate HR data reporting from core HR systems. Define HR reporting and analytics process/program and evolutionary roadmap to move from reporting to insights and predictive analytics. Deliver timely, reliable information including headcount reporting, business reviews, presentations, and special projects.
• HR Shared Services –
• Manages the implementation and administration of human resources programs, policies, and procedures in a service center/HR shared services model. Responsible to build and lead an HR Shared Services team that will support 1,700 North America employees.
• Responsible for building and managing HR Shared Services Operations, ensuring efficient support, and outstanding employee experience.
• Oversees and serves as escalation point for teams providing shared services such as employee call center, benefits administration, HRIS data maintenance, payroll processing, record storage and/or other HR functions as assigned.
• Serves as liaison to internal stakeholders and maintains service level agreements. Monitors efficiency, utilization, and effectiveness of shared service teams.
• Leads a team of HR Coordinators/Generalists representatives, streamlining HR processes, and maintaining high-quality service delivery.

The role will also work closely with HR Business Partners, HR COEs (TA, C&B), HRIT, Payroll, 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.

What you will do

• Provide functional and technical expertise on ‘core’ HR and Payroll 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 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 business 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, payroll processing, record storage 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 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 and QA programs to enhance the team’s skills and knowledge.
• Ensure excellent customer service and resolution of HR-related inquiries, concerns, and issues. Establish and maintain service level agreements (SLAs) to meet response and resolution times for HR-related queries and issues. Monitor Shared Services metrics and 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.
• Other duties as assigned

• Bachelor’s Degree Human Resources, Computer Science, Engineering or Business Administration. 10 years of relevant experience may be substituted for the degree. required or
• Master’s Degree Human Resources or Business Administration preferred
• 8+ Years Deep experience in a progressive Human Resources organization or relevant business environment. required
• 2+ Years Experience in HR Operations and familiarity with the HR Shared Service delivery model. required
• 2+ Years Experience in an HRIS/HRMS function. Familiarity with testing methods development and test script generation. Project lead experience, knowledge of and HRIS implementation and reporting requirements. Familiarity with relevant database systems is a plus. Workflow administrator experience a plus. required
• 2+ Years Relevant experience with HRMS platforms such as SuccessFactors, Ceridian Dayforce or other HCM applications including Base HR, Recruiting, Performance Management, Compensation, Benefits, Onboarding, and a general understanding of Payroll. required
• 2+ Years Supervisory experience and excellent leadership and team management skills required
• 2+ Years Strong knowledge of HR processes and policies. Knowledge of data privacy and compliance regulations required
• 2+ Years Experience with management of benefit system interfaces and interfaces with payroll, finance, and data transfers. 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 (High proficiency)
• HR experience in HR Operations or HR Shared Services function (High proficiency)
• Executive presence with ability to influence and lead with courage. Strong communication and influencing skills, able to push back on leaders when needed. (High proficiency)
• Excellent written, oral, and interpersonal skills. (High proficiency)
• Ability to manage conflicts, through the right balance of assertiveness and people inspiring approach. (High proficiency)
• HR data and analytical skills – able to extract data, develop insights. Experienced in Excel (High proficiency)
• Demonstrated ability to deal with complex business challenges, both urgent short-term issues and long-term strategic items. Ability to prioritize effectively. (High proficiency)
• Program and project management, change management experience and skills. Defining and evaluating/tracking KPIs (High proficiency)
• 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. (High proficiency)
• 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. (High proficiency)
• Experience with implementing and maintaining HR Management systems. (High proficiency)
• Leadership strengths in hiring, mentoring, retaining top talent, and fostering a cohesive, high-performing team. (High proficiency)
• 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. (High proficiency)
• Able to analyze HR data and extract insights which will influence leaders and help them run their business effectively. (High proficiency)