Title:  Manager HR Technologies and Analytics

Job Summary

The Manager, Group HRIS (SuccessFactors) and Analytics is a hands‑on senior individual contributor responsible for end‑to‑end ownership of HR technology product design, employee experience (EX), and people analytics, with a strong focus on SAP SuccessFactors and enterprise HR reporting for assigned HR COE(s) / Modules. This role acts as the product and experience owner for HR digital and people analytics solutions. Key responsibilities include designing solutions, defining configuration approaches, validating vendor proposals, governing releases, and delivering insights. Technical configuration of data platform and integrations will be responsible and performed by Digital and IT and certified vendors. This role partners closely with Group HR COEs, Group HRBPs, Cluster / Local HR, Digital and IT, and system vendors to enable HR digital transformation, improve decision‑making, and ensure consistent, scalable HR experiences across markets.

General Responsibilities

A. HR Technology Product & Experience Ownership
• Act as product owner for assigned SuccessFactors modules (eg. EC, PMGM, etc) from HR, People Analytics, and EX perspective.
• Design end-to-end HR processes and journeys with a strong focus on usability, clarity, and adoption.
• Translate HR COE policies and requirements into configurable system designs, user stories, and acceptance criteria.
• Co-own the global design standards while enabling controlled localization for regulatory compliance.
• Drive continuous improvement using user feedback, adoption metrics, and analytics.

B. Configuration Design & Vendor Governance
• Design and document configuration approaches for assigned SuccessFactors modules (e.g. EC, PMGM, etc) without performing production configuration.
• Review, challenge, and validate vendor configuration proposals against:
o Global standards
o Best practices
o Employee experience principles
o Scalability and audit requirements
• Develop UAT scenarios, test data requirements, cut-over plans, and go-live acceptance criteria.
• Approve business readiness and provide final go-live signoff for HR technology changes for assigned modules.

C. HR Analytics & Reporting
• Design and deliver enterprise HR dashboards and insights that complement SuccessFactors Report Center.
• Define data definitions and enable HR KPIs / metrics implementation across the employee lifecycle.
• Develop and maintain analytics solutions using:
o Power BI (dashboards, DAX measures, RLS)
o Excel (advanced analysis, validation, and ad-hoc insights)
o Azure SQL (analytics-ready data models via Digital and IT partnership) will be an added advantage
• Partner with HR COEs and HRBPs to transform data into actionable insights and narratives for leaders.
• Ensure data quality, consistency, and trust through validation and reconciliation routines.

D. Release, Risk & Change Governance
• Govern bi-annual SuccessFactors releases, annual HR cycles, and major enhancements.
• Define risk-based UAT scope, defect triage, and regression strategies.
• Manage change and adoption for assigned modules via
o Release communications
o User guide / learning materials
o Insight interpretation support
• Ensure compliance with Segregation of Duties (SoD), data access control principles, and audit expectations.

E. Coaching & Capability Building
• Act as a coach and subject-matter expert to other team members.
• Promote product thinking, data literacy, and EX principles within HR, GHRAT, and GHRIT.
• Contribute to the evolution of AI-ready and automation-friendly HR solutions over time.

Functional Skills and Knowledge

• Strong understanding of global HR processes across assigned SuccessFactors modules (eg. Core HR / EC, PMGM, Compensation, etc)
• At least 8 years of experience in HRIS, HR Digital, or HR Analytics roles.
• Experience as product owner for cloud-native ERP-scale HR platforms such as SuccessFactors, Workday, Oracle HCM, etc.
• Hands‑on during annual HR cycles (performance, salary review, talent calibration) and developing people analytics.
• Proven track record working with Digital and IT teams and System Integrators/Vendors.
• Demonstrated effectiveness operating in lean, global or GBS‑style teams.
• Deep knowledge of SuccessFactors functional design patterns, including:
  o Effective dating and event frameworks
  o Eligibility logic and workflow routing
  o Role-Based Permissions (RBP) principles
• Experience designing HR solutions for multi-country, multi-business environments.
• Proven ability to partner with HR COEs as policy owners and process owners.
• Strong grasp of employee and manager experience design, including journey mapping, clarity of language, and timing.

Education

• Bachelor’s degree in Computer Science, Information Technology, Data/Analytics, Human Resources, or related fields.
• Professional certifications in SuccessFactors, Power BI, or related technologies are an advantage but not mandatory.

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