Job Title: HR Information Systems Product Owner - Payroll
Type: Direct Hire
Work Location: Remote position.
Candidate must be able to work in Central Standard Time zone working hours.
Required Skills & Experience
- Bachelor's degree or equivalent combination of education and experience
- Minimum of 7 years of experience as a Product Owner or Business Analyst in the HRIS space for global Payroll.
- 3+ years Workday experience with an in-depth understanding of Core HR business processes and integrations related to specific areas of Workday, including understanding of E2E Workday integration points.
- Global experience with other HR Applications and vendors in the HR Technology for Payroll (ex. ADP Global View)
- Experience with Product Roadmap development and influencing key collaborators for consensus on business priorities. Ability to facilitate complex discussions.
- Project Management experience with focus on design, facilitating development, testing and delivery.
- Demonstrates abilities and/or a proven record of success working on Human Capital technology projects.
- A driver, decision maker, and effective team collaborator.
- Ability to acquire crucial information and key objectives.
- Organized, self-motivated, highly adaptable, and have a strong desire to embrace change.
- Outstanding leadership and motivational skills - possessing a willingness to empower as well as inspire commitment and positive attitude in the team.
- Ability and/or experience to work independently as well as in a team environment through collaboration and consultation skills while working with individuals from all backgrounds and organizational levels and across functional areas.
Essential Job Responsibilities:
- Own & communicate product vision for Workday and other HR Tools in Total Rewards and other HR functional areas to define, recommend, prioritize, and implement solutions aligning to strategic goals.
- Work closely with stakeholders and internal technology partners and include industry best practices to architect technology solutions needed to drive alignment of business needs and lead discussions to arrive at mutually agreeable solution options and integrations.
- Establish project management discipline and governance processes to support initiatives end to end from project planning through testing to delivery to ensure a successful end-user experience for all new deployments and on-going maintenance of Workday and integrations.
- Work with technical resources to maintain platform health and look for continuous improvement options, as well as assist with troubleshooting/resolution of escalated product issues.
- Create and maintain product and release requirements backlog. Work with the global process owners to negotiate and prioritize enhancements rolled out to the organization as well as continue to monitor the security, efficiency and effectiveness of the Workday solution when compared to strategic vision for operations, risk, controls, and security profile.
- Build and maintain a strong working relationship with Payroll and Time & Absence leadership and other business leaders.
- Align business priorities and make trade-off decisions across multiple collaborator concerns. Balance priorities between strategic new development against ongoing production support.
- Coordinate and lead testing efforts while contributing to the employee experience with end-user focus, collaboration, and transparency.
- Recognize available options and select the appropriate course of action for continuous improvement of solutions and delivery processes with the highest business value. Proactively identify, resolve, or bring up issues, concerns, and impediments to get the project developed with efficiency and maximum effectiveness.
- Act as the conduit between Technology and business partners to keep the project moving.
- Provide final sign-off for projects. Serve as an escalation resource for Tier 2 & 3 issues.
Job Requisition # 38857
A reasonable estimate of the Base Salary for this role is $155,000 - $170,000 per year. The disclosed pay range estimate has not been adjusted for the applicable geographic differential associated with the location at which the position may be filled. The compensation decisions are dependent on the facts and circumstances of each case, such as skills and experience levels.
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