Sap Hr Payroll

HR Executive/Sr. Executive HR

HR Generalist 

VP HR Generalist Lead - Global Functions

HR Specialist, HRIS & Shared Service Support

Human Resource Business Partner

Senior Manager - Human Resources Information System

Human Resource CDO Project Manager, Vice President

Head of HRS MEA & Egypt Country Human Resource Manager

Human Resource CDO Policy & Procedures Governance Senior Officer, Senior Vice President

<table class="x_MsoNormalTable" border="0" cellspacing="0" cellpadding="0" width="731"><tbody><tr><td width="64" valign="bottom"><div><div>Skill</div></div></td><td width="667" valign="bottom">SAP&#160;HR&#160;Payroll&#160;(Indian&#160;Payroll)</td></tr><tr><td valign="bottom">Count</td><td valign="bottom">1</td></tr><tr><td valign="bottom">Level</td><td valign="bottom">Manager</td></tr><tr><td rowspan="4" valign="bottom">Criteria</td><td valign="bottom">7-10yrs exp</td></tr><tr><td valign="bottom">Implementation exp is must</td></tr><tr><td valign="bottom">Government client experience in Power sector preferred</td></tr><tr><td valign="bottom">SAP&#160;HR,&#160;Payroll&#160;India and&#160;SAP&#160;Travel Management,&#160;SAP&#160;Performance Management (PMS),&#160;SAP&#160;Recruitment experience</td></tr></tbody></table>

Responsibilities: <ul><li class="ql-align-justify">Organization Structures &amp; Culture: The incumbent will implement the right organization structure in line with business priorities and goals to ensure optimum manpower productivity. This will be further supported by the implementation of processes like performance management and talent development strategies to ensure a high-performance organization.</li><li class="ql-align-justify">Talent Acquisition &amp; Onboarding:&nbsp;Implement appropriate strategies for recruitment of quality hires across functions &amp; regions further supported by the right induction and onboarding processes. Manpower planning &amp; forecasting basis business needs, involvement in talent acquisition across levels within defined TAT through conducting interviews, liasioning with talent acquisition team and functional stakeholders.</li><li class="ql-align-justify">Talent Management:&nbsp;The incumbent will be required to drive the key strategic agenda for the Sales function such as building functional capability and strengthening the leadership pipeline and ensure development of high potential employees.</li><li class="ql-align-justify">Employee Engagement:&nbsp;The role entails driving the employee engagement surveys to understand the voice of the employees and roll out corrective/developmental actions that have a positive impact of employee engagement and thereby productivity &amp; retention.</li><li class="ql-align-justify">Employee Retention:&nbsp;Conducting exit interviews, attrition analytics, uncovering themes, insights and implementing function-wide and employee-level measures to retain good talent</li><li class="ql-align-justify">Learning &amp; Development:&nbsp;The incumbent will be responsible to design, develop and implement a capability-based training framework for various roles in the organization.</li><li class="ql-align-justify">Sales Incentive Design, Rewards and Recognition:&nbsp;Creating and implementing the monetary (Sales Incentive Program) and non-monetary rewards and recognition for the Sales function; creating frameworks to drive performance, motivate and engage employees</li><li>Managing 3rd Party Workforce:&nbsp;Liaising with 3rd Party Service Provider and functional stakeholders in Sales &amp; COE teams to manage the fleet of 3P workforce for Sales- manning, attrition, incentive earnings, rewards and recognition</li></ul> Requirements: <ul><li>MBA in HR</li><li>4&nbsp;to 6 years of Experience, out of which 1-2 years of experience as HR Business Partner, additional experience in a COE function in HR is preferred</li><li>﻿Proven track record of successful implementation of people strategy, programs, and initiatives</li><li>Deep functional expertise in any of the COE areas (Recruitment, Learning &amp; Development, Talent management, Compensation, and Benefit) will be preferred</li><li>Knowledge of labour law principles and practices</li></ul>

Responsibilities&nbsp;<ul><li>Work closely with our 3rd party provider – to be a bridge between employees and PRO Officer. Manage DMCC Portal for 2 organization.</li><li>Make sure all business and trade Licenses are updated, follow- up official approvals and permits, to prevent unnecessary violations.</li><li>Deal promptly and productively on general enquiries about PRO functions.</li><li>Collect and give regular updates an all work and migration standards from the government offices to keep the HR office well informed for any changes in procedures and rules.</li><li>To be an expert for immigration related questions for employees.</li><li>Manage – Submit, follow-up and gather all new work and business visas, contracts, entry cards and other necessary documents to guarantee that the visas are handled and processed on time.</li><li>Manage&nbsp;- Renew ,update and keep up all worker and their dependents visas and work contracts on time to guarantee the organization’s records are up to date in the labor and Immigration departments. Send notification to employees on required documents before their visa expires.</li><li>Support in the new legal entities opening – work together with HR BP and external consultants to establish the process</li></ul>&nbsp;Requirements <ul><li>You have 5-7 years’ experience in HR generalist of Junior HR BP with PRO or HR Administration role - preferably in multinational environment</li><li>Strong background of the U.A.E Labour law, importantly on Immigration rule and regulation</li><li>Good analytical skills, working with figures and data, ability to understand business</li><li>Ability to prioritize actions, ownership, solution driven mindset, structured approach</li><li>Accuracy to the details</li><li>Effective interpersonal skills to successfully work with local government agencies and with business. </li><li>You are self-driven, passionate, and eager to learn.</li><li>Ability to build relationship based on trust, contribute to building the atmosphere of cooperation and efficiency in the team</li><li>Good communication and presentation skills</li><li>Bachelor of MD in HR, Business Management, will be preferred options.</li></ul>

RESPONSIBILITIES <ul><li>Deliver HR services and build capabilities to drive organizational performance through individuals and managers as well as identify issues and recommend solutions</li><li>Responsible for HR delivery and implementation across the employee lifecycle</li><li>Partner with business managers to resolve Employee Relations (ER) issues, ensuring appropriate actions are taken and risks are assessed</li><li>Partner with Human Resource Advisors (HRAs) and Centers of Excellence (COEs) on HR priorities in respective client populations to ensure delivery and implementation of HR solutions</li><li>Coordinate and ensure seamless end-to-end delivery of global priorities and life cycle processes</li><li>Work with HRA global partners and regional HR Generalists to ensure consistent communication and delivery of HR solutions and processes</li><li>Coordinate and consult with country HR partners to deliver regional activities</li><li>Lead and/or initiate cross our client projects as well as train new team members</li><li>Appropriately assess risk when business decisions are made, demonstrating particular consideration for the firms reputation and safeguarding our client, its clients and assets, by driving compliance with applicable laws, rules and regulations, adhering to Policy, applying sound ethical judgment regarding personal behavior, conduct and business practices, and escalating, managing and reporting control issues with transparency.</li></ul> REQUIREMENTS <ul><li>6-10 years of relevant experience</li><li>Consistently demonstrates clear and concise written and verbal communication</li><li>Working knowledge of HR functions</li><li>Working knowledge of applicable US laws</li><li>Proficient in Microsoft Office</li></ul>

Role Description: <ul><li>This position shall work closely and take/receive instructions and guidance from the Senior HR Specialist.</li><li>He/she will support and maintain the organization’s HRIS applications and responsible for the day-to-day shared service operations.</li></ul> Responsibilities: <ul><li>Maintain and update HRIS system &amp; staff database</li><li>Serve as a point of contact, provide technical support and guidance to end-users.</li><li>Collaborate with HR functional teams to identify, streamline and automate business processes</li><li>Participate in the new HR system implementation &amp; upgrades</li><li>Create and maintain documentation on HRIS training guides for end-users</li><li>Perform scheduled HR reports and ad-hoc reports</li><li>Monitor time attendance data for monthly periodic payroll</li><li>Develop and maintain company intranet &amp; HR portals</li><li>Liaise with vendors/GP service providers &amp; TPA</li><li>Support and administer regional claims processing</li><li>Any other ad-hoc HR activities support</li></ul> Requirements: Technical/ Professional: <ul><li>Diploma/Degree in IT/Computer Science (or equivalent).</li></ul> Technological: <ul><li>Minimum 2 years experience in the HR domain including HR Administration, Payroll, Performance Management, Learning Management, Recruiting, Manager and Employee Self Service;</li><li>Hands on experience with Unit4 ProSoft is highly preferred.</li><li>Proficient with Microsoft Excel &amp; SharePoint Online.</li><li>Basic knowledge of HTML/CSS.</li></ul> General: <ul><li>Demonstrated outstanding written and verbal communication skills.</li><li>Strong technical knowledge of application systems development, delivery and integration.</li><li>Strong analytical and problem-solving skills.</li><li>Ability to keep information confidential.</li><li>Good knowledge of Employment Act and legislation in Singapore.</li></ul> ADDITIONAL, ADVANTAGEOUS SKILLS: <ul><li>Knowledge of Microsoft Power Platform (Power Apps &amp; Power Automate).</li><li>Possess IHRP Certified Associate/Professional will be a plus.</li></ul>

Responsibilities: <ul><li>Provide HR functional leadership in people and organizational areas; adding value in taking a strategic and operational business decision.</li><li>Support delivery of the people strategy within the business area through the identification and development of targeted HR interventions to deliver commercial performance.</li><li>Actively participate in business planning and strategy development for the business area and provide people strategy plans to support business goals.</li><li>&nbsp;Ensure understanding, communication and implementation of the HR Principles and process across teams while ensuring smooth HR operational delivery.</li><li>Equip the organization with right capabilities and drive talent and succession planning processes relevant to the business strategy and context.</li><li>Act as a change agent and coach leaders on how to handle change, engage employees and build capabilities effectively.</li><li>Collaborate with global, regional, and local HR teams to evolve the functions in terms of quality of talent and effective organization design.</li><li>Lead HR projects/initiatives to add value to BA APAC&amp;MEA HR functional delivery.</li></ul>&nbsp;Requirements: <ul><li>8-10 years’ experience as a HR Business Partner in a multinational environment</li><li>Degree shouk be&nbsp;BA Marketing &amp; Commercial&nbsp;</li><li>Strategic Insights &amp; Solutions&nbsp;</li><li>Strong Business Acumen</li><li>Organization Design, Change &amp; Development</li><li>Talent Development&nbsp;</li><li>Performance &amp; Reward</li><li>Employee Engagement</li><li>Fluency in English</li></ul>

Overview: <ul><li>The Senior Manager, Global HRIS leads and develops a global team of HRIS professionals.</li><li>They will ensure services are delivered per Service Level Agreements (SLAs), projects are completed timely and the end-user experience is prioritized.</li></ul> Responsibilities: <ul><li>Manage day-to-day delivery operations of HRIS.</li><li>Select, train and develop HRIS delivery team.</li><li>Work closely with HRIS COE to ensure compliance.</li><li>Provides the necessary training to meet end users needs.</li><li>Develops, implements, and modifies software &amp; hardware requirements based on business requirements.</li><li>Work with business and vendors to identify system solutions to support business priorities and improved user experience.</li><li>Ensure system controls are in place and appropriately supported (per 404 SOX requirements).</li><li>Deliver financial commitments (annual budget and savings targets).</li><li>People Management: Manages a team of three Global HRIS Regional Managers, six Business Analysts, and two Associates directly that include Position Data Management manager.&nbsp;</li><li>Leads Global HRIS strategy through CoE collaboration. Responsible for Managers development, Training, coaching &amp; establishing SLA’s &amp; KPI’s for HRIS delivery.</li><li>HR Systems: Accountable for Global HR applications and systems including core HR, compensation, Application Tracking Systems, Performance, Role based security, Case Management, Reporting and analytics, payroll and time &amp; attendance integrations.&nbsp;</li><li>Evaluates and recommends HR systems and solutions, articulates the business case including cost analysis, ensure alignment with stakeholders and drive successful implementation and administration.</li><li>Represents HRIS Change Control and governance board to lead change management &amp; approvals for new projects and enhancements for HRIS.</li><li>Data Integrity: Establish HR data audit protocols with guidance from Internal Audit, and ensure that on-going audits of HR data in myHR occur on routine schedule.&nbsp;</li><li>Reporting &amp; Analysis: Assess needs, recommend, develop, prepare, and continuously improve HR reports and analytics to facilitate effective decision-making.</li><li>Drives overall HRIS Program Management that span approximately 200 projects, 140 enhancements from start to finish on a year-to-year basis.</li><li>Leads HRO &amp; Tier1 team by providing directions and training &amp; development that involve QRG’s/DTP’s for system processes.</li></ul> Requirements: <ul><li>Bachelor’s Degree in IT, Human Resources or Management preferred.</li><li>10+ years of work experience within in HRIS, HR, IT or Finance.</li><li>10+ years of experience with Success Factors, SAP HR, Workday or equivalent.</li><li>2-5 years project management experience with demonstrated success in leading people and projects.</li><li>Very Advanced Excel skills, including vbasic, macros, data slicers and advanced formulation.</li><li>Must be detail conscious and have strong analytical skills.</li></ul> Working Relationship: <ul><li>Reports to: Hire To Retire (HTR) Global Process Delivery Lead (GBS).</li><li>Supervises to: Direct reports - 3 Managers &amp; 5 Business Analysts.</li><li>Peer Relationships: Works closely with HRIS COE, Global and Region HTR leads and HRO Team.</li><li>Key contacts (Internal &amp; External): Business Leaders, COEs, IT, HRDs and Vendors.</li></ul> Work Environment: <ul><li>Work is performed in an open office setting.</li><li>As a global role, Senior Manager, HRIS is expected to be available as needed to manage a “follow the sun” team schedule.</li><li>Role requires travel up to 15% to Romania, Mexico, India and US.</li></ul> Dimension: <ul><li>Performance will be evaluated at the individual and team level based on selected metrics and identified goals.</li><li>Works in close partnership with Information Technology team.</li><li>Leads 16-20 global professionals across all regions.</li></ul>

Overview: <ul><li>The Human Resources organization at is building a new Data group.</li><li>This is an exciting opportunity for an experienced Project Manager, to enter at the “ground floor” and shape the future organization.&nbsp;</li><li>Reporting to the Program Manager and Chief Administrative Officer (CAO) in the HR Chief Data Office (CDO), you will navigate global and cross functional needs, collaborate with Enterprise Chief Data Office (ECDO) and drive towards an ideal state of a mature data governance program.&nbsp;</li><li>The HR CDO Project Manager will assist with the overall running of the HR CDO Program Management Office (PMO) and data work done by HR to ensure implementation of the enterprise data strategy.</li></ul> Responsibilities: <ul><li>Manage Data &amp; Analytics projects that cross data pillars (Governance, Management. infrastructure, etc.) and extended beyond the HR</li><li>In partnership with enterprise program management, ensure sound program management for HR data related work (e.g., deliverables on time, risk identification, process for milestone reporting and approving changes to milestones)&nbsp;</li><li>Assist in developing the HR Data Transformation Strategy and roadmap&nbsp;</li><li>Assist in developing the HR Data related training offerings Develop and implement the HR CDO people and communications strategy, including the development and execution of training programs&nbsp;</li><li>Support the Enterprise CDO in conducting key activities and preparing materials for regulatory touchpoints and milestones&nbsp;</li><li>Monitor and act on key HR-specific operational metrics; assist ECDO to establish additional key metrics and develop a simple repeatable process to produce them on a regular cadence</li><li>&nbsp;Provide content to ECDO for presentations to key stakeholders Responsible for the overall direction, coordination, implementation, execution, control and completion of specified projects ensuring consistency with project management governance.</li><li>Measures project management performance against standards. </li><li>Appropriately assess risk when business decisions are made, demonstrating particular consideration for the firms reputation and safeguarding, its clients and assets, by driving compliance with applicable laws, rules and regulations, adhering to Policy, applying sound ethical judgment regarding personal behavior, conduct and business practices, and escalating, managing and reporting control issues with transparency, as well as effectively supervise the activity of others and create accountability with those who fail to maintain these standards.&nbsp;</li></ul> Requirements: <ul><li>6 - 10 years of relevant experience with a particular focus in the data, technology, Human Resources and/or operations space and overall business management experience in a complex, financial organization, with particular focus in the data space highly preferred</li><li>Proven ability to execute large complex change programs</li><li>Exceptionally strong interpersonal and communication skills Strong core technical skills and solid understanding of data processes, infrastructure, and systems</li><li>Proven ability to act independently, work quickly and with careful attention to detail, juggle multiple priorities and thrive in a varied, fast-paced environment</li><li>Proven ability to lead/manage projects in a large, global financial firm&nbsp;</li><li>Proven ability to work well under pressure and within tight deadlines Proven ability to communicate effectively, drive consensus, and influence relationships at all levels</li><li>Strong analytical/problem solving skills; sound judgment and demonstrated leadership skills</li></ul>

Responsibilities: <ul><li>HR processes from the user experience, and shapes the processes accordingly in order to provide a good experience to Employee and LM</li><li>The employee onboarding experience</li><li>Partners with total reward in the key processes of Annual Salary Review, Bonus Programs, Benefits, Recognition and Global Mobility</li><li>Employee/Industrial Relations, Performance Management and any other HR related processes, adhere to local employment legislation</li><li>HR Policy Framework, including new policy and guideline formulation that keeps at the forefront of leading practice&nbsp;&nbsp;</li><li>Workforce Management services across the employee hire to retire lifecycle to agreed service standards, securing all the data is being updated in all the necessary systems, and processes documented</li><li>Payroll Operations, ensuring that all payroll services are executed in a timely manner and with 100% accuracy</li><li>Supervise and ensure that all the payroll reports are delivered according to the agreed timelines and with high accuracy</li><li>Workforce Time &amp; Attendance administration for employee time entry and pay calculation</li><li>Secure personnel &amp; Administration data is executed with accuracy, and drive a culture of digital HR, having an e-filing process in place</li><li>Monitors employee medical services and expenditure at the country level</li><li>Make sure that all labor office enquiries are handled in the right way</li><li>Ensure the high quality of social insurance activities (registration, payments, certificates)</li><li>Drive a continuous improvement culture and projects, applying Six Sigma Lean and Agile methodologies to reduce waste, increase service efficiency and improve business outcomes, while leading change management practices to drive workforce adoption</li><li>Shares the best practices with the other colleagues in the region, and actively seeking to implement best practices from other regions, or external practices</li><li>Be the reference point for all the remote HRBP’s that have employees in Egypt, and provide advices on local practices</li><li>Drive ONEHR culture, and secure alignment on the country policies, provide inputs and enforce their implementation</li><li>Provides consultancy to business in terms of best practices in terms of restructuring and reorganizations taking into consideration labor law and the business needs.</li><li>Anticipate and resolve litigation risks</li><li>Keep the HR processes updated and ensure is compliant with the latest labor regulations</li><li>Point of contact for Audits for the HR matters.</li><li>Have a continuous dialogue with the HRBP’s in the country in order to secure alignment at the country level and provide necessary advice</li></ul> Requirements: <ul><li>10+ years of experience in the HR field</li><li>Good knowledge of Egyptian labor law and payroll management</li><li>Experience of working in a multicultural environment</li><li>Proficient in working with Microsoft Office suite</li><li>Bachelor degree</li></ul>

Overview: <ul><li>The Human Resources organization is building a new Data group.&nbsp;</li><li>This is an exciting opportunity for a Data Policy and Procedure Governance Senior Officer, to enter at the “ground floor” and contribute to the future organization.&nbsp;</li><li>The role will report to the Head of HR Data Governance and assist the HR in understanding policy initiatives and in identifying and articulating key controls needed to effectively execute key policies.&nbsp;</li><li>As the HR CDO Policy &amp; Procedures Governance Lead, you will be responsible for supporting HR’s participation throughout the policy document lifecycle from impact analysis to procedure creation, translation of key controls into management control assessment, tracking and reporting.</li></ul> Responsibilities: <ul><li>Assess the impact to HR Chief Data Office (HR CDO) of newly proposed policies, standards, and procedures, and ongoing revisions.</li><li>Assess the current procedures and review practices, adherence, and controls across HR. Identify gaps/inconsistent processes, propose and implement corrective action plans.</li><li>Develop and implement process and supporting artifacts, to ensure HR CDO documents are kept current, documents adhere to policy standards, are monitored and assessed for efficacy and efficiency.</li><li>Provide leadership and governance oversight in the development of new or enhanced procedures and governance artifacts, related training materials, guides, Frequently Asked Questions, and best practices.</li><li>Maintain all data governance processes, artifacts, and documentation current, inventoried and available for access, including change history.</li><li>Responsible for filing, reporting, and closure monitoring of policy waivers and dispensations.</li><li>Communicate to all relevant HR staff new and updated policies, standards, and procedures.</li></ul>&nbsp;Requirements: <ul><li>4 – 7 years’ experience in data governance and data management, related tools and concepts, and the ability to understand issues at both strategic and operational levels</li><li>5-10 years relevant experience, banking/financial services industry risk management a plus, open to a range of professional backgrounds with transferable skills</li><li>Proven ability to operate in ambiguous environments, to multitask and prioritize, and exhibit agility in navigating from current state to proposed solutions</li><li>Strong writing skills</li><li>Exceptional organizational skills and attention to detail</li><li>Eagerness to learn, test and improve</li><li>Strong critical thinking skills and problem-solving mindset, ability to own and be accountable for driving forward key governance initiatives</li><li>Excellent planning and task management skills; capable of seeing the bigger picture as well as strong focus on day-to-day execution</li><li>Ability to review large quantities of data and extract key points and actions necessary</li><li>A highly motivated and proactive individual who takes ownership of his/her tasks and projects, with a strong desire to continuously improve and learn new things</li><li>Senior level experience in a related role</li><li>Ability to monitor tight deadlines or unexpected requirement changes</li></ul> Education: <ul><li>Bachelor’s/University degree or equivalent experience, potentially Masters degree</li><li>DAMA Certification a plus</li></ul>

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