Manager, HCM Systems and Change Integration

Job ID: 7934

Business Unit: MTA Headquarters

Location: New York, NY, United States

Regular/Temporary: Regular

Department: Human Resources Data Science

Date Posted: Jul 9, 2024

Description

JOB TITLE : Manager, HCM Systems and Change Integration

SALARY RANGE : $100,000 TO $115,000

HAY POINTS : 4 79

DEPT/DIV : PEOPLE

SUPERVISOR : Senior Manager, HCM Systems and Change Integration

LOCATION : 2 Broadway New York, NY 10004

HOURS OF WORK : 9:00 am - 5:30 pm (7 1/2 hours/day)

This position is eligible for telework which is currently one day per week. New hires are eligible to apply 30 days after their effective date of hire.

SUMMARY : The Manager of HCM Systems and Change Integration spearheads the strategic improvement of the PeopleSoft HCM platform. This role centers on consolidating HR processes within the HCM system to establish it as the definitive single source of truth and optimizing its functionalities to adapt to the organization's changing requirements. Key responsibilities include managing system configurations, leading significant change initiatives, ensuring robust reporting and analytics, and upholding exemplary data management standards.

RESPONSIBILITIES :

• Strategic HR System Management and Data Integrity: · Ensure the integrity and security of HR data across all platforms, implementing advanced data accuracy checks and adhering to global data protection standards (e.g., GDPR, CCPA) to safeguard sensitive information.

• Stakeholder Engagement and Strategic Communications: · Develop and sustain communication channels with key HR stakeholders to gather critical feedback, use it to drive system improvements, and enhance user satisfaction.

• Innovation and Continuous Learning: · Keep abreast of the latest developments in HCM technologies and industry trends to integrate innovative practices and updates into the organization’s HR systems, ensuring continuous improvement and competitive advantage.

• Leadership in Project Management: · Lead the planning, execution, and delivery of HCM-related projects, focusing on meeting strategic objectives through effective timeline management, resource allocation, and milestone achievement.

• User Experience and System Usability Enhancement: · Collaborate closely with IT leveraging Agile methodology to assess and enhance the HCM system’s user interface and workflows, aiming to improve the usability and efficiency of self-service portals and other user-centric features.

• Advanced Data Analytics and Decision Support: · Conduct detailed analyses of HR data to identify trends, forecast future needs, and generate actionable insights that inform strategic HR decisions and operational improvements.

• Data Governance and Quality Assurance (Data Stewardship): · Develop and enforce stringent data governance protocols to maintain high-quality, consistent, and reliable HR data across all systems. · Act as a data steward by overseeing the creation, storage, and usage of HR data, ensuring it adheres to defined standards and practices, and resolving issues related to data quality and accuracy.

• Privacy and Compliance Oversight: · Proactively monitor HR data management practices to ensure compliance with applicable data privacy and protection regulations, adjusting practices as needed to comply with legal changes.

• Seamless Data Systems Integration: · Oversee the integration of HCM systems with other enterprise platforms, enhancing data consistency and improving interoperability within the organization.

• Data Lifecycle Management: · Manage the lifecycle of HR data from creation to retirement, ensuring that data is kept up-to-date and is disposed of in compliance with legal and operational requirements.

• Other duties

  KNOWLEDGE, SKILLS, AND ABILITIES:

  The challenges below underscore the multifaceted nature of the Manager, HCM Systems and Change Integration, highlighting the need for a dynamic skill set that encompasses technical proficiency, strategic foresight, change management capabilities, and a strong understanding of legal and regulatory requirements.

• Navigating Complex System Integration: One of the most significant challenges in this role is integrating PeopleSoft HCM with existing HR ecosystems and other business systems. This task requires not only a deep understanding of PeopleSoft HCM functionalities but also a comprehensive grasp of how these functionalities interact with and impact other systems within the organization. The complexity is heightened by the need to ensure data integrity, security, and seamless user experience across all platforms.

• Customization vs. Standardization Dilemma: Tailoring PeopleSoft HCM solutions to meet the unique needs of the organization while maintaining the system's upgradability and compatibility with future enhancements presents a delicate balance. This challenge is amplified by the need to anticipate future HR requirements and industry trends, making this role distinct in its requirement for foresight and strategic planning.

• Change Management and User Adoption: Implementing new modules or enhancements often involves significant changes to existing processes and workflows. Overcoming resistance to change, ensuring user adoption, and providing effective training and support are critical challenges. What makes this role unique is the dual focus on technical implementation and the human element of change management, requiring exceptional communication and persuasion skills.

• Data Privacy and Compliance: With the increasing emphasis on data privacy laws and regulations (e.g., GDPR, CCPA), ensuring compliance while managing extensive HR data within PeopleSoft HCM is a complex challenge. This role demands not only an understanding of legal requirements but also the ability to implement and monitor controls effectively. This aspect is particularly challenging due to the evolving nature of compliance standards and the global operation of many organizations.

• Keeping Pace with Technological Advancements: The rapid pace of technological change and innovation in HR technologies means that staying current with the latest PeopleSoft HCM features and integrating new tech trends into the HR ecosystem is a continuous challenge. This role is unique in its need for ongoing learning and adaptation, distinguishing it from similar positions that may operate in more static technological environments.

  B. DECISION-MAKING AUTHORITY: Indicate the limits and controls on this job's authority regarding dollar expenditures, personnel decisions, changing policies or methods, etc. Indicate what types of challenges typically are referred to the immediate supervisor or designee for resolution or approval.

  The Manager, HCM Systems and Change Integration operates within defined boundaries, emphasizing operational efficiency and tactical support. The scope of authority encompasses:

  · Personnel Influence: While not directly responsible for making hiring or termination decisions, the analyst may recommend team configurations and identify skill gaps within project teams, with final personnel decisions resting with higher management.

  · Policy and Procedure Recommendations: Empowered to suggest enhancements or modifications to existing HR systems and processes. However, implementing significant policy changes or adopting new methodologies requires explicit approval from senior leadership.

  · Escalation Protocols: The analyst is expected to tackle routine challenges independently but must escalate issues that have broad organizational implications, require substantial financial investment, or involve significant shifts in strategy or policy to their supervisor or an appointed decision-maker.

  C. TYPICAL SOURCE OF SUPPORT IN MEETING CHALLENGES: List other jobs at MTA as well as external contacts that this position depends on to provide resources (time, money, and people) to overcome challenges. If there are external contacts, describe the nature of those interactions.

  The Manager, HCM Systems and Change Integration at MTA relies on a network of internal and external sources to navigate and overcome challenges, including:

  Internal Contacts:

  · IT Department: Collaborates for system compatibility, security, and efficiency, ensuring technical challenges are addressed promptly.

  · HR Department: Partners to align system functionalities with HR policies and employee needs, facilitating user-centric solutions.

  · Finance Department: Engages for budget planning, resource allocation, and financial oversight, securing necessary funding for projects.

  · Legal Department: Consults for compliance with employment laws, data protection regulations, and contractual matters, ensuring all initiatives are legally sound.

• Senior Management: Seeks strategic guidance and escalates critical issues, leveraging their decision-making power for significant challenges.

  External Contacts:

• PeopleSoft Representatives and Vendor Support Teams: Engages for software updates, customization support, and troubleshooting, ensuring the HR system remains cutting-edge and operational.

• Consultants and Industry Experts: Utilizes for external insights on best practices, emerging trends, and performance benchmarking, enhancing strategic decision-making.

  COMPETENCIES:

• Technical Proficiency:

• Deep understanding of PeopleSoft HCM modules, functionalities, and system architecture.

• Proficiency in SQL for database queries, report generation, and data manipulation.

• Familiarity with data analysis tools and techniques to support decision-making processes.

• Knowledge of system integration, data migration practices, and HR technology solutions.

  Analytical Thinking:

• Strong capability to dissect complex data sets to discern trends, derive insights, and identify improvement opportunities.

• Proficiency in converting intricate business requirements into clear, actionable technical specifications.

• Expertise in assessing the performance and efficiency of HR processes and systems.

  Strategic Planning:

• Ability to conceptualize and execute strategic plans for enhancing the HCM system, aligning with broader organizational objectives.

• Skill in forecasting HR technology needs and ensuring system capabilities are in sync with future organizational directions.

  Project Management:

• Exceptional organizational and project management skills, capable of juggling multiple initiatives effectively.

• Experience in defining project scopes, setting timelines, managing resources, and mitigating risks.

• Communication and Interpersonal Skills:

• Excellent communication abilities, both verbal and written, to clearly convey technical concepts to non-technical audiences.

  · Proficient in leading discussions, presentations, and training sessions, fostering strong relationships with both internal and external stakeholders.

  Change Management:

  · Competence in spearheading change initiatives, focusing on enhancing user adoption and streamlining processes.

  · Experienced in developing and delivering training programs aimed at boosting system proficiency and user satisfaction.

  Problem-Solving:

  · Innovative approach to tackling complex challenges, ensuring effective resolution of technical, operational, and strategic issues.

  Regulatory Compliance and Data Security:

  · In-depth understanding of data privacy regulations and compliance requirements applicable to HR systems.

  · Proficient in enacting and upholding stringent data security protocols and measures.

  Leadership and Teamwork:

  · Demonstrated leadership in guiding cross-functional project teams, promoting a collaborative and productive work environment.

  · Ability to mentor and support team members, enhancing team dynamics and performance.

  Continuous Learning:

  · A commitment to ongoing professional development, keeping abreast of the latest HR technology trends and PeopleSoft HCM advancements.

  · Openness to feedback and adaptability to new methodologies and technologies.

  EDUCATION AND EXPERIENCE :

  REQUIRED:

• Bachelor’s degree in information technology management, Data Science, Business Administration, Human Resources, Statistics, or a related field from an accredited college or an equivalent combination of education and experience.

• Minimum of 5 years of experience in PeopleSoft or similar HCM functional roles, with a focus on system support, analysis, and project contributions rather than leadership.

• Solid understanding of PeopleSoft HCM modules, preferably with practical experience in their application and support.

• Demonstrable skills in contributing to project teams, with an emphasis on supporting cross-functional collaboration.

• Strong verbal and written communication abilities, essential for collaborating with team members and stakeholders across the organization.

• Familiarity with PeopleSoft development tools, SQL coding, and data analysis methodologies to support system enhancements and reporting needs.

• Minimum of 3 years of experience with SQL coding

  PREFERRED:

• Master's degree in a related field

• Experience with Python and/or R

• Oracle Global Human Resources Cloud Certified Implementation Professional.

  OTHER INFORMATION:

  Pursuant to the New York State Public Officers Law & the MTA Code of Ethics, all employees who hold a policymaking position must file an Annual Statement of Financial Disclosure (FDS) with the NYS Commission on Ethics and Lobbying in Government (the “Commission”).

  Equal Employment Opportunity

  MTA and its subsidiary and affiliated agencies are Equal Opportunity Employers, including with respect to veteran status and individuals with disabilities.

  The MTA encourages qualified applicants from diverse backgrounds, experiences, and abilities, including military service members, to apply.