Senior Manager / Deputy General Manager-Global HR Data - Pune
Role Profile:
Define the Data Strategy for all HR systems globally and drive Data Governance across Vodafone (including Data Governance Processes, Data Standardization, Data Quality & Data Stewardship). Lead a team of data analysts (including indirect SSC teams) in the delivery of technical data and data strategy expertise for all HR BAU processes, SuccessFactors and other HR Operations projects.
Essential:
• Detailed knowledge of HR data and reporting systems (SAP HR PA/OM, SuccessFactors, SAP BI/BO) and integration between SAP and non -SAP systems
• Strong HR generalist with operational understanding of all main HR process areas (Core HR/Personnel Administration, Learning and Development, Resourcing, Reward, Performance Management etc.)
• Experience of delivering HR data elements in ERP projects and programmes within an international environment
• Very strong communication skills – verbal and written, adaptable in presentation of information to all parties
• Experience in advising/coaching others, problem analysis, developing recommendations and communicating solutions
• Strong relationship and stakeholder management up to senior level managers
• Excellent analytical and excel skills
• Strong on operational delivery and focus on customer experience
Data Strategy
• Define the Data Strategy & Data Standards for all global HR Systems (including Successfactors, third party systems & apps)
• As Data lead for SuccessFactors, lead the development of a future fit data model in SuccessFactors working closely with the project team and solution architects. Provide expert insights and experience to the SF project team and local markets
• Conceptualize and build the future data team operating model to manage the complex data landscape due to SF project and waved implementation. Ensure consistency of data across SF & EVO
• Support project teams in successful integrations arising out of M&A activity (from a data perspective.
• Operate as HR data centre of excellence and single point of contact for all relevant parties to ensure global alignment and consistency where HR data is used as a master data source for reporting, different interfaces and subsystems, including design changes to build best practice and system improvements.
• Define and implement efficient user friendly HR data processes, practices and principles minimising manual steps and driving data automation.
Data Governance
• Lead data governance across all HR data to ensure a cross system consistent, reliable and sustainable set of master data that drives business value
• Defining data governance policies and processes across all relevant master data domains & HR Systems ( EVO, SuccessFactors & other third party tools /apps)
• Define & drive built of a futuristic data quality tool for SuccessFactors to ensure data quality across entire SF modules.
• Ensure practices that adhere to the principles of the standard data quality dimensions and own the definition of quality
• Drive collaborative efforts between business and functional areas, resulting in the ability to aggregate across disparate data siloes
• Define the roles and responsibilities related to data governance and ensure clear accountability for stewardship of data
• Drive efforts to build a robust business glossary, associated metadata, and data lineage ( i.e. SF Data Dictionary)
• Define and monitor performance and quality metrics
• Design and implement rules for global HR data management and a common approach for data optimisation
Data BAU
• Lead a team of data analysts to manage global HR data, data quality & ensure smooth execution of global processes like annual reward review, talent management and organisational health check.
• Support local markets and group functions in data cleanse and reorganisation activities; Track the quality of data in the system to ensure correct data for key processes and downstream systems
• Lead the HR super-user community for global data quality, working practices and administration processes to ensure regular best-practise sharing and education on relevant changes to the system
• Contribute to the development and delivery of a cross functional operating model enabling systems of record and innovation to deliver operational HR reporting, HR analytics, HR predictive analytics and cross functional analytics (utilising HR data) effectively.
• Support the HR Operations team on projects end to end to deliver high quality, comparable global HR data.