Program Manager

Candidate with HR background is mandatory Should be able to manage planning, budgeting, and costing of projects Should have minimum 7 years of experience in ERP or HR related technology implementation Should have been part of at least 2 technology & process implementation engagements Coordination for timely Implementation of projects involving technology and process Strong focus on customer management & resolution of issues Coordinate internal resources and third parties/vendors for the flawless execution of projects Ensure that all projects are delivered on-time, within scope and within budget Assist in the definition of project scope and objectives, involving all relevant stakeholders and ensuring technical feasibility Ensure resource availability and allocation Develop a detailed project plan to monitor and track progress Manage changes to the project scope, project schedule and project costs using appropriate verification techniques Timely reporting of risk and issue, weekly and fortnightly program status reporting & presentation to leadership in agreed leadership / team reviews Manage the relationship with the client and all stakeholders Perform risk management to minimize project risks Knowledge of FMEA, RPN and related concepts Ensuring compliance with objectives, organizational policies, procedures, and standards Ensuring the quality and the delivery of the business critical and priority features to meet customer expectations across program Responsible for defining, prioritizing, documenting, and accepting non-functional and functional requirements, and managing the teams’ actions Serve as the single point of contact for the work stream and lead program deliverables by partnering with project leadership, business stakeholders and other cross functional team members Leverages program management methodologies to develop and execute the strategic plan supporting designing, implementation, execution, and adoption of process and technology changes for client Manages program deliverables including leadership alignment, communications, change plan &impacts, trainings user & other users Drives, monitors, and manages the program’s work stream delivery –ensuring key milestones are met on time and within budget Responsible for designing globally consistent HR processes which delivers outcome aligned to business strategy and goals. Design, document and implement standard processes and be a key enabler in driving transformation across organization. Role & Responsibilities: Understanding the business strategy and goals to ensure the outcomes of transformation are aligned to enable organization’s success Interacting with various senior stakeholders to understand the current state of HR processes across all entities/ business/ operations within organization Identify the variations and gaps in the process and categorizing the local nuances of the region Individual contributor and primary point of contact for HR transformation and process re-engineering programs for functions within Hire- Retire Understanding of latest market trends and best practices in hire-retire and implement the same to curate to-be process for the organization according to the business need Work in collaboration with business HR to identify KPI and develop business case Develop high quality documentation throughout process study covering as-is, to-be process maps, gaps/ variance, workflows, FMEA, SWOT analysis, COPIS etc Understanding business needs from reporting and dashboarding standpoint Developing business requirement document covering Level 5 process flow. Each process step has to be documented well enough to act as an input for the technology solution evaluation and implementation. Partnering with technology SME to study existing HR technology stack, identify variance/ gaps and evaluate technology solution Comparison of effectiveness/ adoption of process and technology pre and post transformation Build relationship with prospective clientsand work towards deal conversion Build strategic partnership and close relationship with customers for a deeper penetration across geographies and regions Product marketing (lead generation, presentations, product evangelization, sales collateral, funnel management) Have a competitor mapping in various regions and evolve a strategy for selling relevant services with new ideas, suggestions to the organization’s top management Expertise to work across different industries and add value to client conversations Proven ability to enhance value of an opportunity by utilizing prior experience Demonstrated success in driving and achieving number targets Should be able to leverage prior network in HR fraternity Strategic architect who helps customer establish robust foundation to build HR as a fully digitised and transformed function. We are looking for an architect who have worked in large transformation engagements and who can ensure overall architecture is maintained in a coherent manner that appropriately consider HR processes full automation, security, data and quality. Role & Responsibilities: To understand existing technology landscape and build as-is technology footprint for the customer Identify the gaps in the HR technology landscape according to customer’s need and priority Evaluate different technologies on various parameters in HR space to cover the gaps identified in as-is study Propose a to-be roadmap for 2-5 years for the organization to have fully automated HR function as per the to-be process defined Identifying right technology partner for implementation which matches organizations’ to-be process and suits organization’s budget To ensure proposed technology stack for HR function is in line to the organization’s existing technology landscape and overall defined architecture strategies Awareness of cloud computing benefits, concepts and principles, HR SAAS specialised products, integration expertise Capability to prepare requirement traceability matrix Demonstrated ability to continuously adapt to new technologies and trends and learn new skills quickly to determine potential impact on the enterprise architecture Lead technical design sessions; architect and document technical solutions aligned with client business objectives; identify gaps between client’s current and desired end states As a Change Manager, you must have a unique blend of many talents that provide support to our customers as they go through HR Transformation journey. You will lead complex work streams through organizational change while promoting change management and end user adoption. Role & Responsibilities: Serving as the single point of contact for the work stream leading change management deliverables by partnering with project leadership and business stakeholders Leverages change management methodologies to develop and execute the strategic plan supporting, designing, implementation, execution, and adoption Collaborates on the design, development, delivery, and management of stakeholder, change impact assessments and communication plans to ensure business readiness Manages change management deliverables including change plan, leadership alignment, communications, change impacts, training/super users, change agent network and value realization Contributes to the communication and training strategy while working with key client stakeholders to develop all related materials Works with relevant stakeholders (including SMEs) to build change management understanding and ensure stakeholders are prepared to effectively lead and embed change with their teams Drives, monitors, and manages the change work stream delivery – ensuring key milestones are met on time and within budget #J-18808-Ljbffr Transitials