Sr. HRIS Specialist

The role of the HRIS Manager is to play a lead role, manage and provide support/solution delivery to subsidiaries as it relates to HR, Payroll, Workforce, Commissions, Onboarding, Compensation, Benefits, Legal, and Digitalization. As the Manager, you will work as part of a team of problem solvers, helping to solve complex business issues from strategy to execution. You will also develop problem solutions and be involved in test management, knowledge management, and knowledge transfer. The role requires in-depth technical knowledge in SAP HRIS, other third‑party HR solutions, and general HR knowledge. The HRIS Manager will act as an IT liaison and a leader of system enhancements from the functional standpoint to ensure the best tools and processes are utilized within Human Resources Technology to support the business. Additionally, the Manager will work directly with business leaders and users to gather requirements, translate business change documents (BCD), draft change request documents (CRD functional specifications), configure the requirements in the SAP HRIS system, and write detailed user instructions and manuals. Responsibilities: Assess, engage, lead, and steer all HR initiatives in the NCSA region with regards to HRIS implementations, upgrades and changes according to business and HR needs. Manage end‑to‑end HR technologies including SAP ERP HR related modules, SuccessFactors, Enterprise Learning Management Platform, multiple SaaS technologies, etc. Provide support to the Human Resources function in the areas of workforce metrics, ad‑hoc reporting, and create dashboards. Establish oversight with key stakeholders, external vendors, HR, IT, and business areas reliant upon HR processes and data, to ensure HR projects and technology enhancements are prioritized to meet business needs and successfully implemented according to business requirements, priorities, budget, and plan. Assess the current HR practices and the state of business systems to support HR and payroll processes, in collaboration with NCSA HR leadership, and incorporate improvements into the roadmap in conjunction with the Global IT team (in Germany). Define and expand HR and Payroll data architecture and supporting analytic capabilities. Lead and provide support to the NCSA HR team(s) with initiatives like workforce management, T&A systems, application tracking, commissions calculation platforms, reporting & dashboards, and such. Establish oversight with key stakeholders, external vendors, HR, IT, and business areas reliant upon HR processes and data, to ensure HR projects and technology enhancements are prioritized to meet business needs and successfully implemented according to business requirements, priorities, budget, and plan. Demonstrate strong understanding of HR systems and data to eventually drive new needs and requirements. Continually work to ensure that HR and payroll user needs are met in a manner that is effective, efficient, and ultimately serves the HR and payroll teams. Ensure delivery, documentation and support of configuration and integration/interfaces for both new functionality and enhancements. Ensure compliance, and appropriate quality controls. Lead the continual documentation, monitoring, process improvement and provide training to users. Demonstrate understanding of business processes, internal controls and compliance risk management, and related standards and best practices. Maintain a comprehensive understanding of all HR applications and remain informed of changes that have integration points or may impact supported areas. Communicate potential impacts and develop mitigation plans to minimize risk. Serve as liaison between Global IT and HR teams to deliver timely and expert insight on resolving issues. Lead/manage regional projects with Global Project Managers and key business stakeholders; responsible for the design and requirement gathering. Write or modify draft change request documents (CRD functional specifications) for changes to enhancements, interfaces or user exits. Define test cases with business, prepare test data, perform T‑Test, regression testing, and integration testing of HR systems relevant functionalities. Coordinate User Acceptance Testing (UAT) with the user community and obtain approvals. Be hands‑on when needed, willing and able to configure business processes, conditional rules, security, alerts, notifications, and reports. Requirements: 5 years of SAP HRIS technical knowledge and experience. Experience writing and modifying draft change request documents (CRD functional specifications) for changes to enhancements, interfaces or user exits. Previous HR experience with commission or payroll solution implementations and production support. Nice to have: SAP HRIS certification. Related Fashion Retail industry experience. Experience in following HR solutions and integrations – ADP, Callidus, Kronos, Workforce Management Platforms, Recruiting Tool, Benefits Enrolment Platform, Digital Personnel Files, SAP IS‑RETAIL, SAP CAR, SAP BW, SAP PI, Xstore CashDesk, Enboarder, Salesforce Commerce. HR experience supporting employees in North, Central, and South America. Speaking other languages like German, Spanish or Portuguese. #J-18808-Ljbffr Steve Madden