Deputy Manager

Below, I've outlined the responsibilities, qualifications, and required skills for this role.

Manages the implementation and usage of the current new Human Resources Management System (HRMS).
Post implementation, provide support to end users on all modules, with regard to queries / trouble shooting on the HRMS processes.
Track and improve upon online HR process compliance.
Identifies training needs of end users and works to develop and provide the necessary training to meet those needs.

Implementation and testing of new modules or new features in existing HRMS modules.
Resolution of end user queries related to:
- System error
- Usage issues
Creating training guides and process notes to streamline HRMS usage.
Conduct training for end users on various features and modules to help effective usage of the HRIS.
Implementation of SMART reports and dashboards for tracking usage and monitoring process effectiveness.

Works with various departments as subject matter expert for Human Resource (HR) business applications and systems.
Recommends process improvements, deploy solutions, and develop user procedures, documentation, data analytics and reporting.
Develops implements and modifies system requirements.
Serve as in-house specialist and super-user for the HR system who troubleshoots HRMS issues and provide user support as needed. Works with external vendors to resolve system related issues.
Maintains internal database files and tables, and develops custom reports to meet the requirements of company management and employees.
Acts as lead project manager for HRMS system projects. Assembling a project team and assigning individual responsibilities, identify appropriate resources needed, and develop schedules to ensure timely completion of project and meeting deadlines of project.
Focus heavily on cross-functional communication to ensure key decisions and status surrounding projects is clear to all.
Anticipate bottlenecks, provide escalation management, anticipate and make tradeoffs, balance the business needs versus technical constraints and encourage risk taking behavior to maximize business benefit.
Conduct gap analysis (Current state-Future state), create detailed designs, create testing scenarios, and outline implementation strategies as needed for change requests and system enhancement requests from customers.

Experience in implementation of a comprehensive HRMS solution – to include development of the HRMS strategy, business case development, vendor selection and phased implementation over a 2 years.
Solid experience and proven track record in executing and delivering HRMS using cloud based Software as a Service solution. Experience of zing HR/People Strong would be helpful, and knowledge and experience of a range of system applications. Experienced with modules including Time & attendance, recruitment, Employee Life Cycle, Performance management and learning & development.
HR business experience, in a pragmatic, grounded and lean organization.
Able to work in a matrix environment where there is a mix of Corporate and Business HR relationships.
Strong analytical skills – ability to assess processes and outcomes by establishing and interpreting metrics.
Has a customer focused attitude, with strong written communication and listening skills.
Has training delivery experience.