HR Project Manager

The HR Project Manager will drive planning, coordination, configuration, testing, and deployment, while ensuring alignment with business requirements and HR processes.

Job Summary:

The HRIS Project Manager is responsible for leading the end-to-end implementation of a Human Resources Information System (HRIS). This role serves as the primary liaison between HR, IT, external vendors, and other stakeholders to ensure the successful delivery of the system on time and within scope. The Project Manager will drive planning, coordination, configuration, testing, and deployment, while ensuring alignment with business requirements and HR processes. Strong project management skills, HRIS experience, and the ability to manage cross-functional teams are essential for success in this role.

Key Result Area: Project Delivery Performance
• Lead project lifecycle: Define clear phases with specific deliverables and deadlines for each phase. Ensure consulting resources are integrated effectively at each stage.
• Create detailed project plans using project management software, including Gantt charts and resource allocation matrices. Regularly update and review these plans to ensure alignment with project goals and consulting resource availability.
• Collaborate with leaders and stakeholders: Schedule regular meetings with leaders and stakeholders to gather, define, and validate business requirements. Document these requirements and ensure they are incorporated into the project plan.
• Coordinate cross-functional teams: Implement a communication plan that includes regular status updates, progress reports, and stakeholder meetings. Use collaboration tools to facilitate communication and coordination among cross-functional teams and consulting resources.
• Manage risks and resolve issues: Develop a risk management plan that identifies potential risks, assigns risk owners, and outlines mitigation strategies. Conduct regular risk assessments and update the plan as needed.

Key Result Area: System Implementation Quality
• Successful implementation and optimization of systems: Define success criteria for system implementation and optimization, including performance metrics and user satisfaction scores. Regularly review these criteria to ensure they are met.
• Configure and customize systems: Develop a configuration and customization plan that aligns with business needs and industry best practices. Document all configurations and customizations for future reference.
• Oversee data migration: Create a detailed data migration plan that includes data mapping, validation checks, and security protocols. Conduct thorough testing to ensure data accuracy and integrity.
• Conduct system testing and UAT: Develop a comprehensive testing plan that includes unit testing, integration testing, and user acceptance testing. Document test cases and results, and address any issues identified during testing.
• Collaborate with vendors and IT: Establish clear communication channels with vendors and internal IT teams. Schedule regular meetings to discuss technical support and development needs.

Key Result Area: Compliance and Risk Mitigation
• Ensure data integrity, security, and compliance: Implement data governance policies and procedures to ensure data integrity, security, and compliance. Conduct regular audits to verify adherence to these policies.
• Develop and maintain dashboards and reports: Create a reporting framework that includes key performance indicators (KPIs) and metrics. Use data visualization tools to develop and maintain dashboards that support HR and business decision-making.
• Monitor system usage: Establish monitoring protocols to track system usage and performance. Use analytics to identify areas for enhancement or additional training.
• Support audits and compliance activities: Develop a compliance checklist and reporting process to support audits. Ensure all necessary documentation is readily available and up-to-date

Key Result Area: Change Management and Process Improvement
• Drive high user adoption and satisfaction: Develop a user adoption strategy that includes training programs, user guides, and support resources. Conduct surveys to measure user satisfaction and identify areas for improvement.
• Serve as the primary point of contact: Establish clear communication channels for project-related initiatives. Provide regular updates and be available to address questions and concerns.
• Conduct stakeholder needs assessments: Schedule regular stakeholder meetings to assess needs and gather feedback. Communicate system benefits through presentations, demos, and documentation.
• Develop training materials: Create comprehensive training materials, including manuals, video tutorials, and FAQs. Support HR in delivering training sessions and workshops.
• Drive change management initiatives: Develop a change management plan that includes communication strategies, training programs, and support resources. Monitor the impact of change initiatives and adjust the plan as needed.
• Ensure proper documentation: Implement a documentation process that captures project processes, configurations, and decisions. Store documentation in a centralized repository for easy access.
• Monitor project risks and issues: Develop a risk and issue management plan that includes identification, assessment, and mitigation strategies. Regularly review and update the plan to address new risks and issues.

Knowledge:

• Good understanding of HR processes and functions (e.g., recruitment, onboarding, performance management, compensation, benefits, payroll).
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• Sound knowledge of HRIS platforms
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• Familiarity with system implementation methodologies
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• Understanding of data privacy, security, and compliance standards
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• Knowledge of change management and organizational readiness principles.

Skills:

• Excellent project management skills, including planning, risk management, scheduling, and budgeting.
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• Strong communication and interpersonal skills to effectively engage stakeholders at all levels.
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• Analytical and problem-solving skills, especially in relation to system configuration and data migration.
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• Ability to lead cross-functional teams and coordinate efforts across departments and vendors.
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• Proficiency in tools such as Microsoft Project, Excel, PowerPoint, Visio, and collaboration tools like Jira, Confluence, or Smartsheet.

Experience:

• Proven experience managing full-cycle HRIS implementations
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• Experience working with third-party vendors and managing vendor relationships.
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• Background in HR, IT, or a related field, with a solid grasp of how technology supports HR functions.
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• At least 2 years of project management experience, ideally with 1 years specifically in HRIS or HCM systems.
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• project management certification is often preferred.
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• Change management certification (e.g., Prosci) is a plus.