HR Technology Solutions Lead - Hiring Fast

We are on the lookout for a remarkable HR Technology Solutions Lead to join our awesome team at The Salvation Army In Canada in null
Growing your career as a Full Time HR Technology Solutions Lead is a fantastic opportunity to develop competitive skills.
If you are strong in persuasion, adaptability and have the right personality for the job, then apply for the position of HR Technology Solutions Lead at The Salvation Army In Canada today!

About The Salvation Army Mission Statement The Salvation Army exists to share the love of Jesus Christ, meet human needs and be a transforming influence in the communities of our world. Vision Statement We are an innovative partner, mobilized to share hope wherever there is hardship, building communities that are just and know the love of Jesus. Core Values The Salvation Army Canada and Bermuda has four core values: Hope: We give hope through the power of the gospel of Jesus Christ. Service: We reach out to support others without discrimination. Dignity: We respect and value each other, recognizing everyone’s worth. Stewardship: We responsibly manage the resources entrusted to us. About the Position The Human Relations function is committed to creating a work environment where people experience: Meaningful work; A sense of hope and optimism; An environment of trust; and Inspired results. The HR Technology Solutions Lead’s primary purpose is to provide significant value to the business, facilitate the HR technology intake process and help lead the high-level planning and execution of business initiatives through the effective use of HR technology. They will ensure the HR department continues to develop the appropriate knowledge, and skills regarding their HR technology stack, this will see the incumbent support with issue resolution, and focus on insights that can improve HR service delivery to the front line through technology enablement. The role will establish and develop effective business relationships with key business stakeholders to ensure HR, in partnership with IT, Officer Personnel and Finance, can deliver solutions which align with the mission and strategies of The Army’s HR functions, including but not limited to the implementation, sustainment, and strategic oversight of HR technology capabilities. KEY RESPONSIBILITIES: HR Solution Delivery Lead design activities, functional analysis and requirements gathering, conduct testing, support issue detection, as well as the development of required training documentation for HR and end users of HR technologies. (Core HR, Recruitment and Applicant Tracking, Onboarding, Performance Management, Learning, Onboarding, Time Tracking, Benefits, Compensation and Payroll) Develop repeatable User Acceptance test strategies/cases for HR Operations team to utilize during release and new build / configuration projects. Collaborate with the IT architecture and operations teams to ensure solution compatibility with overall operational standards and objectives. Maintain data library of HR requests for retro reflection when assessing new release capabilities. Oversee the launch of new solutions and help maximize positive impact on the organization. Maintain integrated solutions including Workday, TCP and Service Now, with an operational excellence focus supported by data & analytics. Develop and maintain strong partnerships with Operational Excellence team including building governance model through collective intake model. Maintain deep understanding of the HCM modules and all functional areas supported and how the business processes (BPs) have been configured. Strategic HR Technology Business partner Serves as the business relationship link between Divisions, Human Relations, Learning Management, Finance, Office Personnel, and IT, providing valued strategic consulting level support and guidance on HR technology solutions and initiatives. Serves as a “trusted advisor,” and works with the IT department as the HR Technology point of contact to HR, Finance, Officer Personnel and business line executives and managers. The role partners with business leadership and other key stakeholders to define opportunities and identify/ prioritize projects/needs based on predefined criteria. Provide recommendations for HR standards regarding technologies based on functional people business processes. Serve as escalation point for all HR technology issues from HR, Finance, Officer Personnel, and the business. Research issues, identify root causes, and generate demand for enhancements or changes as well as resolve issues with data quality issues or access administration. Work with business leaders to ensure access management comprehension, that they understand why certain roles can view certain data and execute certain tasks. Develop communications strategies and material to create clarity and understanding around HR systems and be able to present to a technical and non-technical audience. Organizational Capability Building Works closely with the IT HCM technology team, IT Architects, Divisional Commanders, Department Heads, IT Operations and HR Committees to identify high priority, high return HR business processes that can be improved through HR technology solutions. Provide input and direction regarding the feasibility of projects, technology requirements needs, and cost projections related to HR technology initiatives. Consult on efficacy of HR System reporting at the employee, leader and administrator levels including being a SME for reporting improvements with all HR technologies. Remain current in all key aspects of TSA’s HR technology stack (Workday, Service Now, Time Clock Plus, and more), monitoring trends internal and external to the Salvation Army and keeping senior management informed about activities, issues, and opportunities affecting the organization. Acts as an advocate for the HR vision to IT and an advocate for HR’s vision to the business via regular written and in-person communications with senior Leaders, department heads, and end users. Change Leadership Educates the HR and business leaders on the role that they must play in the design and management of successful HR technology enabled initiatives. Activate participant in CAB – Change Advisory Board meetings to influence prioritization, promote advancement in new technology adoption and present return on investment data. Educates IT teams and help the IT organization move its culture from that of an order taker to one of an effective business partner. HR Technology Governance Proposes, gains approval for, develops, implements, and oversees sound governance policies, practices and processes that ensure effective short and long-term HR + IT plans, including such activities as planning, road-map development, and HR intake. Perform testing after configuration deployment to confirm expected performance is met. Overall Release Management governance including Understand enhancements & new features & functionalities in upcoming HR Technology releases, evaluate relevance, applicability, and interdependencies, and identify the functionalities from the release that could / should be considered. Building business case for new release items to present priority, return on investment and impacts to the employee experience/ process efficiency. QUALIFICATIONS AND EDUCATION REQUIREMENTS: Bachelor’s degree in computer science, engineering, information technology or business Master’s degree an asset Experience and Skilled Knowledge Requirements Minimum 5 years’ experience as an HRIS / HR Technology Lead/Consultant/Advisor Minimum 3 years’ experience with Workday HCM application Minimum 1 year experience with ServiceNow HRSD At least 5 years of experience in consulting, strategy roles as a strategic advisor Workday and Service Now certification preferred. 2+ years of ongoing Operational governance in an HR IT leadership role Lean Six Sigma certification an asset. PREFERRED SKILLS/CAPABILITIES: People Smart – Skilled at reading people, having empathy for them, being able to understand what drives and motivates them and use this information to persuade and to influence them to action. Inspirational – Able to inspire and motivate peers, users, and others who are not under their direct control. Critical Thinkers – Able to plan, stage, and coordinate the implementation of the HRIS in a way that creates energy for its adoption throughout the organization and create messaging about its benefits in a way that makes sense to the individuals who will be using it. Humble – Puts the needs of the organization ahead of self and lets others take credit for the effective use of CRM innovation even if they were not the originators of the ideas. Resilient – The determination and stamina needed to cope with and overcome setbacks, deal with the inevitable resistance to change. Adaptive – Able to adapt and adjust approach to the reality of the way things are done within different user groups, while preserving the integrity of the HRIS vision and moving its implementation forward. Compensation The target hiring range for this position is $73,314 to $91,643 with the ability to progress to a maximum of $109,971. Placement in the salary range will be based on factors such as market conditions, internal equity, and candidate experience, skills, and qualifications relevant to the role. Other Details The Salvation Army will provide reasonable accommodation upon request. Please let us know if you have a need for any accommodation. We thank all applicants and will contact candidates selected for next steps. Internal Applicants are encouraged to notify their current supervisor when applying for a new position within The Salvation Army.

Benefits of working as a HR Technology Solutions Lead in null:

● Learning opportunities
● Opportunities to grow
● Advantageous package