Senior Manager, HR Technology (Oracle HCM)

Charter Communications•Charlotte, NC

2d•Hybrid

About The Position

The Senior Manager, HR Technology uses broad HR technology expertise to support projects, processes, and initiatives for the HR Line of Business customer population. The role requires experience in project management, business needs analysis, system configuration and design, system documentation, data integration, and testing. Knowledge of Oracle HCM, Oracle Fusion Data Intelligence (FDI), Oracle OTBI, Oracle Business Intelligence Publisher, and collaborative HR applications such as Compensation, Recruiting, and Employee/Manager Self Service is recommended. The manager builds effective relationships and leads cross-functionally to complete assigned tasks and deliverables. The role leads HR Technology analysts, consultants, and/or program managers; serves as a liaison between HR Line of Business customers and Corporate HR Operations; and acts as a subject matter expert for managing systems, processes, and programs. It develops business requirements and functional specifications, oversees workflow analysis and system changes, and designs and implements test plans. The position also ensures adherence to SDLC, HR Technology change-control practices, SOX policies, and audit requirements; sustains Line of Business HR relationships; and serves as a central point of contact for HR Operations issues that cannot be managed within the Line of Business. The position oversees subordinate supervisors or managers and has authority and independent judgment concerning personnel actions, including hiring, directing, transferring, promoting, disciplining, discharging, or rewarding employees, or effectively recommending such actions. It works with cross-functional teams in a matrix department environment. The working environment is an office, with four days onsite and one day remote.

Requirements

Working knowledge of Human Resources Operations across multiple functions.
Ability to apply a broad, integrated perspective when planning, problem-solving, and assessing cross-functional impacts, including identifying critical steps, activities, and upstream and downstream impacts.
Proven experience developing, verifying, and writing business and functional requirements; applying configuration changes; conducting workflow analyses; and documenting test plans and scripts.
Experience executing QA test deliverables and certifying the integrity of automated solutions and programs.
Demonstrated interpersonal, written, and public speaking skills, with the ability to communicate complex information to all levels of the organization.
Ability to make decisions and solve problems while working under pressure.
Ability to show judgment and initiative and accomplish job duties.
Bachelor's degree in Business, Technology, HR, or equivalent work experience.
At least 3 years of people management experience.
At least 5 years of in-depth knowledge and working understanding of enterprise-wide HR systems, including Oracle HCM cloud applications.

Nice To Haves

Knowledge of Oracle HCM Cloud Applications.
Project Management Professional (PMP) certification.
Human Resources Information Professional (HRIP) certification.

Responsibilities

Lead a team of HR Technology analysts, consultants, and/or program managers.
Act as liaison between HR Line of Business customers and Corporate HR Operations by planning, conducting, and directing analysis of highly complex business problems to be solved by technology.
Serve as a subject matter expert and ensure effective management of current systems, processes, and programs by understanding Line of Business needs and assessing system capabilities.
Develop business requirement definitions and functional specifications for application development, modifications, and configurations.
Conduct workflow analyses, evaluate system changes required to support Line of Business HR functions, and design and implement test plans to validate changes.
Adhere to SDLC, HR Technology change-control practices and processes, SOX policies and practices, and audit requirements and procedures.
Manage and sustain Line of Business HR relationships, maintaining awareness of strategic business direction and potential impacts to HR processes and systems.
Act as the central point of contact for HR Operations issues that cannot be managed within the Line of Business.
Oversee subordinate supervisors or managers and exercise or effectively recommend personnel actions.
Work with cross-functional teams in a matrix department environment.