Global Head of HR Operations

Company Description

J.S. Held is a global consulting firm that combines technical, scientific, financial, and strategic expertise to advise clients seeking to realize value and mitigate risk. Our professionals serve as trusted advisors to organizations facing high stakes matters demanding urgent attention, staunch integrity, proven experience, clear-cut analysis, and an understanding of both tangible and intangible assets.

The firm provides a comprehensive suite of services, products, and data that enable clients to navigate complex, contentious, and often catastrophic situations.

Job Description

As the Global Head of HR Operations, you will be responsible for leading our global HR Operations functions, which include HR Information Systems, Data, Analytics & Compliance, People Services, and Employee Relations. The successful candidate will demonstrate a high level of strategic, technical and leadership abilities and enjoy active partnerships with the business and fellow HR practitioners.

The ideal candidate will report to the Chief People Officer and be an excellent team leader with a collaborative, consultative and agile work style, exceptional communication skills, and proficient in HR systems, data & analytics and employee-facing operations. We are looking for a professional who thrives in a dynamic, fast-paced environment and whose values align with our Company Values: Quality and Service are Paramount, Deliver the News, Collaboration is in Our DNA, Be Passionate in All That You Do, and Think Outside the Box. Join us and make a significant impact on our organization’s future!

Job Responsibilities

• Develop and implement comprehensive strategy for HR operations that align with the company's objectives and improve overall operational efficiency.
• Lead all aspects of HRIS including optimization of existing tools and development of comprehensive strategy for the future HR Technology Stack.
• Devise a strategy to integrate data from all talent applications into an executive dashboard, enabling analytics and reporting for actionable insights.
• Focus on creating positive employee experiences across the full employee life-cycle, through the delivery of exceptional people services, including onboarding, policy management, leaves of absence management and offboarding.
• Oversee the employee relations function, inducing the development of policies, procedures, and practices that promote a positive work environment.
• Act as change management champion for systems and processes, facilitating and communicating HR process and policy updates and changes.

HRIS:

• • Optimize and maintain existing HCM, and other bolt-on talent applications, including:  ATS, compensation planning, LMS, background check, leave management, and payroll solutions. Ensure smooth operation of existing tools and an exceptional experience for candidates, employees and HR partners. Manage integration of tools with system of record.
  • Create a comprehensive plan for the future HR Technology stack, taking into consideration functionality, compliance, technological rigor, cost and user-experience requirements. Collaborate with internal stakeholders to conduct an RFP and help select future state HCM. Manage all aspects of project plan to implement selected solution.
  • Actively manage vendor relationships, contracts and agreements, monitor costs and performance.
  • Develop the “AI in HR strategy” to evaluate day-to-day work across HR disciplines and determine how AI could drive a more positive, productive experience.

Data, Analytics and Compliance:

• • Implement and oversee data governance to maintain the accuracy, integrity and privacy of data in all HR systems, in accordance with local employment laws and company policy.
  • Oversee people analytics and reporting and create a plan to use source data from all talent applications to create executive HR dashboard. Establish regular cadence of reporting, including insight generation.
  • Partner with Legal and Compliance and manage all government reporting and compliance requirements, including EEOC and OFFCP reports, as well as reporting in other jurisdictions.
  • Evaluate workforce data, identify trends, and recommend actions to address key opportunities.

People Services:

• • Focus on creating positive employee experiences and process improvements across the full employee life-cycle, including, employee onboarding, offboarding, leaves of absence, etc.
  • Develop and implement standard operationg procedures (SOPs) for HR service delivery, and leverage technology to ensure consistency and efficiency.
  • Ensure development, auditing and maintenance of all HR policies and employee handbooks across all countries and regions.