JOB DESCRIPTION
Job Title: Director, Hire-to-Retire & Change Management Reports to: Global BPM
Delphi Title: Process Lead – Hire-to-Retire
Dept: Oracle R12 Location: Oracle R12 Virtual Team
FLSA Status: Exempt Date prepared: May 17, 2010
Job Code: Prepared by: Ann Gorka
SUMMARY DESCRIPTION
The Process Lead for Hire-to-Retire process will mange a team of business Hire-to-Retire personnel and consultants to develop Oracle based business solutions for the Hire-to-Retire process.
SUPERVISION RECEIVED
Reports to the Global BPM
SUPERVISION EXERCISED
Responsible for the day to day management of Oracle Hire-to-Retire Implementation Team including business, BPM's, applications, data management, compliance, technology and consulting resources.
ESSENTIAL DUTIES AND RESPONSIBILITIES:
 Manage and coordinate design and implementation aspects of the business solution to include all aspects of business processes, software capabilities, data management and compliance
 Provide daily/weekly updates to the global project manager
 Escalate unresolved issues in a timely manner
 Manage process level resources: business, IS and consulting
 Work with the business to define global requirements, manage design and document business and application flows
 Design and document the global business solution: business processes and application solutions
 Configure and validate the software solution
 Participate in training programs and develop user documentation
DESIRED MINIMUM QUALIFICATIONS
The requirements listed below are representative of the knowledge, skill, and/or ability required for this position.
 10+ years experience in Human Resources
 5+ years in change Management
 Bachelor degree in a related field
 Graduate degree preferred
 5+ years experience in project management
 HR/ERP implementation experience preferred
GENERAL PROFILE:
 Proven ability to manage and coordinate the design and implementation aspects of the business
 Expert in his/her field
 Ability to work with global processes
 Forward thinker – ability to focus on long term solutions and business evolution
 Credibility and Leadership in his/her organization
 An "agent of change" in his/her current organization
 Positive attitude
 Strong communicator and participator
 Lifetime learner – adaptable to change
 Open minded and flexible
Leadership:
 Broad based industry experience and knowledge of "best practices" for their area of expertise.
 Ability to define and communicate business issues, with experience building close relationships and engaging senior management.
 Work with senior management to gather and evaluate business requirements through planned meetings, user-group work sessions, and individual interviews. Coordinate potential solution reviews with clients and provide ongoing feedback on selected solution's implementation status and timeline.
 Drive global design decisions and final standards to consensus
 Propose recommendations to streamline core business processes, minimizing complexity, training effort and data duplication. Create and maintain mappings of current and future business process flowcharts.
 Provide business leadership and inspiration to the team
Business Analysis:
 Analyzes, documents, and communicates business requirements and gap analysis with key business and technical leads to develop a total business solution.
 Suggests areas of improvement on existing processes, systems, and workflows in current business processes. Maps complex business processes including control points, key data and reporting elements, process training documentation, and system interfaces.
 Attends technical reviews to ensure project goals are maintained throughout the project.
 Creates and maintains complex end-to-end business test case scenarios, verifying current process and transaction integrity while ensuring new requirements are tested thoroughly.
 Investigates the effect of proposed system changes on the global business environment. Verifies all changes are thoroughly reviewed for business impact and the appropriate documentation and training have been successfully completed prior to transition from test to a production environment.
PROFESSIONAL KNOWLEDGE:
Human Resources
 Global Strategic Human Resource Management
 HR Reporting/Measures/KPIs
 HR Lifecycle
 People information, roles, types, transfers
 Work structure components
 Enterprise, Business Group, Locations
 Organizations, Financial Structures
 Jobs, Positions, Hierarchies
 Benefits
 Payroll Interfaces
 Government Reporting and Regulations
TRAVEL REQUIREMENTS
The position requires 50% travel – domestic and international.
PHYSICAL REQUIREMENTS
The physical requirements listed in this section include, but are not limited, to the motor/physical abilities and skills require of this position in order to successfully undertake the essential duties and responsibilities of this position. In accordance with the Americans with Disabilities Act (ADA), reasonable accommodations may be made to empower individuals with disabilities to undertake the essential duties and responsibilities of the position.
While undertaking the essential duties and responsibilities of the position, the employee must repeatedly
sit, listen, speak, and use a computer/phone. The employee is required to go to all areas of the company. The employee may be required to periodically lift and/or move up to 2 pounds.
The position requires the use of computers and personal electronic devices.
ADVERSE WORKING CONDITIONS
There are no adverse working conditions associated with this position.
SELECTION GUIDELINES
Formal application, rating of education and experience; oral interview and reference check; job related tests may be required.
DISCLAIMER
The duties listed above are intended only as illustrations of the various types of work that may be performed. The omission of specific statements of duties does not exclude them from the position if the work is similar, related, or a logical assignment to the position.
The job description does not constitute an employment agreement between the employer and employee and is subject to change by the employer as the needs of the employer and requirements of the job change.
Lisa Venis
Sr. Human Resources Representative
Integra Life Sciences
609-936-6891
lisa.venis@integralife.com
Integra • 313 Enterprise Drive, Plainsboro, NJ 08536
www.integralife.com
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