Hr Information Systems Manager

Select how often (in days) to receive an alert:
HR Information Systems Manager Date:  May 17, 2024
Location:  Sesto San Giovanni, Milan, IT

Additional Location:  London
Function:  HR
Seniority Level:  Mid-Senior level
Employment type:  Permanent
Workplace Type:  Hybrid
Want to be a crowd-stopper rather than a crowd-pleaser? Become a Camparista At this point, you may not know exactly what it takes to be a Camparista , but you have the makings to be one of us. We're the independent minded and passionate achievers in the spirits industry, innovating the iconic.
Be Part of Our Signature Mix
Job Summary  The HRIS Manager will play a crucial role in supporting the Global HRIS Lead by managing HRIS projects focused on change management, system enhancements, and the integration of innovative HR solutions. This position requires a blend of strategic insight, technical expertise, and exceptional communication skills to manage the lifecycle of HRIS initiatives from conception through implementation and support. 
The scope is global, covering around 5000 employee across 26 countries. For HRIS it includes all HR Global Systems and their interdependencies with other systems as well as the monitoring of local HR solutions. 
 
Key Responsibilities Change Management and Stakeholder Engagement: Develop and lead change management initiatives to ensure successful adoption of new HRIS technologies and processes across the organization. This includes conducting impact analyses, assessing change readiness, and handling resistance to change. 
Craft and execute detailed communication and engagement strategies tailored to various stakeholder groups, including HR leadership, regional HR teams, IT, and end-users, to ensure clear understanding and buy-in for HRIS projects. 
Organize workshops, feedback sessions, and forums to facilitate open dialogue, gather insights, and foster a culture of collaboration and continuous improvement. 
HRIS Solutions Exploration, Mock-up Creation, and Implementation:  Conduct thorough market research to stay ahead of emerging HRIS technologies, identifying opportunities for system enhancements that align with organizational goals and improve user experience. 
Design and present mock-up solutions or prototypes for proposed HRIS tools and enhancements, demonstrating functionality, potential impact, and value to stakeholders. Use this process to refine requirements and validate concepts before full-scale implementation. 
Leverage knowledge of various automation tools to propose and implement various automations within existing HRIS systems, enhancing efficiency and reducing manual work. Collaborate with IT and external vendors to ensure technical feasibility and integration. 
Project Management and Coordination: Manage HRIS projects from initiation through to closure, employing project management best practices and methodologies. This includes setting realistic timelines, allocating resources, and ensuring projects deliver on objectives and within budget. 
Act as the liaison between HR and IT departments, as well as external solution providers, to ensure HRIS projects are aligned with IT infrastructure and business strategies. Negotiate and manage expectations to achieve project goals. 
Explore and apply various automation tools to streamline HR processes, from recruitment to retirement. Work closely with business process owners to understand their needs and identify automation opportunities that can deliver significant efficiency gains. 
Labor Cost Process Control: Act as a process owner for the labor cost management process, ensuring, through the local HRBP/HR team, that labor cost data within the HRIS is accurate, up-to-date, and reflective of the organization's financial strategies. 
Work closely with the Regional/Country HRIS, Finance, and HR leadership to develop, implement, and monitor automated reporting tools and dashboards that provide real-time visibility into labor costs, variances, and trends. 
Initiate and lead projects to streamline labor cost management processes, enhancing the ability of HR and Finance to plan, forecast, and control labor expenses effectively. 
Ensure compliance with internal policies and external regulations related to labor cost management. Provide guidance and training to HR and Finance teams on best practices for labor cost analysis, budgeting, and forecasting, empowering them to manage and optimize labor costs proactively. 
Provide, training, support, and guidance to HRBP/HR team, so they can perform the Labor Cost and HC Planning activities on the global tool in a proper way. Moreover, clarify whenever needed the role of HRBP/HR on collecting data from the Business, analyze and transform them in proper input to the global tool. 
Training, Support, and Continuous Improvement:  Design and facilitate comprehensive training sessions for HRIS end-users, ensuring they are equipped with the knowledge and skills to utilize new systems and features effectively. 
Offer ongoing support for HRIS applications, acting as a point of escalation for complex issues or challenges. Collaborate with the support team to ensure a high level of service and quick resolution times. 
Regularly review and assess the effectiveness of HRIS solutions and processes, initiating continuous improvement projects to address gaps, enhance user satisfaction, and meet evolving business needs. 
Qualifications  Bachelor's degree in Human Resources, Information Technology, Business Administration, or related field. 
Proven experience in HRIS project management, with a strong focus on change management and technology implementation. 
Exceptional communication and interpersonal skills, with the ability to engage and influence stakeholders at all levels. 
Strong analytical and problem-solving abilities, with a keen interest in leveraging technology to solve business challenges. 
Experience in managing cross-functional teams and projects in a global context. 
Knowledge of current HRIS technologies, trends, and best practices.
Our commitment to Diversity & Inclusion: At Campari Group we believe in building more value together, thus we see diversity in all forms as a source of enrichment. Our employment policies and practices ensure that we are committed to providing equal employment opportunities in all aspects of employment without regard to any individual's race, religion, creed, color, national origin, ancestry, physical disability, mental disability, medical condition, genetic information, marital status, sex, sexual orientation, gender identity or characteristics or expression, political affiliation or activity, age, veteran status, citizenship, or any other characteristic protected by law.
Note to applicants: Your application will be assessed based on your abilities, expertise, general knowledge and experience, not because of any confidential, proprietary or trade secret information you may possess. You must not disclose to Campari Group any such information. In the event that you are asked a question that cannot be answered without disclosure of any confidential, proprietary or trade secret information (including from a current or prior employer or their vendors or customers), you must decline to answer the question.
Notice to third party agencies: Please refrain from cold-calling or emailing our executive leadership team or the HR community directly. The Talent Acquisition department manages centralized recruiting operations globally, including the selection and management of external suppliers. Currently, our preferred supplier list is at full capacity. To ensure we have your information on file for future consideration, we kindly request that you complete the online form provided here .
#J-18808-Ljbffr