Business Transformation Consultant
Qualifications
Academic excellency: outstanding bachelor’s in a renowned University or University of Applied Sciences in the field of Economics, Social Sciences, or Human Resources. Relevant HR certifications, such as PHR, SPHR, or HRBP, are a plus.
Industry knowledge: a minimum of 5 years of practical project experience in the field of Payroll transformation in at least one of the following industries: Insurance, Consumer Goods & Retail, Manufacturing, and Life Science. Comprehensive knowledge of HR work, as well as HR strategy, organization, and processes.
Consulting experience: practical experience in (partial) project management in the HR and Payroll environment, with extensive experience in Payroll process design, optimization, and transformation. We expect
- depth knowledge of Payroll technology and systems and a strong understanding of Payroll compliance and regulations.Conceptual talent: rational thinking and ease of combining technological understanding, strategic evaluation, and implementation work i. e. , efficient linking of processes between business, strategy, HR and IT. Commitment and
- responsibility to deadlines. Eagerness to learn and adapt in uncertain situations and manage multiple tasks simultaneously. Proven ability to lead change initiatives and effectively manage projects with exceptional
- solving and analytical skills.Communication and presentation skills: fluent in English (written and spoken). German or French skills are desirable (C1 level). Strong presentation and moderation skills, with excellent communication and stakeholder management skills.
Digital affinity: very good MS Office skills.
Cultural fit: high reliability, team spirit, and personal fit for a leading global management consulting firm (international orientation & openness to travel, integrity).
Job Responsibilities
- Process Assessment: Conduct comprehensive evaluations of existing HR processes – with a focus on Reward-to-Pay, identifying strengths and weaknesses.
- Process Design: Develop and design efficient and scalable Reward-to-Pay processes, aligning them with best practices and industry standards.
- Technology Integration: Collaborate with IT and HRIS teams to ensure that HR systems and technologies support and enhance process efficiency.
- Change Management: Lead change initiatives to ensure smooth adoption of new processes and technologies, including communication, training, and stakeholder engagement.
- Compliance and Risk Management: Ensure that HR processes comply with all relevant laws and regulations, and implement risk mitigation strategies.
- Data Analysis: Utilize data analytics to measure the impact of process changes and provide insights for continuous improvement.
- Documentation: Create clear,
- friendly process documentation and standard operating procedures. - Stakeholder Collaboration: Work closely with HR teams, executives, and other departments to understand their needs and implement HR solutions accordingly.
- Performance Metrics: Establish KPIs and metrics to track the effectiveness and efficiency of HR processes.
- Industry Trends: Stay current with HR industry trends and emerging technologies to recommend process improvements.
- Specific knowledge is required in the following areas: Compensation Management, Compensation Planning, Benefit Management, Pre-Payroll, Payroll Production and Post Payroll process design.
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