Senior Lead Systems & Digitalization

Our employees are our company's greatest asset - they are our real competitive advantage. We possesse immense power of innovation, immagination and a desire to attract and retain the best; provide them with encouragement, stimulus, and make them feel that they are an integral part of the company's mission.

PURPOSE

Senior Lead Systems & Digitalization is a strategic position that is the custodian of overall HR Digitalization landscape of K-Electric and K-Solar. Broadly, this role is responsible for all kinds of HR Digitalization related Project Management, Digital Interventions, Change Management, Quality Assurance and Data Analytics. Operational compliance of all functions of the department is also expected to be maintained by this role through rigorous and continuous Quality Assurance mechanism and Change Management Plan.
The position is responsible for HR Digital Transformation strategy and to digitize the maximum processes at decibel, xECM, SuccessFactors, SAP S4HANA, M3Tech PC Solution and custom development by ensuring ultimate benefit, enhanced experience, cost efficiencies and time saving. 
This role is a key player on defining KE HR’s digital roadmap of 3 to 5 years, covering all strategic aspects, such as analyzing existing landscape, proposing solut, budgeting and costing, enablement, inculcating change and adaptation of best practices.
 

MINIMUM REQUIREMENTS
Education & Relevant Experience:    

⎯    Master’s Degree with at least 8-10 Years of Relevant Experience 
⎯    Experience of Leading 2 to 3 Digital Implementation Project
⎯    Hands on Experience of ERP such as SuccessFactors, SAP, etc
 

AREAS OF RESPONSIBILITY

Stakeholders Management
⎯    Liaison between HR Digitalization Stakeholders to formulate the HR Digitalization Strategy
⎯    Identification and Implementation of Best Adaptable Practices 
⎯    Coaching and guidance to Internal Stakeholder and HR Leadership on Change and/or adaptation of best practices
⎯    Collaborate with HR Leadership on Digitalization Roadmap
⎯    Influence and Negotiate IT Leadership on Delivery Timelines
⎯    Coordinate with External Vendors and Consultants for identification of best solutions
⎯    Develop a continuous visibility of efforts to the HR Leadership for System Betterment and initiatives.

HR Digitalization Strategy and Roadmap
⎯    Continuous Research and Development on Possible Digital Interventions to strengthen the digitalization landscape.
⎯    Evaluation of Technological Products (in-house and ex-house).
⎯    Evaluate / Prioritize and Deliver Yearly Projects related to HR Digitalization Landscape. 
⎯    Lead and prepare the yearly calendar for digital interventions and projects.
⎯    Lead and manage external projects and ensure timely delivery with desired ROI.
⎯    Ensure effective Project Documentation and relevant HOD approval on Projects.
⎯    Lead S4HANA / SuccessFactors and other ongoing strategic implementations

Change Management
⎯    Define a proper guideline for Change Management on all initiatives of HR Department
⎯    Lead to ensure effective Change Management at all levels.
⎯    Adapt a proactive approach to Onboard Leadership on Organizational Change
⎯    Device a guideline to inculcate change at all the levels of organization through different tools, i.e. tutorials, workshops, sessions, etc.
⎯    Identification and Adaptation of best practices that may bring ease in processes with consistent experience.

Quality Assurance
⎯    Evaluation of Service Deliveries based on defined protocols and standards.
⎯    Lead the identification of TAT Breaches of Tickets as well as hybrid processes.
⎯    Devise a mechanism to conduct quarterly Quality Assurance of Services delivered through PCD and PC Stakeholders.
⎯    Supervise and lead Quantitative as well as Qualitative Analysis 
⎯    Identification of Gaps and mitigation plan with relevant stakeholders

Decibel & TIS Management
⎯    Lead and supervise the overall operations of Decibel and TIS with maximum automation and transparency.
⎯    Ensuring enablement of effective mechanism for employee attendance tracking through machines or Geofence 
⎯    Influence and negotiate with Decibel / HRSG on best possible outcome and solution.
⎯    Identify and Propose TIS Policy upgrades for effective change at organization.

xECM & HR Records Management
⎯    Lead to ensure a balance between Physical and Digital Record of Employee Personal Files.
⎯    Lead to influence onboarding to provide timely EPF of new joiners, both physically and digitally.
⎯    Lead to certain vendor support through a signed AMC for xECM.
⎯    Lead to equip HR Records team with right set of hardware, software, utilities etc.
⎯    Lead effective implementation of Data Retention Policy
⎯    Lead effective movement of EPF to Warehouse

Team Development and Management
⎯    Develop Skillset within a team to reduce dependency on external vendors as well as IT Department
⎯    Coach and Guide Team members on personality trait development.
⎯    Enhance and upbring team exposure to senior leadership.
⎯    Ensure effective succession and back-up for critical positions.
⎯    Continuous Team Engagement
 

KNOWLEDGE

⎯    SuccessFactors
⎯    SAP S4HANA
⎯    Decibel / TIS Operations
⎯    xECM / HR Records Operations
⎯    Managing Diverse Workforce
⎯    Technical Drafting / Documentation Writing
⎯    Quality Assurance Mechanism / Models
⎯    Data Analytics
⎯    Change Management Methodologies
⎯    Project Management Methodologies

SKILLS

    Ability to Influence
    Excellent Communication & Presentation
    Tech Savvy
    Self-Awareness
    Agility    

KE provides equal employment opportunity (EEO) to all persons regardless of age, color, origin, physical or mental disability, race, religion, creed, gender, marital status, status with regard to public assistance or any other characteristic protected by federal, state or local laws.