IT Manager - HCM Implementation

Job description

Greetings from Visteon! Adding a job description for your reference. **Manager, IT BRM (HR)** **Job Description - Mission of the Role** This is a hands-on leadership role for a practitioner who understands HR from the inside out. The Manager, IT BRM (HR) serves as the primary technology partner to the HR function – someone who can sit in a compensation review or a talent calibration session, understand what’s being discussed, and translate that directly into system solutions. You will own the full HR technology stack, drive implementations, lead a small team of IT professionals, and act as the trusted advisor who bridges the gap between people strategy and technology execution. **Qualifications & Technical Skills** - Bachelor’s degree in Information Technology, Computer Science, Business Administration, or related field; Master’s degree preferred. - 7+ years of progressive IT experience with at least 4 years in a hands-on HR technology role – configuring, implementing, and supporting HCM platforms (Workday, SAP SuccessFactors, Oracle HCM, DarwinBox, or equivalent). - Demonstrated functional HR knowledge across at least three domains: talent acquisition, core HR/HRIS,  compensation & benefits, payroll, learning & development, or workforce management. - Proven track record of personally leading end-to-end HCM implementations or major module rollouts in a global, multi-country environment. - Strong project and program management skills; PMP or equivalent certification preferred. - Hands-on experience with HR system integrations, middleware (e.g., MuleSoft, Dell Boomi), and HR data reporting/analytics tools. - Familiarity with HR compliance requirements (e.g., GDPR, pay equity regulations, statutory reporting) and how they translate into system configuration. - Up-to-date knowledge of HR technology trends including AI-driven talent tools, skills-based workforce management, and HR process automation (RPA/AI). - Exceptional communication skills with the ability to engage credibly with HR business leaders and translate operational HR needs into actionable technical solutions. - Continuous improvement mindset (LEAN/Agile) with a track record of simplifying HR processes through technology. **Key Accountabilities / How You Will Spend Your Days** **Hands-On HR Technology Delivery** - Serve as a subject-matter expert and active practitioner on core HCM platforms (e.g., Workday, SAP SuccessFactors, Oracle HCM, DarwinBox) - Lead and personally contribute to HCM transformation projects – from blueprint and design workshops through configuration, UAT, cutover, and hypercare – with direct accountability for system quality. - Own end-to-end HR technology processes across the employee lifecycle: talent acquisition, onboarding, compensation, benefits, payroll, learning & development, performance management, and offboarding. - Perform business process analysis alongside HR stakeholders, documenting current-state workflows, identifying gaps, and designing improved future-state configurations. **Deep HR Functional Partnership** - Partner with HR Business Partners, Total Rewards, Talent Acquisition, L&D, and Payroll teams – attending functional meetings, understanding operational pain points, and proactively proposing technology solutions. - Act as the primary escalation point for HR system issues; investigate root causes, engage vendors as needed, and drive resolution with urgency and transparency. - Translate HR policy and regulatory changes (e.g., pay equity, compliance reporting, new benefit structures) into system requirements and actionable configuration changes. - Champion data integrity across HR systems – establishing data governance standards, audit routines, and remediation processes in collaboration with HR operations teams. - Support workforce analytics by ensuring HR data structures, reporting hierarchies, and BI integrations are accurate, timely, and meaningful for HR and business leaders. **Project & Portfolio Management** - Manage the HR IT project portfolio with discipline: scope definition, resource planning, risk management, status reporting, and stakeholder communication – keeping projects on time, within budget, and delivering measurable outcomes. - Define and maintain a rolling HR technology roadmap, prioritizing investments based on business value, HR strategy alignment, and total cost of ownership. - Conduct rigorous cost-benefit analyses for new system investments, upgrades, and vendor decisions, presenting clear business cases to IT and HR leadership. - Lead post-implementation reviews to capture lessons learned and continuously improve delivery practices. **Vendor & Contract Management** - Own vendor relationships for HR technology platforms and third-party integrations – managing SLAs, escalating performance issues, and negotiating contract renewals with a value-for-money mindset. - Evaluate new HR technology vendors and solutions with structured RFP/RFI processes, personally assessing demos and conducting reference checks to make informed recommendations. **Team Leadership & Capability Building** - Lead and mentor a team of HR IT analysts and developers, providing technical guidance, code/configuration reviews, and career development support. - Build team capability in HR functional knowledge alongside technical skills – ensuring the IT team understands what HR does, not just how the system works. - Foster a culture of continuous improvement, psychological safety, and learning from both successes and failures. **Technology Innovation & Process Improvement** - Stay current with HR technology trends – AI-driven talent intelligence, skills-based workforce tools, RPA, and employee experience platforms – and pilot relevant innovations in a structured, value-focused way. - Identify and lead process automation opportunities across HR operations, reducing manual effort and improving data accuracy. - Drive adoption of deployed tools through targeted training, user