Business Transformation Senior Manager

at  Capgemini

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 3 years of practical project experience in the field of HR 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 environment, with extensive experience in HR process design, optimization, and transformation. We expect in-depth knowledge of HR technology and systems and a strong understanding of HR 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 self-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 problem-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).
• A Senior HR Business Transformation Manager plays a critical role in shaping HR functions to drive organizational success, improve employee experiences, and ensure compliance. They help organizations maximize the value of their HR processes, making them more efficient, effective, and aligned with strategic objectives.

• Process Assessment: Conduct comprehensive evaluations of existing HR processes, identifying strengths and weaknesses.
• Process Design: Develop and design efficient and scalable HR 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, user-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.