HR Administration Specialist

at  Abbott Laboratories

REQUIREMENTS

• Associate’s degree with 3 years of relevant work experience, (or 5 years of relevant work experience without a college degree).
• Relevant work experience in a shared service center or contact center
• Languages: Proficiency in English (spoken and written).
• Excellent telephone, written and verbal communications skills necessary.
• Expert knowledge in HR service technology tools such as ticket management system (i.e. Zendesk) and HCM, i.e. SAP or Workday.
• Human Resources, Customer Services and Project Management experience a plus.
• Competencies Needed: Analytical thinking, Process Improvement, Project Management Support, Self-Directed, Resourceful, Problem Solving, Time Management, Relationship Builder, Multitasker, Emotional Intelligence, Attention to detail.

• Analytical/Critical Thinking: ability to assess and identify data and inputs from multiple sources, effectively assess impacts, understand interdependencies, and proactively work to solve for or mitigate challenges
• Continuous Improvement: listen, gather, and identify process improvement opportunities to address customer needs and drive internal process efficiencies
• Project Management; focus on excellence in GCA (Global Compensation Administration) activities. Promotes the satisfaction of the customers (Abbott employees and managers) of the organization aligned to Global HR Services (GHRS) vision and Pillars. Also Drives the adoption of the GHRS concierge model.
• Self-Directed: Responsibility for managing priorities as well as assigning and prioritizing work of other team members; issue and escalation management and recovery, initiating process improvements; accountable for project outcome and deliverables
• Operational Excellence: Initiative and proactiveness to move into further specialization and becoming an expert in a field or to further develop leadership skills; Works with peers in own GCA function and collaborating with HRSC, PCs, BHR, and Finance; Failure to achieve results, erroneous decisions and recommendations can cause adverse impacts to employees, projects, or programs.
• Collaboration: Shares workload across a global network of service centers and GHRS peers in a matrixed structure; trusted partner of practice center partners. Support associates/ specialists to troubleshoot and resolve customer escalations by partnering with Service Center Colleagues, others GHRS colleagues or Practice Centers, BHR, Payroll, ER and/or Legal. Identifies process and service gaps, roadblocks to quality customer service and program management
• Adherence to Compliance: Promote a compliance team mindset. Follows program processes and protocols per established guidelines, raises red flags