Human Resource Information Systems (HRIS) Manager

at  Ackermans

We are looking for a dynamic and experienced Human Resource Information Systems (HRIS) Manager to lead the administration and optimisation of our HR technology solutions. The HRIS Manager will be responsible for overseeing the implementation, maintenance, and continuous improvement of our HR Information Systems to support the organisation’s HR and business objectives.
Additionally, the HRIS Manager will be responsible for leading project management, design, configuration, integration and testing of HR Software applications across HR and Payroll and also, the integration of HR systems across other system platforms in the Organisation.
The HRIS Manager will also be responsible for maintaining relationships and contracts with external IT Business Partners and service providers.
We are a fully in-office team. This role is based at our Support Centre in Kuils River, Cape Town.

SKILLS REQUIRED:

• Excellent analytical, organisational and planning skills.
• Excellent written and verbal communication skills.
• Ability to translate technical information to a non-technical audience and vise versa.
• The ability to be resilient and maintain high levels of drive and initiative under pressure.
• Ability to handle multiple projects and tasks simultaneously.
• Presentation and facilitation skills.
• Excellent systematic, logical & strategic thinking skills.
• Strong customer-service orientation and networking skills (cross functionally).
• Ability to conduct total cost of ownership studies and project proposals.
• Understanding the impact of POPIA on how HR data is stored and disseminated.

• Develop an HRIS strategy or roadmap in Support of the Company, Systems and HR strategies.
• Enhance the Phadima employment journey through the implementation of a natively mobile-first capability where transactional HR services and information can be accessed and actioned by all 3 user groups:
• HR Functional Users
• Line Manager
• Phadimas
• Work closely with all HR Process owners to ensure the automation of all transactional HR activities.
• Gaps in terms of business needs and HRIS capability must documented and solutions must be proposed/implemented to bridge or mitigate these gaps.
• For HR & Payroll system changes or projects, the following processes must be managed:
• An impact assessment if the need arises, as determined via JAD sessions.
• Changed or projects must be assessed and accurately scoped.
• Analyse change request viability - risk, benefit & gap analysis between the ‘as is’ and the “to be” situation.
• Determine system or process change & present options to users.
• Research and development of new innovative HR solutions.
• Develop & document functional specifications of all changes, including process flows.
• Ensure that the SDLC is followed (Systems Development Life Cycle).
• Submit solution for approval to stakeholder (HR Process owner).
• Project costing is obtained and analysed.
• Compliance with approval framework.
• Setting up of project or tasks and tracking it on Jira.
• Creating a training plan and ensuring that end users are trained on the new applications.