Senior Manager, HR IT

Workplace Type: Hybrid - Remote/Onsite

Posting End Date: 23 April 2024

Founded in 1921 and publicly traded since 1925, Newmont ) is one of the largest gold companies in the world. Headquartered in Denver, Colorado, the company has approximately 24,000 employees and contractors, with the majority working at Newmont's core operations in the United States, Australia, Ghana, Peru and Suriname. Newmont is the only gold company listed in the S&P 500 index and in 2007 became the first gold company selected to be part of the Dow Jones Sustainability World Index. Newmont's industry leading performance is reflected through high standards in environmental management, health and safety for its employees and creating value and opportunity for host communities and shareholders.

The Senior Manager, HT IT, bears overall responsibility for architecting and supporting the technology stack that supports our global HR systems footprint. Incumbent will be the primary liaison and partner to the HR business unit leveraging technical knowledge and leadership to drive improvements in business processes and technology solutions in SAP SuccessFactors and other HR technology products. This person must have a strong combination of business and technical acumen including demonstrated competency across SFSF modules. This person must be a self-starter, change agent and exceptional problem solver with a deep understanding of project controls and project management best practices.

Strategic

• Work with business partners on opportunity assessment/proof of concept investigations as a key input into future business optimization projects.
• Conduct a discovery of new features and changes to existing features released in the technical solution stack latest versions and assess the impact on processes and plans to implement them
• Review, develop, optimize and modify currently developed processes, define and implement new processes like portfolio prioritization, dashboards and user defined reports
• Understand HR business strategy, technology, processes and data to drive efficiency and effectiveness across HR processes
• Maintain key relationships with key stakeholders on future platform and functionality requirements and keep them informed on tech or process changes when relevant
• Lead the implementation of HR systems including role based permissions and SOX audits
• Deal effectively with ambiguous and unstructured problems and situations
• Anticipate stakeholder needs and develop and discuss potential solutions

Tactical

• Work with business partners on small enhancements or larger projects to resolve process issues or meet new business requirements while maintaining SAP best practice approach to reduce custom code
• Coordinate with all stakeholders, gather new requirements and enhancement to existing processes and add or enhance functionalities in the technical stack
• Perform analysis and functional and/or technical design and estimate solution for implementation while coordinating with technical/development resources.
• Move easily from big picture thinking and managing relevant detail
• Oversee and manage multiple parallel projects, risk identifications, mitigation and cost control
• Operational
• Prioritize work of direct reports and oversee the quality and appropriateness of the work performed
• Manage SFSF release notes to identify functionality to improve or enhance the existing solution with targets such as increased productivity, reduced independence or manual data entry, enhanced end user experience, reduced cycle times etc.
• Resolve and/or facilitate resolution of problems including identifying cause to prevent re-occurrence. Identify and resolve business issues, escalate issues when appropriate
• Prepare unit test plans, system test plans and integration test plans to test capital management processes, reports and integrations
• Troubleshoot production issues and conduct root cause analysis.
• Ensure adherence to all internal/external audit and SOX IT controls related to project management processes and systems

The above duties and responsibilities are representative of the nature and level of work assigned and are not necessarily all-inclusive.

Knowledge:

• Bachelor's (undergraduate) degree in computer science, information systems or equivalent is required
• Demonstrated knowledge of SAP SFSF Employee Central
• Expert Level Knowledge of SFSF modules PM, GM, LMS, Compensation, Onboarding and Recruitment
• Knowledge of project controls and project management best practices
• Applicant is required to have a strong architecture, analytics, development and Mobile background

Experience:

• Minimum 15 years of experience designing and delivering and supporting large scale distributed systems
• 15 years of HR and IT experience
• SAP Success Factors experience of 10+ years. Experience 5+ full implementation of Compensation module, 5+ full implementation of PM & GM module of SuccessFactors, 5+ Full implementation of LMS module of SuccessFactors. 5+ full implementation of Recruitment and On-boarding modules of SuccessFactors.
• 3+ years of integration with Ob-boarding and LMS.
• 2+ full integration with Compensation, PM & GM, Succession.
• 2+ years of experience as team lead for Production Support team.
• Extensive experience in implementing and configuring SAP SuccessFactors, from planning and configuration through go-live.
• Must have payroll functional knowledge and a strong understanding of the integration points
• Detailed knowledge of SuccessFactors integration points with one or more third party tools such as payroll, time management and/or expense reporting solutions required
• HR data migration experience from various platforms and translation to SuccessFactors modules
• Familiarity with SaaS solutions, such as Concur and their integration points with SuccessFactors
• PMP Certification
• Mining, construction, utilities or other heavy industry experience is preferred.

Skills and Abilities:

• Success Factors LMS (must have)
• Success Factors Recruitment (must have)
• Success Factors On-Boarding (must have)
• Success Factors PM & GM (must have)
• Success Factors Compensation (must have)
• Success Factors Succession (must have)
• Scrum Master/PMP (Certification is strongly recommended)
• Effective in gathering requirements from the business users, know the appropriate SuccessFactors options and be able to strongly articulate the pros and cons associated with each option
• Must have strong business acumen. Can articulate technical concepts to an executive audience
• Highly collaborative with ability to work well and interact with various departments throughout the organization
• Excellent leadership skills, with the ability to generate stakeholder buy-ins and lead through influence at a senior management level
• Strong verbal and written communication skills and ability to translate complicated concepts to non-technical audience
• Ability to think through concepts, to engineering, to implementation to support
• Ability to adapt rapidly changing priorities and work through ambiguities
• Strong interpersonal and communications skills, excellent collaboration and teaming skills with multiple groups, effective time management and multi-tasking skills, self-starter behavior
• Creative thinking and problem solving, including logical and structured decision making
• Collaboration, teamwork, negotiation, influence and relationship building skills at all levels with internal and external parties. Demonstrate an ability to influence business leadership and executives.
• Facilitation and consulting skills
• Advanced analytical and problem solving skills
• Customer engagement and conflict resolution skills

• The position will be located in US or Australia.
• Position may be required to travel to, and assist other domestic and international sites.

We understand no candidate will meet every single desired qualification. If your experience looks a little different from what we've identified and you think you can bring value to the role, we'd love to learn more about you

The salary range offered for this role is USD $120, ,070. The salary range is tied to the Colorado market for jobs performed in Colorado. The salary offer to the successful candidate will be based on job-related education, training, and/or experience. The salary offer will not be based on a candidate's salary history at other jobs, and by law, Newmont will not seek information about salary history, and candidates should not share such information with Newmont.

This role will be eligible for participation in a discretionary annual bonus program, pursuant to which an employee may be awarded a percentage of their salary based on the company's performance and their own individual performance.

Newmont offers a competitive and inclusive benefits package to support physical, mental, financial and emotional wellbeing. This role will be eligible for the following benefits: Medical, prescription drug, dental, and vision insurance; flexible spending accounts; health savings accounts; life and accidental death and dismemberment insurance; short and long-term disability; defined benefit pension; 401(k) program with company match; financial planning; employee assistance program (EAP); wellbeing reimbursement program; adoption assistance; tuition reimbursement; paid holidays and paid time off; paid family leave; matching gifts; and discounts on home, auto and pet insurance. All bonuses and benefits are subject to the applicable eligibility and program/plan terms and may be modified or terminated at Newmont's sole discretion.