Qureos Mentor

Georgia System Operations Corporation

<div>Position Summary:
The Senior Analyst, HR Technology, is responsible for supporting the design, configuration, testing, and implementation of HR technology solutions to meet the evolving needs of the organization. Reporting to the Manager of SSA HR Technology, this role focuses on ensuring the effective operation of HR systems, maintaining data integrity, and delivering high-quality solutions that enhance the employee experience.
This position plays a key role in executing HR technology projects and system enhancements, working closely with HR stakeholders to ensure systems meet functional requirements and organizational goals. The organization's Human Capital Management (HCM) system is Infor CloudSuite, and this role requires expertise in system configuration, troubleshooting, and data analytics. 
Position Duties/ Essential Functions:
HR Technology Support<ul><li>
Configures and maintains HR technology solutions, including the organization's Human Capital Management (HCM) system, Infor CloudSuite.</li></ul><ul><li>
Provides technical and functional support for system enhancements, including gathering business requirements, system testing, and troubleshooting issues.</li><li>
Ensures data integrity across HR systems by conducting regular audits and resolving data-related issues.</li></ul>
Process Improvement and Optimization<ul><li>
Assists in identifying opportunities to streamline processes and improve system functionality.</li><li>
Supports the implementation of automation and self-service capabilities to enhance the employee and manager experience.</li><li>
Recommends system configurations and workflows that align with organizational needs.</li></ul>
Project Coordination<ul><li>
Partners with the Manager of HR Technology to execute system changes and projects, including upgrades, enhancements, and implementations.</li><li>
Contributes to project deliverables by creating documentation, conducting system testing, and supporting change management activities.</li><li>
Collaborates with HR teams and other stakeholders to ensure project objectives and timelines are met.</li></ul>
Data Reporting and Analytics<ul><li>
Generates reports and dashboards to support HR decision-making, leveraging analytics to identify trends and system performance issues.</li><li>
Assists in establishing data governance standards to ensure compliance and accuracy.</li></ul>
Collaboration and Stakeholder Support<ul><li>
Serves as a point of contact for HR teams, employees, and managers to address system-related questions, issues, and requests.</li><li>
Collaborates with HR stakeholders, IT partners, and external vendors to implement and maintain HR technology solutions.</li><li>
Provides training and resources to end users to ensure successful adoption of system changes and enhancements.</li></ul>
Education
Essential: Bachelor's Degree
Experience<ul><li>
3-5 years of experience supporting HR technology systems, managing Tier I cloud-based Human Capital Management (HCM) systems (e.g., Infor CloudSuite, SAP SuccessFactors, Oracle HCM).</li><li>
Hands-on experience in system configuration, testing, and troubleshooting within an HR technology environment.</li><li>
Proficiency in HR processes such as payroll, benefits, talent acquisition, learning management, and performance management, with the ability to ensure system alignment with functional needs.</li><li>
Experience in generating reports and dashboards, with the ability to translate data into actionable insights.</li><li>
Prior experience collaborating with HR and IT teams to deliver system enhancements or solutions.</li></ul>
Equivalent Experience
4 years additional experience as outlined above
Skills<ul><li>
Strong knowledge of Tier I Human Capital Management (HCM) systems, with expertise in system configuration and functionality.</li><li>
Excellent problem-solving skills and attention to detail, with the ability to troubleshoot system issues and identify root causes.</li><li>
Effective communication and collaboration skills to work with cross-functional teams and provide support to end users.</li><li>
Strong analytical and data management skills.</li><li>
Familiarity with HR system compliance, data privacy, and governance best practices.</li><li>
Ability to manage multiple tasks and priorities in a dynamic, fast-paced environment.</li></ul> 
Licenses/ Certifications
Preferred: Project Management Professional</div>

Senior Analyst, SSA HR Technology

<div>Position Summary
The Manager of SSA HR Technology is responsible for overseeing the design, configuration, implementation, and ongoing support of HR technology solutions to meet the evolving needs of the organization. This role ensures the effective operation of HR systems and tools while collaborating with stakeholders across Shared Services Administration departments and the Family of Companies HR to align technology solutions with business goals.
A key responsibility of this role is to develop, manage, and maintain a strategic HR Technology roadmap that provides a clear, forward-looking view of ongoing and upcoming initiatives. The roadmap ensures alignment with organizational priorities, improves transparency, and enables proactive planning to meet the evolving needs of the workforce.
This position plays a key role in executing the HR Technology strategy by identifying opportunities for process improvement, optimizing existing systems, and supporting the successful delivery of new initiatives. The organization's Human Capital Management (HCM) system is Infor CloudSuite, and expertise in HR systems, data management, and project coordination is leveraged to ensure the organization's HR technology ecosystem operates efficiently and supports the achievement of broader business objectives.
HR Technology Management<ul><li>
Oversees the configuration, implementation, and maintenance of HR technology solutions, including the organization's Human Capital Management (HCM) system, Infor CloudSuite.</li><li>
Develops and manages a rolling HR Technology roadmap, typically spanning 4-6 quarters, to provide visibility into current initiatives, planned projects, and long-term strategies. Ensures the roadmap reflects organizational priorities, available resources, and evolving business needs</li><li>
Collaborates with department leaders, subject matter experts, and key stakeholders to understand business needs and translate them into system requirements, functional designs, and actionable solutions.</li><li>
Manages the full lifecycle of system changes, including design, configuration within the HCM, testing, and validation to ensure functionality aligns with business needs.</li><li>
Oversees the deployment of changes into production, ensuring systems operate as intended and meet organizational goals.</li><li>
Monitors and resolves system issues, coordinating with relevant teams to ensure consistent performance and user experience.</li></ul>
Process Improvement and Optimization<ul><li>
Identifies opportunities to streamline processes and enhance system functionality to improve efficiency and effectiveness across Shared Services Administration departments and the Family of Companies HR teams.</li><li>
Recommends and implements HR technology solutions that improve automation, reduce manual processes, and enhance the overall employee experience by leveraging manager and employee self-service capabilities.</li><li>
Drives the adoption of innovative technology to enable HR process optimization and ensure systems support the organization's goals for accessibility, ease of use, and scalability.</li></ul>
Project Coordination<ul><li>
Leads the planning and execution of HR technology initiatives, ensuring they align with HR strategic priorities and deliver measurable value to employees, managers, and the organization. Works closely with HR leaders, functional teams, and other stakeholders to define project objectives, scope, and success criteria.</li><li>
Develops project plans, defines timelines, and coordinates resources to ensure successful execution of system enhancements, upgrades, and new implementations.</li></ul>
Team Leadership and Development<ul><li>
Leads and develops HR Technology team members, fostering a collaborative and innovative environment.</li><li>
Assigns workflows, monitors team performance, and provides coaching and support to ensure the delivery of high-quality HR technology solutions and services.</li></ul>
Education and Experience<ul><li>
Bachelor's degree in a related field or equivalent work experience.</li><li>
5-7 years of experience managing Tier I cloud-based Human Capital Management (HCM) systems (e.g., Infor CloudSuite, SAP SuccessFactors, Oracle HCM).</li><li>
Proven experience in configuring and maintaining HR systems, including designing solutions, testing, and ensuring successful implementation in production environments.</li><li>
Demonstrated success in leading HR technology projects, including system upgrades, implementations, and improving workflows to enhance employee and manager self-service functionality.</li><li>
Strong understanding of HR processes such as payroll, benefits, talent acquisition, learning management, and talent development to ensure systems align with business needs.</li><li>
Leadership experience in managing and developing HR technology teams, fostering collaboration, and driving innovative solutions.</li><li>
Effective collaboration with cross-functional stakeholders, including HR leaders, IT teams, and external vendors, to implement and maintain HR technology solutions.</li></ul> 
Equivalent Experience
4 years additional experience as outlined above
Skills<ul><li>
Deep knowledge of Tier I Human Capital Management (HCM) systems, preferably Infor CloudSuite, including system configuration, functionality, and optimization.</li><li>
Strong analytical skills with the ability to translate business needs into functional system designs, workflows, and actionable solutions.</li><li>
Expertise in HR processes such as payroll, benefits administration, talent acquisition, learning management, and performance management.</li><li>
Project management capabilities, including managing timelines, coordinating resources, and ensuring successful delivery of HR technology initiatives.</li><li>
Effective communication and collaboration skills to work with stakeholders across all levels of the organization and build strong partnerships.</li><li>
Familiarity with data governance, compliance standards, and best practices for reporting and analytics within HR systems.</li><li>
Leadership competencies, including the ability to motivate, develop, and guide teams to deliver innovative HR technology solutions.</li></ul>
Licenses/ Certifications
Preferred: Project Management Professional</div>

Manager, SSA HR Technology

<div>POSITION SUMMARY:
Reporting to the Sr. Director of Total Rewards, the Director of Compensation provides strategic leadership in the design, implementation, and management of innovative compensation programs for an electric utility organization within a shared services environment. This senior leadership role is responsible for shaping the organization's compensation philosophy and strategy to drive business success, attract top talent, and foster employee retention and engagement.
As a trusted advisor to HR leadership, finance, and executive management, the Director serves as the organization's subject matter expert on all aspects of compensation, ensuring programs are competitive, equitable, scalable, and aligned with business objectives. This role includes oversight of executive compensation, incentive design, and pay equity analysis, as well as ensuring compliance with internal policies and regulatory requirements.
The Director leads cross-functional initiatives, drives continuous improvement, and plays a critical role in shaping workforce strategies through data-driven insights and collaboration. As a key leader, this position has direct accountability for influencing decision-making at the highest levels of the organization, contributing to long-term strategic planning, and ensuring the alignment of compensation practices with the organization's mission and values. 
JOB DUTIES
<ul><li>Strategic Leadership</li><li>
Program Oversight and Governance</li><li>
Collaboration and Stakeholder Engagement</li><li>
Data Analysis &amp; Reporting</li><li>
Process Improvement &amp; Technology</li></ul>
REQUIRED QUALIFICATIONS:
Education<ul><li>
Bachelor's degree in Human Resources, Business Administration, Finance, Economics, or a related field is required.</li><li>
Master's degree in Business Administration (MBA), Human Resources, or a related field is preferred.</li></ul> 
Experience<ul><li>
10+ years of progressive experience in compensation, total rewards, or a related field, with a proven track record of designing, implementing, and managing complex compensation programs.</li><li>
5+ years of leadership or senior-level experience in compensation, including direct oversight of compensation strategy, executive compensation, and incentive plan design.</li><li>
Demonstrated experience collaborating with executive leadership and presenting to boards or compensation committees.</li><li>
Experience working in a shared services, large enterprise, or multi-business unit environment is strongly preferred.</li><li>
Experience leading or influencing cross-functional teams and mentoring staff, even in a matrixed or indirect reporting structure.</li><li>
Proven ability to manage compensation-related compliance with federal, state, and local regulations, including FLSA, pay equity, and reporting requirements.</li></ul>
Licenses, Certifications and/or Registrations
Certified Compensation Professional-CCP preferred
Specialized Skills:<ul><li>
Strategic Thinking: Demonstrated ability to develop and execute a comprehensive compensation strategy that aligns with organizational goals and industry best practices.</li><li>
Leadership and Influence: Strong leadership presence with the ability to influence and collaborate effectively with executives, senior leaders, and cross-functional stakeholders.</li><li>
Technical Expertise: Deep knowledge of compensation principles, including salary structures, job evaluation methodologies, incentive design, market benchmarking, and pay equity analysis.</li><li>
Data Analysis and Decision-Making: Advanced analytical skills, with the ability to interpret complex data, generate actionable insights, and present findings clearly to diverse audiences, including executive leadership and boards.</li><li>
Knowledge of Regulations: Comprehensive understanding of compensation-related laws and regulations (e.g., FLSA, OFCCP, pay equity, state-specific wage laws).</li><li>
Project Management: Strong organizational and project management skills, with the ability to manage multiple priorities, meet deadlines, and deliver results in a fast-paced environment.</li><li>
Technology Proficiency: Proficient in the use of compensation management systems, HRIS platforms (e.g., Workday, Oracle, SAP), and advanced Excel. Familiarity with analytics and reporting tools (e.g., Tableau, Power BI) is a plus.</li><li>
Communication Skills: Exceptional written, verbal, and presentation skills, with the ability to communicate complex concepts clearly and persuasively to various audiences.</li><li>
Collaboration and Teamwork: A team-oriented mindset with the ability to build strong relationships across all levels of the organization, including HR, finance, legal, and business unit leaders.</li><li>
Change Management: Experience leading process improvements and driving organizational change in compensation practices</li></ul></div>

Director Compensation

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Georgia System Operations Corporation

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Senior Analyst, SSA HR Technology

Manager, SSA HR Technology

Director Compensation