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Smurfit Westrock

<div><div><b>The opportunity:</b></div><div></div><p><br>
As Senior Talent Acquisition Partner, you will work directly with functional hiring managers, business stakeholders as well as Smurfit Westrock&rsquo;s HR teams to establish the recruitment strategies that will enable us to attract and hire exceptional talent. Additionally, you will serve as a first line ambassador to candidates by filtering, screening, and actively engaging talent. We are looking for a candidate with exceptional recruitment expertise, who will contribute creativity and thought leadership to developing the right sourcing and recruiting solutions to support the hiring agenda. If you are an experienced Talent Acquisition professional with a deep passion for delivering excellence at every level, strategy and execution, and are looking for a unique opportunity to showcase your capabilities in a business that is growing and transforming, this could be the role for you!</p><div><b>
How you will impact Smurfit Westrock:</b></div><div></div><div><br>
<ul><li>
Utilize pipelining/direct sourcing techniques and full cycle recruiting knowledge to proactively source and engage candidates</li><li>
Serve as an external employment market expert, advising on trends and availability of talent in identified functions and markets, as well as hiring landscapes and recruiting practices of competitors</li><li>
Create and implement sourcing and recruitment strategies that will support the annual workforce plan and emphasize quality of hire, process efficiency, and candidate satisfaction</li><li>
Help to drive Smurfit Westrock&rsquo;s Diversity Hiring initiatives</li><li>
Establish effective partnerships with external organizations, agencies, and colleges</li><li>
Evaluate skill level, conduct efficient and professional interview process, and partner closely with HR Business Partners on compensation, offer, background check and onboarding</li><li>
Analyze and interpret recruiting data and internal recruiting performance metrics to recommend improvements to recruiting strategies</li><li>
Partner with HR and internal business leaders to help shape the direction of Smurfit Westrock&rsquo;s recruiting strategy by surfacing trends and driving impactful initiatives</li><li>
Communicate effectively across various teams including Smurfit Westrock Talent Acquisition leaders, hiring managers, and interview teams to share and exchange information regarding recruiting activity</li><li>
Manage candidates through Smurfit Westrock&rsquo;s hiring process, maintaining a focus on excellent candidate experience</li><li>
Strengthen Smurfit Westrock&rsquo;s core recruiting capabilities, address specific skill needs, and enhance the bench of talent</li></ul></div><div></div><div><b><br>
What you need to succeed:</b></div><div></div><div><br>
<ul><li>
Bachelor&rsquo;s Degree</li><li>
8-10 years&rsquo; experience recruiting in large complex global companies</li><li>
Experience recruiting for corporate functions such as Finance, Information Technology, HR, Legal, Communications, Performance Excellence among others</li><li>
Track record of recruiting for executive level roles such as Directors, Senior Directors and Vice Presidents</li><li>
Working knowledge of Federal compliance guidelines (i.e. OFCCP)</li><li>
Proven experience recruiting and presenting diverse candidate slates to promote an inclusive workplace</li><li>
Working knowledge of HR/TS tools and technologies and candidate tracking systems</li><li>
Ability to sift through our internal applicant pool and help streamline the internal recruiting process</li><li>
Proven experience with partnering with hiring managers and executives throughout the recruiting cycle</li><li>
Desire to act as an internal employee career advisor</li><li>
Ability to work within a fast-paced environment with urgency</li><li>
Strong attention to detail</li><li>
Possess exceptional oral and written communication skills</li><li>
Possess strong problem-solving, collaboration, relationship building, and business partnering skills</li><li>
Possess strong computer skills utilizing Microsoft Office applications (Excel, Outlook, PowerPoint)</li><li>
Experience managing and developing high performing teams</li></ul></div></div><p></p>

Senior Talent Acquisition Partner

The Home Depot

<div><p><i>Associate must reside within driving distance of one of the regions branch locations - Georgia, North Carolina, Tennessee, Virginia
</i></p><p></p><p><b>Position Purpose:</b></p><p>
The Services HR Manager is responsible for implementation of HR programs and processes, to maximize business performance and champion excellent Associate and Customer experience in designated regions. This role supports Home Depot Exteriors, Home Depot Interiors, Lead Generation and Core THD Services teams. The Services HR Manager provides council to General Regional Managers for HDE and HDI, Regional Core Services Managers and Territory Managers Lead Generation for their respective regions. Services HR Manager is an influential, courageous, knowledgeable and trusted HR business partner that drives effectiveness and success in areas of organizational effectiveness; talent planning; efficient staffing; policy compliance; learning and development; associates engagement; positive associate relations and career pathing across multiple Services organizations.</p><p><b><br>
Key Responsibilities:</b></p><ul><li>
30% Provides advice and council in general associate relations issues. Identifies breaches of culture and/or values that negatively impact workplace and addresses them. Gathers information and resolution for investigations. Ensures the same processes are followed in each business group.</li><li>
25% Effectively executes human resources programs that support the business and drives consistency in practice of HR SOPs and employment law. Drives consistency and best practices within multi-business client group.</li><li>
25% Assists with leadership &amp; associate development as well as performance management in assigned Services region. Educates on existing enterprise HR tools and facilitates training sessions to ensure ongoing development (New Leader Assimilations, 360 degree feedback, Servant Leadership, Open Door Policy Training, Selection).</li><li>
20% Acts as Associate Advocate, stays closely connected with client groups in the field through various of listening mechanisms such as: town halls, associate feedback surveys, round tables and exit interviews. In partnership with leaders, formulates solutions and action items to support positive associate experience.</li></ul><p><b><br>
Direct Manager/Direct Reports:</b></p><ul><li>
This position reports to the Divisional HR Manager - Services.</li><li>
This position has 0 direct reports.</li></ul><p><b><br>
Travel Requirements:</b></p><ul><li>
Typically requires overnight travel more than 50% of the time.</li></ul><p><b><br>
Physical Requirements:</b></p><ul><li>
Most of the time is spent sitting in a comfortable position and there is frequent opportunity to move about. On rare occasions there may be a need to move or lift light articles.</li></ul><p><b><br>
Working Conditions:</b></p><ul><li>
Located in a comfortable indoor area. Any unpleasant conditions would be infrequent and not objectionable.</li></ul><p><b><br>
Minimum Qualifications:</b></p><ul><li>
Must be eighteen years of age or older.</li><li>
Must be legally permitted to work in the United States.</li></ul><p><b><br>
Preferred Qualifications:</b></p><ul><li>
4 to 6 years of experience in Human Resources is preferred.</li></ul><p><b><br>
Minimum Education:</b></p><ul><li>
The knowledge, skills and abilities typically acquired through the completion of a high school diploma and/or GED.</li></ul><p><b><br>
Minimum Years of Work Experience:</b></p><ul><li>
5</li></ul><p><b><br>
Competencies:</b></p><ul><li>
Technical knowledge of Human Resources specialties including employment law, employee relations, management and organizational development, staffing, training and compensation.</li><li>
Written and verbal presentation &amp; facilitation skills including stand-up presentation skills. Effective communication skills.</li><li>
Problem solving and organization skills.</li><li>
Conflict management skills.</li><li>
Strong knowledge of Home Depot business processes.</li><li>
Experience or capability in supporting multi-business units from people programs perspective</li><li>
Strong Learning Agility</li><li>
Action Oriented (prioritizing needs from multiple business leaders)</li><li>
Ability to effectively drive change and strong results</li><li>
Process orientation</li><li>
Strong Business Acumen</li></ul></div><p></p>

Services Field HR Manager - Midsouth/South Atlantic Regions

<div><div><b>Specialist, HRBP &ndash; HR &amp; IT Support</b></div><div></div><div><b><br>
Why this role exists</b></div><div>
This role exists to provide consistent operational, analytical, and coordination support for the HRBP supporting North America HR and North America IT. The Specialist supports standardized HR processes, reporting, onboarding, and offboarding activities, and approval workflows for these client groups, helping ensure accuracy, consistency, and timely execution so the HRBP can focus on strategic advising, senior leader support, and culture integration in a post‑merger environment.</div><div></div><div><b><br>
Position Overview</b></div><div>
The Specialist, HRBP &ndash; HR &amp; IT Support, provides hands‑on support across HR operations, reporting, employee lifecycle processes, and cross‑functional coordination for the North America HR and IT populations.</div><div></div><div><br>
This role reports solid line into the Senior Manager overseeing the Employee Contact Center (ECC) and operates with a dotted‑line relationship to the Senior Manager, HRBP supporting North America HR and IT. Day‑to‑day work is aligned to the HRBP&rsquo;s priorities and client needs, while workload management, performance management, and escalation sit within the HR Ops/ECC reporting structure.</div><div></div><div><br>
The role focuses on executing defined processes, preparing data and materials, coordinating logistics, and tracking work in progress within established priorities and guidance.</div><div></div><div><b><br>
Core Responsibilities:</b></div><div></div><div><b><br>
Data, Reporting, and Insights</b></div><ul><li>
Prepare, validate, and maintain HR data across systems and recurring reports for NA HR and NA IT populations using established templates and processes.</li><li>
Run standard HR reporting,g including headcount, attrition, DEI metrics, promotions, and organizational chang.es</li><li>
Identify and escalate data discrepancies or issues for review</li><li>
Prepare Excel summaries and leadership‑ready views based on defined reporting standards</li><li>
Update and maintain PowerPoint slides for monthly, quarterly, and ad hoc updates</li><li>
Partner with HRIS and analytics teams to resolve data issues and improve report consistency</li></ul><div></div><div><b><br>
HR Process Execution and Tracking</b></div><ul><li>
Support execution of recurring HR processes such as performance cycles, merit planning support, audits, and organizational changes for HR and IT client groups</li><li>
Track timelines, inputs, approvals, and dependencies for assigned processes</li><li>
Maintain trackers and status updates and flag risks or issues. lays</li></ul><div></div><div><b><br>
Requisition and Promotion Process Support</b></div><ul><li>
Coordinate the requisition approval process for HR and IT roles in alignment with established guidelines and approval guard. rails</li><li>
Review requisition requests for completeness, required documentation, and alignment to standard criteria before routing for approval. proval</li><li>
Track requisition status, approvals, and changes, and maintain accuracy. records</li><li>
Support the promotion approval process by validating required inputs, documentation, and timing against established standards.</li><li>
Route promotion requests through appropriate approval channels and track outcomes.</li><li>
Escalate exceptions or potential misalignment with guidelines to the HRBP for review.</li></ul><div></div><div><b><br>
Onboarding and Offboarding Support</b></div><ul><li>
Coordinate onboarding and offboarding activities for HR and IT employees in partnership with HR Ops, IT, and managers.</li><li>
Schedule meet and greets, orientation sessions, and key stakeholder introductions</li><li>
Coordinate equipment and system access requests with IT and the relevant partner.s</li><li>
Support offboarding logistics, including equipment return coordination, system access removal requests, and documentation.n</li><li>
Schedule and administer exit interviews and ensure feedback is documented and routed appropriately</li></ul><div></div><div><b><br>
HRBP Enablement and Case Support</b></div><ul><li>
Prepare data, documentation, and timelines to support HRBP casework for HR and IT client groups.</li><li>
Draft initial summaries or fact packs based onthe provided direction</li><li>
Ensure records and decisions are documented accurately and consistently</li></ul><div></div><div><b><br>
Cross‑Functional Coordination</b></div><ul><li>
Coordinate with HR COEs, IT partners, and business stakeholders to gather inputs for reporting, onboarding, offboarding, requisitions, promotions, and standard HR processes.</li><li>
Help consolidate information and reduce duplication or rework</li><li>
Maintain shared templates, FAQs, and standard operating materials used across HR and IT populations</li></ul><div></div><div><b><br>
Continuous Improvement</b></div><ul><li>
Maintain trackers, templates, and checklists for repeatable HR work</li><li>
Suggest opportunities to improve clarity, consistency, or efficiency of existing processes</li><li>
Document process steps and updates as directed</li></ul><div></div><div><b><br>
What Success Looks Like</b></div><ul><li>
Data and materials are accurate and prepared according to established standards.</li><li>
Requisition and promotion requests for HR and IT roles are routed efficiently and documented consistently.y</li><li>
Onboarding and offboarding activities are coordinated smoothly and completed on time.</li><li>
Leadership materials are largely complete before HRBP review</li><li>
Assigned work is delivered on time with minimal rework</li><li>
The HRBP spends less time on administrative coordination, approvals tracking, and logistics</li></ul></div><div></div>

Spc, HRBP

<div><p><b>Position Purpose:</b></p><p>
Implements HR plans and programs to ensure the most effective utilization of human resources in assigned departments.</p><p><b><br>
Key Responsibilities:</b></p><ul><li>
Resolves general associate relations issues. Gathers information for investigations. Addresses turnover and looks for trends and problems. Identifies breaches of culture/values that impact workplace. Supports consistency in practice of SOP and employment law.</li><li>
Manages succession planning, management development and performance management in assigned area. Provides tools and facilitates meetings to ensure ongoing development (e.g., 360 degree feedback) and follow-up.</li><li>
Advises management on organization structure changes and decisions. Provides tools (climate surveys, town hall meetings, etc.) to drive cultural change.</li><li>
Provides and trains management on selection and staffing resources and tools. Raises awareness of diversity and methods to increase quality and diversity of candidate pool. May plan, coordinate and attend job fairs.</li><li>
Counsels and coaches management on business decisions related to personnel issues, leadership and management effectiveness.</li><li>
Represents HR in corporate wide initiatives. May conduct training classes on HR issues and associate orientations.</li><li>
May manage HR projects as required.</li></ul><p><b><br>
Direct Manager/Direct Reports:</b></p><ul><li>
Typically reports to a Human Resources Vice President or a Director of Human Resource..</li><li>
Generally has no direct reports but has on-going project management responsibility and may provide functional leadership to others who formally report to another manager. Senior HR Managers may have manager reports with a total staff of about five.</li><li>
Typically negotiates in a competitive or adversarial environment.</li><li>
Typically faces situations that have a variety of interpretations and require careful evaluation.</li><li>
Typically considers new approaches within general policies and short-term goals when solving problems.</li><li>
Typically, once given general assignments, determines priorities and defines what should be done and how to do it.</li></ul><p><b><br>
Travel Requirements:</b></p><ul><li>
Typically requires overnight travel less than 10% of the time.</li></ul><p><b><br>
Physical Requirements:</b></p><ul><li>
Most of the time is spent sitting in a comfortable position and there is frequent opportunity to move about. On rare occasions there may be a need to move or lift light articles.</li></ul><p><b><br>
Working Conditions:</b></p><ul><li>
Located in a comfortable indoor area. Any unpleasant conditions would be infrequent and not objectionable.</li><li>
Typically requires intermittent periods of concentration and focused attention using one or more senses of low intensity and short duration.</li><li>
Under constant pressure to continuously meet tight deadlines, demanding quotas and/or must regularly deal with difficult situations.</li></ul><p><b><br>
Minimum Qualifications:</b></p><ul><li>
Must be eighteen years of age or older.</li><li>
Must be legally permitted to work in the United States.</li><li>
Must be eighteen years of age or older.</li><li>
Must pass the Drug Test.</li><li>
Must successfully complete any required training or orientation courses.</li></ul><p><b><br>
Preferred Qualifications:</b></p><ul><li>
A Master's degree is preferred.</li><li>
Five to eight years experience in Human Resources is preferred.</li></ul><p><b><br>
Minimum Education:</b></p><ul><li>
The knowledge, skills and abilities typically acquired through the completion of a bachelor's degree program or equivalent degree in a field of study related to the job.</li></ul><p><b><br>
Minimum Years of Work Experience:</b></p><ul><li>
6</li></ul><p><b><br>
Competencies:</b></p><ul><li>
People management/supervisory experience (for Senior Managers).</li><li>
Technical knowledge of Human Resources specialties including employment law, employee relations, management and organizational development, staffing, training and compensation.</li><li>
Written and oral presentation skills including stand-up presentation skills.</li><li>
Flexibility, problem solving and organization skills.</li><li>
Coaching, counseling, negotiating and conflict management skills.</li><li>
Strong knowledge of Home Depot business processes.</li><li>
Project management skills.</li></ul></div>

Sr Manager Human Resources - Merchandising Services

<div><p><b>Position Purpose:</b></p><p>
The Sr. Manager, HR Consultant, will provide expertise and direction on change management, communication and human capital projects and strategies in support of Merchandising, Marketing, Online, Customer Contact Centers, and Customer Experience (MMOCCx). This role partners with the Human Resources Centers of Excellence at the SSC on designated projects, to ensure all HR resources are involved as needed, with the right timing and expertise to deliver an effective associate experience. For select enterprise initiatives, the incumbent will also lead program and change management aspects that impact MMOCCx business groups to ensure effective representation and implementation. The role serves as a change management champion to ensure program/process realization is achieved. The incumbent will be expected to provide subject matter thought leadership on HR processes and experience as well as deliver end-to-end solutions, successful change management, and identify measurable outcomes. This role provides objective and well-thought-out HR guidance by asking probing questions to drive alignment and create sustainable solutions.</p><p><b><br>
Key Responsibilities:</b></p><ul><li>
10% Agile Retrospective - Determines and documents project issues/risks and tracks timely mitigation/resolution At the completion of a project or project phase, captures key lessons learned and communicates to PMO and business. Effectively applies lessons learned in subsequent projects</li><li>
35% Business Partnership &amp; Assessment - By partnering with the business, gains a deep understanding of business needs and project outcomes in order to ensure value is realized via the people and change management components of the project</li><li>
20% Communication &amp; Collaboration - Ensures project information is communicated to key HR stakeholders and assists business and COEs in gathering data, building project timelines, and change management plans. Aids in selection of success metrics for proof of concepts, pilots, and rollouts</li><li>
35% Thought Leadership - Provides thought leadership to the creation of project plans and facilitates working sessions and key meetings to ensure all elements of the people experience are considered from Compensation, Talent Acquisition, Selection, Communication, Org Effectiveness, Change Management etc</li></ul><p><b><br>
Direct Manager/Direct Reports:</b></p><ul><li>
This Position typically reports to Sr. Director or Director of Human Resources</li><li>
This Position has 0-3 Direct Reports</li></ul><p><b><br>
Travel Requirements:</b></p><ul><li>
Typically requires overnight travel less than 10% of the time.</li></ul><p><b><br>
Physical Requirements:</b></p><ul><li>
Most of the time is spent sitting in a comfortable position and there is frequent opportunity to move about. On rare occasions there may be a need to move or lift light articles.</li></ul><p><b><br>
Working Conditions:</b></p><ul><li>
Located in a comfortable indoor area. Any unpleasant conditions would be infrequent and not objectionable.</li></ul><p><b><br>
Minimum Qualifications:</b></p><ul><li>
Must be eighteen years of age or older.</li><li>
Must be legally permitted to work in the United States.</li></ul><p><b><br>
Preferred Qualifications:</b></p><ul><li>
Demonstrated ability to collaborate and work effectively with cross-functional teams</li><li>
Demonstrated project management skills</li><li>
Ability to convey complex or technical ideas and processes in easy-to-understand terms to diverse audiences</li><li>
Excellent written and verbal communication skills</li><li>
Proven experience managing large cross functional scope projects</li><li>
Prior HR generalist experience</li><li>
Strong ability to story tell through data and Microsoft tools</li></ul><p><b><br>
Minimum Education:</b></p><ul><li>
The knowledge, skills and abilities typically acquired through the completion of a bachelor's degree program or equivalent degree in a field of study related to the job.</li></ul><p><b><br>
Preferred Education:</b></p><ul><li>
No additional education</li></ul><p><b><br>
Minimum Years of Work Experience:</b></p><ul><li>
8</li></ul><p><b><br>
Competencies:</b></p><ul><li>
Courage</li><li>
Manages Ambiguity</li><li>
Manages Complexity</li><li>
Collaborates</li><li>
Optimizes Work Processes</li><li>
Communicates Effectively</li><li>
Interpersonal Savvy</li><li>
Ability to effectively use data to problem solve and implement solutions</li><li>
Strong business acumen and curiosity to learn about business problems and find solutions</li><li>
Able to navigate effectively across multiple functions and manage competing demands</li><li>
Takes initiative and has a high sense of urgency, able to handle competing priorities with accuracy and efficiency while meeting deadlines</li></ul></div><p></p>

Senior Manager, HR Consultant

<div><p><b>The opportunity:</b></p><div>
To drive the strategic implementation and optimization of HR technology solutions across the region. This role is pivotal in implementing systems, structures, and governance to enhance HR processes, improving data integrity &amp; accuracy, and ensuring seamless integration of HR systems to support the organization&rsquo;s overall business objectives. By leveraging innovative HR technologies, the regional HRIS leader will foster a culture of continuous improvement, streamline HR operations, and enhance the employee experience. This position will collaborate closely with group HRIS team members and data governance requirements, regional HR teams, IT teams, and other key stakeholders to deliver efficient, effective, and user-friendly HR technology &amp; process solutions that align with the company&rsquo;s strategic goals.</div><div></div><p><b><br>
How you will impact Smurfit Westrock:</b></p><div><ul><li><b>
Strategic Planning:</b> Develop and execute the HR technology strategy aligned with the company&rsquo;s overall business objectives. Aligning with both group HR and regional HR, as well as the NA regional business requirements.</li><li><b>
System Implementation:</b> Lead the selection, design &amp; implementation, and maintenance of HR systems where necessary and in collaboration with the regional HRLT, Group HR technology leads, and regional IT leads, including HRIS, ATS, LMS, and other relevant platforms.</li><li><b>
Data Management:</b> Responsible for designing, implementing, and maintaining effective and consistent data management governance and processes across key systems. Oversee the management of HR data, ensuring accuracy, security, and compliance with data protection regulations.</li><li><b>
Process Improvement:</b> Identify opportunities to streamline HR processes through technology, ensuring efficiency and effectiveness. Aligning continuous improvement efforts with regional priorities and HR portfolio requirements</li><li><b>
Vendor Management:</b> In coordination with regional IT, manage relationships with HR technology vendors, negotiating contracts and ensuring service level agreements are met.</li><li><b>
Team Leadership:</b> Lead and mentor a team of HR technology professionals, fostering a culture of continuous improvement and innovation. Ensuring strong collaboration and alignment exists between the core process areas, the employee experience, and the IT organization.</li><li><b>
Stakeholder Collaboration:</b> Work closely with regional HRLT, regional IT, Group HRIS, and other departments to ensure seamless integration and adoption of HR technologies.</li><li><b>
Reporting and Analytics:</b> Leverage and partner with the global HR data CoE to develop and deliver HR metrics and analytics to support data-driven decision-making. Ensure the data collected meets proper governance and accuracy standards.</li></ul></div><div></div><p><b><br>
What you need to succeed:</b></p><div><ul><li><b>
Education:</b> Bachelor's degree in human resources, Information Technology, Business Administration, or a related field. A master's degree is preferred.</li><li><b>
Experience:</b> Minimum of 7-10 years of experience in HR technology or HRIS roles, with at least 3 years in a leadership position.</li><li><b>
Technical Skills:</b> Proficiency in HRIS, ATS, LMS, and other HR technology platforms. Strong understanding of data management and analytics.</li><li><b>
Leadership Skills:</b> Proven ability to lead and develop a team, manage projects, and drive change.</li></ul></div><div><ul><li><b>
Communication Skills:</b> Excellent verbal and written communication skills, with the ability to effectively collaborate with stakeholders at all levels.</li><li><b>
Problem-Solving:</b> Strong analytical and problem-solving skills, with a focus on continuous improvement.</li><li><b>
Certifications:</b> Relevant certifications such as SHRM-CP, SHRM-SCP, or PMP are a plus.</li></ul></div></div><div></div>

Sr. Director, HRIS

Mauser Packaging Solutions

<div>Position Summary
<p>The Oracle HCM Analyst provides functional support, configuration expertise, and process optimization for Mauser&rsquo;s Oracle HCM Cloud platform. This role partners closely with a primarily remote HR organization, ensuring smooth system operations across HR, Payroll, Benefits, and Recruiting processes.
<br>
The ideal candidate is detail-oriented, highly collaborative, and comfortable balancing day-to-day support with enhancement and project work.
</p>Key Responsibilities
<p>HR Support &amp; Remote Collaboration
</p><ul><li>Serve as the primary IT liaison for HR Business Partners, Recruiting, and HR Operations.
</li><li>Provide responsive support to remote HR users through Teams, email, and ticketing systems.
</li><li>Deliver virtual training, demos, and system walk-throughs for new features and process changes.
</li><li>Create clear documentation and user guides tailored to HR stakeholders.
</li><li>Manage HR-focused projects and enhancements, including coordination with Payroll teams.
</li><li>Partner with third-party vendors on system solutions and integration support.
</li></ul><p>Oracle HCM Cloud &ndash; Configuration &amp; Support
</p><ul><li>Support configuration, testing, and maintenance for modules such as Core HR, Payroll, and ORC.
</li><li>Troubleshot system issues, workflow errors, and data inconsistencies.
</li><li>Document functional requirements, configuration changes, and test results.
</li><li>Administer HCM security roles, data access, and periodic access reviews.
</li></ul><p>Reporting &amp; Data Quality
</p><ul><li>Build and maintain reports using OTBI, BI Publisher, and HCM Extracts.
</li><li>Assist HR partners with data audits and mass updates using HDL.
</li><li>Ensure high data quality and consistency across HRIS processes.
</li></ul><p>Quarterly Releases &amp; Enhancements
</p><ul><li>Participate in review, testing, and validation of quarterly Oracle updates.
</li><li>Assess new features, communicate impacts, and recommend enhancements.
</li><li>Identify opportunities to streamline processes and reduce manual work.
</li></ul><p>Integrations &amp; Cross System Support
</p><ul><li>Troubleshoot integrations between HCM and systems such as payroll, timekeeping, identity/SSO, and ServiceNow.
</li><li>Collaborate with technical teams to resolve cross-system issues.
</li><li>Support digital HR lifecycle processes dependent on system connectivity.
</li></ul>Qualifications
<p>Required
</p><ul><li>2&ndash;4 years of experience with Oracle HCM Cloud.
</li><li>4&ndash;6 years of experience in HR, HRIS, or related fields.
</li><li>Strong understanding of core HR processes (onboarding, job changes, position management, security).
</li><li>Proficiency with OTBI, BI Publisher, or similar reporting tools.
</li><li>Strong communication, analysis, troubleshooting, and documentation skills.
</li><li>Ability to support distributed/remote HR teams and manage multiple priorities.
</li></ul><p>Preferred
</p><ul><li>Experience with OIC, REST APIs, and/or SFTP file‑based integrations.
</li><li>Knowledge of Payroll and Recruiting processes.
</li><li>Oracle HCM Cloud certifications.
</li></ul>Education
<ul><li>Bachelor&rsquo;s degree in Information Systems, HRIS, Human Resources, Computer Science, or a related field; or equivalent experience.</li></ul></div>

Sr. Systems Business Analyst

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