HR Data Lead - Schweiz - Médecins Sans Frontières Suisse

Médecins Sans Frontières Suisse

Geprüftes Unternehmen

Schweiz

vor 1 Woche

Geschrieben von:

Lena Schneider

beBee Recruiter

Beschreibung

Context & Mission:

Médecins Sans Frontières is an independent, international medical and humanitarian organization that provides care to people in need, people affected by natural or man-made disasters, and victims of armed conflict, without discrimination and without regard to race, religion, creed or political affiliation (MSF Charter).

The MSF movement is built around 5 operational centers supported by 24 sections and offices worldwide. MSF Operational Center Geneva (MSF OCG) is one of these centers.

We are looking for an experimented HR Data Lead to join our HRIS Strategic Project.

Under the supervision of the HRIS Program Manager, the HR Data Lead is responsible for leading the HR Data workstream for the HRIS Project.

The position works with the Information System Department, including the Head of Projects and Applications, the Entreprise Architect and the IT HR Specialists as well as with the Data Protection Officer (DPO).

The position works also intensively with the HR Department, including the HR Managers and several HR Specialist.

As HR Data Lead you are globally responsible for defining and implementing the HR Data Model and the HR Data Governance, setting the baseline for the HRIS implementation.

More specifically the HR Data Lead will play a critical role in establishing and leading the HR Data cleansing strategy, pre-requisite to the data migration toward the new solution.

In this role you will be:

Defining and safeguarding data quality and standards within our HRIS, ensuring accurate reporting and compliance.
Creating a collaborative relationships with the HR Managers and functional owners in order to ensure that data supports the business processes
Identifying the data requirements, worklows and related processes to be implement in the HRIS
Collaborating with DPO to ensure the compliance of the Data Requirements to Data Protection regulations.

Responsibilities:

Defining the HR Data Governance and Safeguarding Data Quality and Standards_
Develop and enforce Data governance policies and procedure, to ensure compliance and data quality standards.
Create an HR Data Catalog and design the processes to maintain accurate and uptodate information in the catalog.
Establish roles and responsibilities (data ownership)
Define audit internal procedures to ensure accuracy and consistency.

Expected Results

Welldefined HR Data governance, including roles, ownership, and processes.
Enhanced accuracy and reliability of HR data.
Clear HR data landscape/architecture
Compliance with internal and external reporting requirements.
Creating Collaborative Relationships with HR Managers and

Functional Owners:
_

Establish regular communication channels with HR Managers and functional owners to understand business processes and data needs.
Provide support to HR teams in utilizing the Data governance and related policies.
Conduct training sessions to ensure stakeholders understand their roles and their responsibilities.

Expected Results

Improved collaboration between the functional owners, the HR data consumers and IT
Increased understanding of the concepts underlying the HR Data Governance
Identifying Data Requirements, Workflows, and Processes for HRIS Implementation:_
Collaborate with HR teams to identify the data requirements.
Document data workflows and processes that need to be implemented within the HRIS.
Ensure alignment of HRIS capabilities with identified data requirements.
Liaise and report to the HRIS Program manager to align with the Implementation Plan

Expected Results

Clearly defined data requirements for the HRIS implementation.
Streamlined and efficient data workflows within the HRIS to match the targeted data architecture.
Improved data accessibility and usability for HR teams.
Collaborating with

Data Protection Officer:
_

Work closely with the DPO to understand and implement data protection regulations within the HRIS
Assess with the DPO potential needs for data protection training programs for HR staff

Expected Results

HRIS data compliant with data protection regulations.
Mitigation of potential data protection risk resulting from DPIAs
Informed HR staff regarding data protection (set HR privacy notices).
Leading HR Data Cleansing and

Data Migration Strategy:
_

Develop and implement a comprehensive HR data cleansing strategy in preparation for data migration.
Collaborate with IT HR Specialists identify and rectify data inconsistencies and inaccuracies.
Ensure data cleansing aligns with defined data quality standards.
Collaborate with the Information System Department and the Program Manager to establish data validation processes and Data migration strategy that aligns with the implementation plan.

Expected Results