DE AANVRAAG IS VOOR EEN TWEEDE KEER GEDISTRIBUEERD. WIJ ZIJN DUS NOGSTEEDS OPZOEK NAAR GESCHIKTE AANBIEDINGEN! LET OP GESCHIKTE AANBIEDINGEN ZULLEN DIRECT DOORGEZET WORDEN NAAR DE HIRINGMANAGER. DAARNAAST IS HET BELANGRIJK DAT KANDIDATEN DIRECT BESCHIKBAAR ZIJN IVM DE HOGE URGENTIE! 

Let op! Contact met Action naar aanleiding van deze aanvraag is niet wenselijk! Vragen kunnen gesteld worden aan de hiringdesk

EXTRA INFORMATIE MBT DE INHOUD:
What we need is someone with a strong program management background, i.e. experience with a program with multiple HR-Tech projects, complex landscape, lots of (international) stakeholders, knowledge of SuccessFactors / SAP / Kronos / Payroll / HR IT systems and being available immediately. And off course a fit with the Action culture! 

Role description HR program Manager
Let op; de aanvraag staat momenteel uit voor 6 maanden, maar dit is een project voor langere tijd (zie optie tot verlenging opmerkingen veld). 

• Plan, direct, deliver and administer a HR program build up out of several projects.
• Develop, review and revise program policies and procedures.
• Provide advice and counsel to department heads, managers and staff on updating and interpreting projects / programs.
• This position has no direct supervisory responsibilities but does serve as a strategic frontrunner and coach-mentor for other positions in the department.
• This position forms a tandem together with the IT Program Manager of the program.

• Action is in the process of implementing the payroll system on SAP ECP and focus lies on a system change in a large existing country and a pilot with a new start-up country
• Action is in the process enhancing countries that are already insourced for payroll on SAP ECP
• Action is in the process to implement a new time-attendance & absence administration system, which need to be fully integrated with several other systems
• Action wants to enhance/implement the usage of the Payroll Control Center (PCC) in SAP to streamline and optimize the payroll process.
• Scope for the coming period is: 

1. Essential systems and tools are outdated (HCM), missing (time and absence) or implemented insufficient (ECP) and approached as solitary projects, which causes disruptions in ''run''.
2. Need to set up of a single HR digitalisation program to enhance the environment. 
   1. Structured and integrated approach; implementing solutions per country in optimal running order (time and impact)
   2. Cross-functional team with programmanager and specialists of HRservices, HR Projects, HRIS, Technology on top of operational teams
   3. Multi-year plan, seperate budget