Catholic Relief Services carries out the commitment of the Bishops of the United States to assist the poor and vulnerable overseas. Our Catholic identity is at the heart of our mission and operations. We welcome as a part of our staff and as partners people of all faiths and secular traditions who share our values and our commitment to serving those in need.
Project Insight is CRS’ initiative to improve Finance, Human Resources and Supply Chain functions, supported by Oracle technology. Improved processes will make CRS more efficient; using timely, accurate data for decisions will make CRS more effective. By equipping our staff with tools for better stewardship, Insight will help us to better meet the needs of those we serve. To maximize the business and technology return on investment from the implementation of an integrated solution for Finance, Human Resources and Supply Chain, CRS intends to establish a Center of Excellence (COE) to govern, manage, and maintain the systems and processes addressed by Project Insight. This is a global project that will go-live in three phases with the first phase scheduled for go-live October 2019.
Within the context of Project Insight, the HR Business Process Owner (HRBPO) works with other HRBPOs through the various stages of the project for all HCM modules - Core HR, Absence Management, Taleo Recruiting and Onboarding and with Finance for Time and Labor. The HRBPO leads the design and/or refinement of the end-to-end business and system processes for his/her workstream and ensures data quality. S/he assists with project planning; develops high-level and detailed functional design; directs configuration, data collection, conversion, testing (e.g. user acceptance testing), training, Go Live, and deployment; and provides for hyper-care, maintenance, support and optimization in his/her respective workstream based on his/her geography of expertise – whether headquarters or field. BPOs for each workstream work closely together to speak with one voice in relation to his/her project counterparts. At all times the HRBPO will ensure the appropriate level of input from relevant IT resources and HR Leadership, Subject Matter Experts and other HR stakeholders. The HRBPO works with Implementation Partners assigned to the HCM workstream to accomplished assigned tasks within the project plan, and to ensure quality, timely deliverables within the project plan milestones. When needed, provides specific task level detail to project plans to effectively manage resources.
* Drive to decisions at the project planning stageto:
1 develop a high-level definition of the end-state vision and strategic approach for each process area and the CRS future state business model that will be designed and enabled through Insight
2 define key objectives, success measurements, and the operating model
3 refine the business case and set a clear roadmap for achieving the objectives of Insight through process, organizational, and systems transformation
* Drive to decisions at the high-level design stageto:
1 develop a conceptual design of the integrated business processes and system configuration to achieve the desired outcomes/objectives, particularly CRS’ reporting capabilities
2 refine the detailed business requirements that the implementation must satisfy
3 conduct broad gap analysis of business requirements (e.g. between “To Be” state and system offering)
4 integrate User Experience (UX) considerations and define UX responsibilities going forward
* Drive to decisions at the detailed design stageto:
1 further refine the detailed business and functional requirements, define the detailed To-Be business processes, and define the To-Be organizational structure
2 complete functional, environment and architecture designs; identify Reports, Interface, Conversion, Extensions, and Fast Formulas (RICEF) functional specifications; and blueprint, and prepare the deployment plan
3 perform cost/benefit analysis to ensure RICEFs meet requirements and bring value
4 provide a full picture of the To-Be operating environment to a level of detail that can be operationalized without ambiguity
5 develop appropriate work-arounds for processes not covered by the system
* Drive to decisions at the configuration stageto:
1 track the configuration, integration, and development of RICEF components, and data conversion designs until they are concrete and detailed enough to be approved and implemented
2 coordinate data collection, conversion and validation activities to ensure data quality
3 approve RICEF components completed by SI
4 plan the testing of the configuration and developed components
* Drive to decisions at the testing and training stagesto:
1 prepare unit, system integration, and user acceptance testing
2 develop training strategy and materials
3 lead change management and ensure adoption within respective workstream
* Drive to decisions at the deployment and hyper-care stagesto:
1 meet the designated Go Live date for the project
2 roll out the new system in CRS according to the implementation plan
3 ensure the transfer of all knowledge of and responsibility for operating and maintaining the system from the SI to the COE for ongoing support, maintenance, and optimization
* Drive to decisions at the support, maintenance, and optimization stagesto:
1 receive and resolve end user queries in a manner that promotes and fosters adoption
2 identify, discern, and, if appropriate, pursue software-associated business opportunities
3 develop prioritize, queue up, and manage pipeline of software optimization efforts
4 continue communication with HR functional stakeholders throughout deployment and optimization stage
5 quickly identify and troubleshoot HR functional issues as needed
1 With a One Agency lens, serve as the primary decision-maker on behalf of workstream, effectively brokering any disagreement or conflicting approaches to the benefit of the overall project
2 At all stages, coordinate effectively with Core Team, COE colleagues, and the SI, and ensure all necessary input from Subject Matter Experts (SMEs) for the most accurate and effective results
3 Drive collaboration between the business units, as well as within these functions, to foster the integration that CRS is seeking
4 Understand and help accomplish Insight business case objectives, including management of workstream scope
5 Strive to minimize disruptions that may arise in the CRS business environment as a result of implementing a new integrated solution
6 Using SI templates where provided, lead and/or support the design and implementation of various consultations, workshops, materials, and analyses in support of each project stage
7 At each project stage, lead and/or support project planning exercises for future stages
8 Using SI templates where provided, provide and/or coordinate input into various work products, such as strategies, designs, blueprints, test scripts, and implementation plans
9 Lead, provide and/or contribute to business analysis expertise and support the refinement of business analytics for the system
10 Build and document a deep internal expertise in the software solution chosen by and configured for CRS
11 Develop and maintain deep business process and industry best practice knowledge within functional areas
12 Throughout the project life cycle, ensure adequate system knowledge transfer from outgoing to incoming staff
13 Support master data management and data quality activities as led by the Data Architect and/or SI
14 Represent CRS in relevant vendor forums or partnership opportunities
Agency Behavioral Competencies:
CRS staff are at their best when they demonstrate these behaviors and attitudes.
* Serves with Integrity
* Builds Relationships
* Continuous Improvement & Innovation
* Accountability & Stewardship
* Develops Talent
* Strategic Mindset
Supervisory Responsibilities: No formal supervision, but involves matrix relationship with SMEs.
Key Working Relationships:
Internal: SMI Project Director, BPOs of each workstream, Data Architect, Solutions Architect, Enterprise Architect, IT Project Manager, SMI Change Manager, HRIS Implementation Analyst, Director Benefits, Compensation and HRIS, EVP HR, HR SMEs, HR end users
External: Systems Integrator counterparts, Oracle counterpart, other third party vendors
Required Qualifications and Experience:
1 10+ years’ experience in respective workstream, with deep understanding of business processes
2 Excellent understanding of conceptual and practical aspects of respective workstream
3 Director-level line management experience preferred
4 Ability to see beyond current state
5 Clear One Agency perspective
6 Exceptional negotiation, judgment, and decision-making skills
7 Excellent communication skills
8 Exceptional attention to detail and appreciation for accuracy
9 Systems thinker
Required Foreign Language: None
Required Travel: up to 25% travel
Work Environment: The position will be part of a fast-paced agency initiative with frequent consultation with HQ and field staff. The BPO may have to participate in early morning or evening meetings to reach all CRS staff.
Disclaimer: This job description is dependent on project funding. Duties and responsibilities are not an exhaustive list of the skill, effort, duties and responsibilities associated with the position.
CRS’ talent acquisition procedures reflect our commitment to protecting children and vulnerable adults from abuse and exploitation.
NOTE: All interested applicants must be authorized to work in the U.S. at the time of application.
Internal applicants are encouraged to apply within the first 10 days of posting.
EOE/M/F/D/V - CRS is an Equal Opportunity Employer.