Regional PLM Manager

S'E HR PLM (Product Lifecycle Management) is responsible for managing all current and future HR services received from our business process outsourcing (BPO) vendor such as HR Admin, HR IT landscape, Global Mobility Management etc. and to develop these services further to support the S'Energy (HR) strategy. We use the concept of employee experience to set priorities across HR and to define and to drive initiatives to change HR approaches and processes across HR (and beyond). We contribute to decision making with workforce data and analyses.

Let’s talk about you

Your profile

10-15 years of professional experience in HR / IT
A Strong “Doer” attitude and demonstrated record of problem solving and analytical skills.
HR domain know-how, subject matter expertise in CoC / HR BP areas as well as technology affinity and project management skills.
Ability to formulate a vision for a tech integrated HR product and define and to communicate concepts that can be implemented.
High learning agility due to changing topics and tasks over time.
Broad set of experiences local and global with the capability to connect decisions to the overall goals
Degree in Business Information Systems, Business Administration with HR or a combination of HR/IT

Your responsibilities

A "PLM Manager" is a kind of "swiss army knife" for various topics in the HR process and application space. Typical duties include
Driving change initiatives in area of responsibility, often across several/all HR functions and involving (senior) business leaders
Support of other HR PLM initiatives, e.g. contributing regional or topic expertise and aspects, orchestrating roll-out in assigned countries etc.
"Owning" several regional/local HR-related applications and/or global applications in one area of HR and act self-sufficiently as product owner, incl. alignment with IT, management of interfaces, development of product strategy, change management, roll-out (in case...), budget, etc
You use the concept of employee experience to set priorities across HR and to define and to drive initiatives to change HR approaches and processes across HR (and beyond).
In addition, you contribute to decision making with workforce data and analyses.