Human Capital Management HR Lead (SPSA Opt 1)

Job title: Human Capital Management HR Lead (SPSA Opt 1)

Company: State of Illinois

Job description: Agency: Department of Innovation and Technology

Closing Date/Time: 11/04/2021

Salary: $8,750-$9,584/monthly

Job Type: Salaried Full Time

County: Sangamon

Number of Vacancies: 1

Plan/BU: Term Appointment Gubernatorial (Management Bill) 000

The vision of the IL ACTS Program is to streamline administrative functions and improve efficiency of government operations. Our program includes finance, data analytics and human capital management. The IL ACTS Human Capital Management (HCM) unit is an exciting, fast paced program which will implement and support SAP SuccessFactors in meeting the State’s needs for human resources functions. The HCM is leading efforts to transform the State’s current human resources systems and practices, and will work with State agency leaders, human resources staff and system integrator partners to design, build and deliver a new system. Upon implementation, the HCM team will provide continuing support to agency users and updates to the system due to any changes in practices, policies, contracts, rules and statutes. The HCM HR Lead will be focused on coordinating the Personnel Administration, Organizational Management, and Hiring, Onboarding, Recruitment & Compensation Management teams with the training and security teams during implementation and with production support after go-live.

****A RESUME IS REQUIRED FOR THIS JOB POSTING****

Please attach a DETAILED Resume/Curriculum Vitae (CV), a copy of your transcripts or diploma for all degrees earned, and a copy of any applicable professional licensures to the MY DOCUMENTS section of your application. Please note that the Department of Innovation and Technology must verify proof of higher education for any degree earned (if applicable) before any offer can be extended. You WILL NOT be considered for the position if you attach a CMS100, CMS100b or any other document in lieu of a Resume or CV.

Job Responsibilities

40% Serves as Human Capital Management (HCM) HR Lead for the lifecycle of the Enterprise Resource Planning (ERP) Program which includes Personnel Administration, Organizational Management, and Hiring, Onboarding, Recruitment & Compensation Management, starting with design and implementation and transitioning to the operational steady state organization:

• Takes a holistic view of business processes, leads HCM HR Functional Experts and agency subject matter experts (SME’s) to optimize, design and maintain a statewide solution for assigned functional areas.
• Develops and implements multi-jurisdictional human resources policies and procedures supportive of business processes, programs, service objectives, activities and operation systems.
• Implements personnel administration principles and practices.
• Recommends and implements policy for the ERP HCM HR Program.
• Acts authoritatively on business process optimization for designated functional areas and resolves issues related to incorporating program initiatives that bind state agencies to specific courses of action.
• Directs, coordinates and leads vendor staff, subordinates and subject matter experts from state agencies and other constitutional office while providing customer service.
• Ensures processes that cross functional areas are appropriately designed and configured and stay aligned in post implementation.
• Travels throughout the state to confer with appropriate managerial and administrative staff and to ensure the maintenance and development of a coordinated program implementation.

25% Responsible for overseeing the design, implementation and support of the integrated statewide solution for HCM, with a focus on HR functional areas, and staged configuration and implementation in state agencies and constitutional offices.

• Works in concert with the ERP Program leadership to coordinate and control the implementation of the ERP Program.
• Actively participates with ERP Program team in policy staff meetings involving the formulation, development and implementation of procedures, the development of new or modification of existing legislation to further refine or enhance statewide business processes.
• Assumes lead role in permanent organizational structure that oversees the ERP HCM HR Program post implementation.
• Establishes priorities and target dates; develops contingency plans and impact assessments.
• Directs and manages multiple teams working on coordinated projects.
• Establishes priorities and target dates and develops contingency plans.
• Works closely with HCM Functional Experts on issues that cross functional areas; recommends program enhancements.
• Represents the ERP HCM HR Program at various meetings of internal staff, advisory boards, and inter-agency or inter-governmental conferences with authority to make decisions which commit the Program’s resources and staff to specific courses of action.
• Prepares and delivers persuasive and informative presentations to small and large audiences ranging from front line staff to executive stakeholders

(Job Responsibilities continued)

20% Serves as full line supervisor:

• Assigns and reviews work.
• Provides guidance and training to assigned staff.
• Counsels staff regarding work performance.
• Reassigns staff to meet day-to-day operating needs.
• Establishes annual goals and objectives.
• Approves time off.
• Adjusts first level grievances.
• Effectively recommends and imposes discipline, up to and including discharge.
• Prepares and signs performance evaluations.
• Determines and recommends staffing needs.

10% Serves as a member of the Executive ERP Program Team; participates in policy discussions to plan and coordinate short- and long-term goals and objectives of the ERP Program.

• Works directly with administrative staff in state agencies and constitutional offices; gathers and provides information for review.
• Directs staff in the review ad analysis of assigned functional requirements for HCM to assure policy objectives are met.
• Provides counsel and support. Resolves conflicts and any data integrity issues.
• Leads implementation of HCM designated functional areas for HR and works closely with HCM HR Functional Experts on evaluating effectiveness of new standardized business processes.
• Makes recommendations to leadership regarding any revisions to be implemented prior to statewide roll out.

5% Performs other duties as required or assigned, which are reasonably within the scope of the duties enumerated above.

Knowledge, Skills, and Abilities

Minimum Qualifications:
1. Requires knowledge, skill and mental development equivalent to four years of college in General Administration in fields such as Human Resources, Personnel Administration, or related field.
2. Requires four years of progressively responsible administrative Human Resources work experience in a complex organization with employees governed by multiple regulations and bargaining contracts.

Preferred Qualifications (In Order of Significance):
1. Six (6) years of professional Human Resources work experience in a complex organization with employees governed by multiple regulations and bargaining contracts.
2. Eight (8) years of professional experience implementing personnel administration principles and practices, specifically in business processes, programs, service objectives, activities or operation systems.
3. Four (4) years of professional experience managing multiple teams working on a coordinated project.
4. Four (4) years of professional experience designing, implementing and/or supporting a new or major change to a system of record.
5. Four (4) years of professional experience preparing and delivering persuasive and informative presentations to small and large audiences ranging from front line staff to executive stakeholders.
6. Three (3) years of professional experience developing multi-jurisdictional human resources policies and procedures.
7. Five (5) years of professional experience successfully implementing multi-jurisdictional human resources policies and procedures.

Employment Conditions

• Requires ability to work at various times outside of normal office hours to meet deadlines.
• Requires ability to work overtime.
• Requires ability to pass a name-based background check.
• Requires a valid and current driver’s license.
• Requires ability to travel.
• Requires use of agency-supplied equipment (mobile phone, laptop, etc.).

Work Hours: 8:30am-5:00pm; Monday-Friday

Work Location: 1340 N 9th St Springfield, IL 62766-0001

Agency Contact:

Melissa Roeder
Email: melissa.roeder@illinois.gov
Job Function: Administration/Management

Revolving Door:
Certain provisions of the revolving door restrictions contained in 5 ILCS 430/5-45 apply to this position. As a result, the employee should be aware that if offered non-State employment during State employment or within one year immediately after ending State employment, the employee shall, prior to accepting any such non-State employment offer, notify the Office of the Executive Inspector General for the Agencies of the Illinois Governor (“OEIG”) or may be subject to a fine.

Term Appointment:
Candidates hired into a term position shall be appointed for a term of 4 years and are subject to a probationary period. The term may be renewed for successive four-year terms at the Director of the Department of Innovation and Technology’s discretion.

Expected salary: $8750 – 9584 per month

Location: Springfield, IL

Job date: Sat, 23 Oct 2021 22:50:39 GMT

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