Human Resource Experience

Company Description
At Nielsen, we are passionate about our work to power a better media future for all people by providing powerful insights that drive client decisions and deliver extraordinary results. Our talented, global workforce is dedicated to capturing audience engagement with content - wherever and whenever it's consumed. Together, we are proudly rooted in our deep legacy as we stand at the forefront of the media revolution. When you join Nielsen, you will join a dynamic team committed to excellence, perseverance, and the ambition to make an impact together. We champion you, because when you succeed, we do too. We enable your best to power our future.

Job Description
The
Human Resource Experience (HRX) & Procure-to-Pay (P2P) Architect
is a key role responsible for both the employee journey and the procurement lifecycle, designing and building exceptional experiences and efficient processes that empower people and transform organizations. They are champions for putting employees at the heart of HR and optimizing the procure-to-pay process, crafting a workplace where everyone thrives and operations are seamless. By innovating the way we work, they revolutionize the employee experience and P2P processes, bridging the gap between HR, Legal, Sales, and Finance to create a seamless and productive environment. They are the future of HR and P2P, designed today.

The successful candidate will use their skills, influence, and experience to establish and lead high performing teams, engage stakeholders and implement effective frameworks for the delivery of strategies and systems aligned to the needs of the business. While it is not typical to see candidates with deep expertise in both HRX and P2P, strength in one area and exposure in the other is acceptable.

Responsibilities

• Stakeholder Engagement: Build and maintain strong relationships with key stakeholders, including business leaders, sales, legal, customer service, IT teams, and data stewards, with the goal of identifying and prioritizing business goals for both HRX and P2P. See the Network section for additional details about the set of stakeholders to engage with.
• Designing Employee-Centric & Efficient Solutions: Collaborate with HR to develop and implement HR programs, policies, and processes aligned with employee needs, contributing to a positive experience for all, including legal and sales, addressing their specific workflows and compliance requirements. Design intuitive tools and technologies to support employee interactions with HR, streamlining processes and improving efficiency for legal and sales, such as contract management or sales dashboards. Concurrently, collaborate with Finance and Procurement to develop and implement P2P programs, policies, and processes, designing intuitive tools and technologies to streamline procurement, invoicing, and payment, improving efficiency and compliance.
• Creating a Positive Work Environment: Collaborate with HR to leverage technology and systems to foster a culture of inclusivity, collaboration, and recognition for all employees and fostering cross-functional understanding.
• Measuring and Iterating: Establish metrics and feedback mechanisms to track the effectiveness of employee experience initiatives for all, including legal and sales, using relevant metrics for their roles. Continuously analyze data and adjust programs and processes to optimize the experience, focusing on meeting the specific needs of legal and sales and incorporating their feedback. Additionally, establish metrics and feedback mechanisms to track the effectiveness of P2P initiatives, continuously analyzing data and adjusting programs and processes to optimize efficiency, cost savings, and compliance.
• Translate Business Needs: Work directly with business stakeholders to understand their needs (including those related to SAP SuccessFactors, ATS, Ariba, and other P2P systems) and translate them into clear, concise technical specifications. This includes documenting functional requirements, user stories, and process flows using Business Process Mapping techniques.
• Solution Design & Architecture: Understand key HR processes like onboarding, performance management, compensation and benefits, learning and development, employee relations, offboarding, and HR technology. They should also grasp core Legal processes such as contract management, compliance, litigation, intellectual property, and legal research. Finally, familiarity with Sales processes, including lead generation, sales pipeline management, sales forecasting, customer relationship management (CRM), sales quoting and pricing, and sales reporting and analytics. Furthermore, understand core P2P processes, including requisitioning, purchasing, goods receipt, invoice processing, and payment, as well as related systems like Ariba, SAP ECC, and other procurement platforms.
• Explain Technical Solutions: Communicate complex technical details (including SAP SF, ATS, Ariba, and other P2P systems) to business stakeholders in an understandable way, focusing on business value. Articulate the benefits, limitations, and impact of proposed solutions.
• Bridge the Communication Gap: Act as an "interpreter" between business and technical teams for both HRX and P2P, facilitating meetings and discussions to ensure clear communication and minimize misunderstandings.
• Manage Expectations: Communicate the feasibility and timelines of technical solutions to the business for both HRX and P2P, and convey business priorities to the technical team, preventing unrealistic expectations and keeping projects on track.
• Facilitate Collaboration: Foster a collaborative environment, encouraging open communication, knowledge sharing, and joint problem-solving between business and technical teams across HRX and P2P domains.
• Ensure Alignment: Act as the guardian of business requirements, ensuring that the technical team delivers solutions (including configurations and custom development) that solve business problems and are aligned with overall objectives for both HRX and P2P. This includes validating solutions against the original requirements. This also involves ensuring alignment with the overall Solution Architecture.
• Drive Automation: Identify opportunities for automation, in particular using AI, within HR, Legal, Sales, and P2P processes.
• Business Process Analysis: Understand HR, Legal, Sales, and P2P business processes and requirements related to technology and associated solutions by engaging with business partners and SAP practitioners at enterprise level. Conduct comparative research and recommend strategies with regards to SAP, CRM, and P2P technologies to propose and implement solutions for business needs.
• Implementation & Project Management: Project leadership; requirements gathering and translation into technical specs; system configuration and customization oversight; testing and quality assurance; Change Management (CM) processes for both HRX and P2P initiatives.
• Continuous Learning & Development: Staying current with industry trends in HRX and P2P technologies; knowledge sharing; professional development.
• Testing Strategy Development: Develop a testing strategy for the end-to-end solutions for both HRX and P2P, including unit testing, integration testing, user acceptance testing, and potentially performance testing. Define test cases, test data, and acceptance criteria.
• Training and Education: Develop training materials and conduct sessions for end-users and support teams on new HR, Legal, Sales, and P2P processes and system functionality.
• Operating Model for systems: Create and implement a comprehensive operating model, defining roles, responsibilities, processes, and metrics to ensure effective systems management for both HRX and P2P that aligns with the strategy.
• Prioritization: Evaluate the relative value of HRX and P2P systems initiatives by evaluating against a set of developed criteria; and ensuring that potential conflicts in priorities with stakeholder groups are discussed, evaluated and agreed collaboratively.
• Data Quality Management: Collaborate with the Data Governance and Data Management teams as they define and monitor data quality metrics, identify and address data quality issues, and implement data cleansing and enrichment initiatives across HR, Legal, Sales, and P2P data.
• Data Security and Privacy: Collaborate with the Privacy team to ensure compliance with data security and privacy regulations (e.g., GDPR, CCPA), implement data access controls, and protect sensitive data across HR, Legal, Sales, and P2P systems.
• Change and Release Management: Lead systems change and Release management initiatives, promoting awareness and adoption across the relevant teams in the organization for both HRX and P2P.

Measurement

• Leadership: Curious, Collaborative, Inclusive, Proactive, Accountable, Committed
• Values: Open, Connected, Useful, Personal

What does Success mean for this role?
The Human Resource Experience & Procure-to-Pay Architect's success will be measured by demonstrably improving the employee experience, especially for Legal and Sales, and optimizing the procure-to-pay process, through a positive and productive work environment and efficient operations. Success indicators include increased employee engagement and satisfaction, streamlined HR, Legal, Sales, and P2P processes, improved cross-functional collaboration, data-driven decision-making, successful HR and P2P technology implementation (including SAP SuccessFactors, ATS, Ariba, and other relevant P2P systems), proactive automation implementation, and effective change management, all ultimately contributing to positive business outcomes through a more engaged and productive workforce and optimized financial operations.

Qualifications
Education & Training :

• Bachelor's degree in Computer Science, or a related field.
• This role is applicable across various industries, but experience in regulated industries (e.g., finance, healthcare) is a plus.
• Professional certifications in SAP (e.g., SAP Certified Application Associate) is highly desirable.
• Fluency in English and local language mandatory

Experience

• Excellent communication, collaboration, and leadership skills.
• Ability to work effectively with cross-functional teams and influence stakeholders.
• High levels of energy, conscientiousness, rapport building, resiliency, inventiveness, and curiosity.
• 15+ years of experience in Systems, with a strong focus on HR and/or P2P systems and processes.
• 5+ years of experience in a leadership role, managing and mentoring teams.
• Functional and technical strategic thought leadership.
• Hands on experience with complex and large-scale SAP project implementations.
• Ability to see our SAP portfolio with both a deep and broad perspective.
• Expert knowledge in all aspects of designing, developing, consulting, leading and managing broader SAP and related ecosystem initiatives.
• Knowledge of required SAP localizations for the geographies where GMI has business operation (NA , Europe, Latam , Asian countries).
• Experience with SAP S/4HANA migration and optimization projects.
• Strong project management skills, with experience in leading complex Finance transformation projects.
• Experience in change management and user training for Finance systems implementations.
• Excellent communication and stakeholder management skills, with the ability to bridge the gap between business and IT.
• Experience in working with global teams and managing diverse stakeholder groups.
• Experience in a regulated industry is a plus.
• Ability to evaluate and manage relationships with technology vendors, including understanding contractual terms, service-level agreements (SLAs), and negotiation skills.

Additional Information
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