POSITION:



Position: HRMS System Administrator

Children’s Worker: No

Location: National Office, Wellington

Business Unit: HRMS and Payroll

Group: Human Resources

Reporting to: HRIS Applications Manager

Issue Date: March 2016

Delegated Authority: Nil

Staff Responsibility: Nil

Our Role

The Ministry of Social Development (MSD) is the lead agency for the social sector. We help the Government to set priorities across the sector, co-ordinate the actions of other social sector agencies and track changes in the social wellbeing of New Zealanders.

The Ministry provides policy advice, and delivers social services and assistance to children and young people, working age people, older people, and families, whānau and communities. We work directly with New Zealanders of all ages to improve their social wellbeing.

We serve over a million people, working out of more than 250 centres around the country. It is likely that every New Zealander will come into contact with the Ministry at some point in their life.

Our work, together with our social sector partners, is essential to achieving a sustainable and prosperous future, where all New Zealanders are able to take responsibility for themselves, be successful in their lives and participate in their communities.

Our Purpose

We help New Zealanders to help themselves to be safe, strong and independent.

Ko ta mātou he whakamana tangata kia tū haumaru, kia tū kaha, kia tū motuhake.

Our Principles

MSD people: All own what we all do | Take responsibility for what we do | Understand our role in the big picture, who can help us and who we can help | Navigate through ambiguity and the opportunity it brings to create better ways of doing things | Act with integrity, courage and transparency | Celebrate our achievements and those of our clients

Position Description Approved By:

| |

|_____________________________________________ |

|Deputy Chief Executive, Corporate Solutions |

| |

|Date: ……/……/…… |

|Group: |

| |

|The Corporate Solutions group is responsible for providing the majority of corporate and shared services within the new MSD |

|corporate operating model.  The Corporate Solutions operating model includes embedded corporate services for MSD, shared services |

|and shared governance from MSD to the new Ministry for Children Oranga Tamariki, (Oranga Tamariki) the Social Policy and Evaluation|

|Research Unit (Superu) and the Social Investment Unit (SIU) and a range of transitional embedded corporate functions to Oranga |

|Tamariki.  There may be future opportunities to provide corporate services to other agencies across government. |

| |

|It is responsible for leading the development of integrated capability strategies across the whole of MSD and client agencies and |

|for developing a sector-wide view on organisational policies, practices and issues, with a strong business partnership focus on |

|client centric service, sustainability, providing smart solutions and backing the businesses to succeed. |

| |

|Corporate Solutions provides support services to over 10,000 MSD and other agencies employees across New Zealand.  The group has |

|responsibility for an operating budget of around $300 million per annum and employs more than 1050 people. |

| |

|Business Unit: |

| |

|The role of the Human Resources (HR) Team is to ensure that the Ministry has the organisation, people and culture capable to |

|deliver on the Government’s outcomes and priorities. HR provides high level strategic advice and support to the Chief Executive |

|and the Leadership Team to ensure that effective HR strategies are developed and properly integrated into all business strategies |

|and plans. |

| |

|HR is also responsible for the design and delivery of a range of Ministry-wide HR policies, operational HR processes and systems |

|aimed at ensuring that managers have access to the best possible advice, support and systems to lead, motivate, develop and manage |

|their people. |

| |

|The HR team provide shared services to other organisations including payroll and HR systems. |

| |

|HR is structured into the following key areas: |

|People, Culture & Inclusion |

|Learning & Capability Strategy |

|HR Operations (Shared Services) |

|HR Business Partnership |

|Employee Relations |

| |

| |

|Position Context – Human Resource Management Solution Project |

| |

|The Ministry has implemented SAP SuccessFactors a cloud based Human Resource Information Management System (HRIS). The HR |

|Management Solution (HRMS) project is deploying the SuccessFactors system. |

| |

|Employee Central, Recruitment and Onboarding (Wave 1) was deployed in Nov 2016. |

| |

| |

|While the HRMS will address the Ministry HR requirements, our Payroll Operations will continue on CHRIS 21. To build |

|cross-functional depth between the two platforms, the Ministry expectation is that the System Administrator team will support both |

|systems. |

| |

|Purpose of the Position: |

| |

|HRMS Systems Administrators are responsible for maintaining the on-going reliability, performance, management, and support of the |

|HRMS and Payroll system environments including training, research, and analysis. |

| |

|The position responsibilities include: application and system management, resolving system problems & issues, and capacity |

|building. HRMS Systems Administrators understand the technical infrastructure standards and requirements for the integration of |

|specific HRM and Payroll modules. This may include tasks such as facilitating change requests, coordinate software upgrades, |

|prepare / review release documentation, production issue resolution and reporting. They also understand the business implications |

|when system issues arise and act appropriately to manage risk. HRMS Systems Administrators monitor the performance of system |

|applications. Individuals execute contingency plans in case of system outages and will often troubleshoot a variety of technical |

|problems. |

| |

|Participating in SuccessFactors and/or CHRIS projects is an important part of this role. HRMS Systems Administrators require solid|

|troubleshooting skills and must have very good critical thinking skills and be great communicators. They must be able to work |

|collaboratively in teams of a cross-functional nature. They will share their knowledge and expertise freely and provide individual|

|training and support to users. HRMS Systems Administrators work with staff to enhance HR application services and help build |

|Ministry staff capacity to help our clients to be safe, strong and independent. |

Working Relationships

Internal:

• Manager HRIS Administrators

• Manager HRIS Applications

• Payroll Team Leads and Officers

• HRMS and other members of the Human resources team

• Other Ministry groups, in particular IT groups

External:

• HRMS suppliers (i.e.: SAP, Frontier)

• IRD, SSC, Justice, Courts. DOL

• SSRSS and Global Retirement

Key Accountabilities:

|Key Result Area |Accountabilities |

|HRMS - SuccessFactors |Role Based Permissions: |

|Employee Central | |

|Recruitment |Support security roles based permissions framework which is based on Ministry business rules. |

|Onboarding |Perform Monitoring and Audit checks to ensure “the right” users are assigned the “right access” to|

|Performance & Goals |the SuccessFactors environment at the “right time”. |

|Learning Management | |

|Competency Management |Data Integrity |

|Service Central |Provide management oversight over the key data fields across all SF Modules to ensure the HRMS |

|Workforce Planning |data environment remains attuned to the needs of Senior Ministry Leaders while respecting |

|Workforce Analytics |established Governance regulatory framework for digital Information Management. |

|Remuneration | |

|Succession Planning |SF Module Focus |

| |Maintain and support assigned SF modules in collaboration with the rest of the Systems |

| |Administration Team. |

| | |

| |Provide support and consultation in implementing planning, configuration, testing, rollout and |

| |post-implementation support of processes. This includes the provision of training to end users |

| |when required. |

|HR System Administration |Undertake the following HR System administration tasks: |

| | |

|Core HR/Payroll Systems |Support the completion of fortnightly payroll processing and reconciliation (ensuring all |

|SAP SuccessFactors |statutory and audit obligations are met) |

|CHRIS 21 | |

| |Manage and maintain the information interfaces & data exchanges between SAP SuccessFactors and the|

| | |

| |CHRIS 21 payroll system e.g. GTR uploads. |

| | |

| |Perform regular system back up and maintenance of HRMS systems |

| | |

| |Monitor and maintain the HR Systems disaster recovery processes in collaboration with the rest of |

| |the System Administration Team |

| | |

| |Develop and Maintain HRI Macros including General Ledger Accounts, Contact Centre rosters, and TRT|

| | |

| | |

| |Actively identify and resolve complex HRMS, Payroll Systems bugs, defects or issues as they arise |

| | |

| |Maintain appropriate HRMS (SF) and CHRIS 21 Master Data Reference Tables & Screens |

| | |

| |Support end user reporting requirements, develop advanced reports as required. |

| | |

| |Maintain the CHRIS 21 Data Archive & Reporting Tools |

| |Perform system maintenance tasks within SuccessFactors including enforcing referential integrity, |

| |object definition maintenance and investigating and resolving configuration issues. |

| |Design and implement system enhancements for SuccessFactors for greater functionality and data |

| |validation |

|Software Installation |Load and test new software relevant to SF or CHRIS 21, Develop and execute test scripts as part of|

|and testing |the upgrade/release process |

| |Co-ordinate software installation into appropriate environments in accordance with the application|

| |release schedule (including securing supplier upgrade/release notes, facilitate installation and |

| |testing activities with |

| |ICT team to third party satellite interfacing systems |

| |Maintain appropriate standards/controls for software installation authorisations and processes |

| |Manage the production of appropriate release documentation, including process change notifications|

| |to Payroll, Business Support and other affected users |

| |Co-ordinate upgrade/release activities based on the application release schedule (i.e. software is|

| |migrated to the appropriate environments at the correct times, issues are resolved, change control|

| |requirements and notification periods are met and process changes are promulgated to all effected |

| |groups) |

| | |

| |Manage implementation and release management of system changes (including disseminating |

| |information, communicating process change notifications to payroll and upgrading user manuals) |

| | |

| |Ensure the upgrade/release management audit-trails are maintained |

| |Provide 2nd and 3rd level (with SAP and Frontier) support to end users and the systems |

| | |

| |Maintain the Payroll Test and Disaster Recovery (DR) environments ensuring availability standards |

| |are respected |

| | |

| |Co-ordinate the set-up of Test and DR environments when required |

| | |

| |Develop test plans and test system upgrades/releases or project implementation changes to ensure |

| |continuity of the system |

| | |

| |Resolve test environment issues as they arise |

| |Align go live activities with the upgrade or release schedule noting the implications for third |

|Work Scheduling |party systems that interface or exchange data between the HRMS or CHRIS 21. |

| |Create a specific work plan for every installation and/or upgrade/release you undertake ensuring |

| |the work plan is approved by the HRIS Applications Manager |

|Special Projects and reporting |Contribute to special research and policy projects with the wider Human Resources team |

| |Lead and participate in the development and operation of projects. |

| |Accurately report on progress against projects and budgets, as required. |

|Stakeholder Communications |Perform stakeholder impact analysis when a new release or upgrade is rolled out |

| |Ensure stakeholders are informed in advance of any change being released especially the |

| |implications thereof |

| |Ensure all stakeholder communications is approved by the HRIS Applications Manager. |

|Team and Individual Performance |Maintain positive working relationship with all colleagues |

| |Identify and recommend process and procedure improvements |

| |Share knowledge freely with others in the payroll team around process, procedure or systems |

| |changes/capability |

| |Identify and act on personal learning and development opportunities. |

| |Actively seek opportunities to share technical skills and knowledge across the HR systems and |

| |business support teams. |

| |

|Technical/Professional Knowledge and Experience |

| |

|Advanced knowledge of Human Resource Management Systems (HRMS) with experience in SAP HCM, Successfactors and CHRIS HRMS systems preferable |

|Proven background and experience in IT applications and systems administration. |

|Significant successful experience using SAP applications |

|Experience in the maintenance of personal records and knowledge of legislative requirements and best practice. |

|Proven experience in tracking progress and reporting against project status. |

|Advanced level of computer knowledge, skills and experience including Database management. |

| |

|Key Skills & Attributes |

| |

|Excellent attention to detail – ensures all aspects of a job are completed no matter how small; accurately checks processes and tasks, able |

|to pick up errors or omissions, keeps tracks of changes, and anticipates consequences of actions; |

|Highly achievement focused - able to organise, prioritise and execute well defined activities in a dynamic team environment to deliver high |

|quality work and services within the agreed time frame, sets high goals or standards for individual performance |

|Strong problem identification and resolution skills – able to clearly identify potential or existing problems, seek alternative solutions, |

|identify risks and benefits before making decisions, seeks input from colleagues |

|Strong ability to work in a team environment - actively participates in, and facilitates team effectiveness, aware of the effect of one’s |

|behaviours on others, able to work to support individual as well as team objectives/goals |

|Excellent communication skills – able to express ideas clearly, concisely and effectively, is aware of non-verbal communication in individual|

|and group situations, adapts communication style to the needs of the audience. |

|Strong client focus – listens to and understands the needs of clients (both internal and external) in a courteous, polite and responsive |

|manner; anticipates client’s needs; gives high priority to client satisfaction. |

|Good initiative/influencing skills - actively demonstrates achievement focus, is, proactive, flexible, adaptable and pragmatic. |

|Welcomes and values diversity, and contributes to an inclusive working environment where differences are acknowledged and respected. |

| |

|Other Requirements |

| |

|Willing to travel to fulfil job requirements. |

................
................

In order to avoid copyright disputes, this page is only a partial summary.

Google Online Preview   Download