We are looking for a HR Business Process Lead overseeing the employee life cycle processes in Fresenius Medical Care. The position is located in the Global HR Business Operations function, part of the Global HR Function. The main tasks for this position include:

PURPOSE AND SCOPE:

The HR Business Process Lead drives the global e2e design of hire to retire processes considering dependencies to other organizations within Fresenius Medical Care with the objective of achieving operational excellence (operational excellence = improved user experience, increased automation and compliance). The Hire to Retire team will be a new team with HR. The lead will be responsible for the development of the team and will closely work with the Sr Director HR Operations Transformation on the definition of the hire to retire process scope.

PRINCIPAL DUTIES AND RESPONSIBILITIES:

Responsible for the process e2e design based on new policies, guidelines, regulatory requirements, etc. considering process dependencies to other organizations/functions in and outside of HREnsure continuous improvement of hire to retire processesdeveloping/utilizing tools to track, analyze and evaluate processesderiving recommendations and executing solutions e.g. in collaboration with ITImplement global process template across multiple countriesSet standards in process documentation (in alignment with companywide procedures)Lead the HR Change Request processEnsure alignment with HR Data Governance & HR Audit & Compliance requirementsRepresent HR in companywide e2e process governance community (support in e2e design across organizations, adherence to company standards, etc.)Manage a team of Business Process Managers/Analysts

EDUCATION AND REQUIRED CREDENTIALS:

Bachelor’s degree or Master’s degree (preferred) in human resource management, general business administration or related field and 8 - 10 years’ work experience in related areas, including at least 5 years' of managerial experience

EXPERIENCE AND SKILLS:

In-depth hire to retire process knowledge (ability to analyze, modify and improve processes)HR technology savvy; knowledge how to transition process design into technology requirement collaborating with system owners and ITKnowledge and understanding of laws and regulations related to HR process and data management (privacy, data transfer and retention, etc.)Ability to communicate effectively with individuals (including Senior Leaders) possessing varying degree of functional and technical knowledgeSkills to influence decision making across multiple organizational levelsSelf-motivated taking initiative to drive changeAbility to work in matrix organization and strives in ambiguous situationsAttention to detail and ability to provide fast turnaround when neededProven leadership record (ideally track record to build new team structures)Excellent MS Excel, database, and PowerPoint software skills