16 New Job Opportunities at Pathfinder International Tanzania – HR Business Systems Analyst
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| Pathfinder International |
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Job Category: Human Resources
Requisition Number: HRBUS001196
Posting Details
Posted: October 4, 2021
Full-Time
Locations
- Washington, DC 20005, USA Watertown, MA 02472, USA
- Dhaka, Bangladesh Dhaka, BGD
- Ouagadougou, BFA
- Abidjan, Cote d’Ivoire Abidjan, CIV
- Kinshasa, Democratic Republic of the Congo Kinshasa, COD
- Cairo, Egypt Cairo, EGY
- Addis Ababa, ETH
- New Delhi, India New Delhi, IND
- Nairobi, KEN
- Maputo, Mozambique Maputo, MOZ
- Niamey, NER
- Asokoro, Abuja, NGA
- DHA , Karachi, PAK
- Dar es Salaam, Tanzania Dar es Salaam, TZA
- Lome, TGO
- Kampala, UGA
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Pathfinder Overview
Pathfinder International is driven by the
conviction that all people, regardless of where they live, have the
right to decide whether and when to have children, to exist free from
fear and stigma, and to lead the lives they choose. Since 1957, we have
partnered with local governments, communities, and health systems in
developing countries to remove barriers to critical sexual and
reproductive health services. Together, we expand access to
contraception, promote healthy pregnancies, save women’s lives, and stop
the spread of new HIV infections, wherever the need is most urgent. Our
work ensures millions of women, men, and young people are able to
choose their own paths forward.
Summary:
The HR
Business Systems Analyst (BSA) executes on the Global Talent Practice
and technology (MyPathfinder) strategic plan as defined and continuously
prioritized by the Global Talent Product Owner. This role will have
expertise in a defined portfolio of talent practice areas to support the
development and maintenance of support materials for GTP best practices
as well as MyPathfinder system user support. The HR BSA will
contribute to data design by providing user and business process
expertise to the GTPO and IT teams. This role will provide reporting and
ad hoc analysis to all levels of the organization to ensure that
Pathfinder Leadership can easily understand operational effectiveness
and achievement of HR organizational KPIs.
|
Key Performance Areas |
Major Activities / Responsibilities |
Percentage Worked |
|
Software and Systems Operations: |
· Creates and maintains all system architectural · Creates and maintains user documentation: job aides, · Executes on key tasks within project plans for rollouts of new modules to the MyPathfinder · Monitors and improves MyPathfinder product health · Configures the MyPathfinder Platform (HRIS: Core, · Researches and resolves system issues and process flaws. · Perform system maintenance: Executes on project, |
40% |
|
Data and Security |
· Works with the vendor to ensure the integrity and security of personnel data and integrations · Configures user Roles and Workflows to ensure secure sharing of data internally · Maintains appropriate security standards related password/access management. · Manages end user accounts, permissions, and access rights |
25% |
|
Continuous Delivery |
· Continually evaluates Human Resources information system’s · Leads in managing day-to-day HCM activities to support HR · Elicit requirements using interviews, document analysis, · Create, document, and revise functional specifications for system configuration · Regularly updates GTP Resource Center with new |
15% |
|
Staff Training and Development |
· Develops relevant training solutions for end user to access in for their use of the MyPathfinder platform. · Develop low-fidelity wireframes and other visual tools to · Deliver targeted Train-the-trainer forums for the Global HR · May participate in delivering training in partnership with the local support staff to country end-users. |
10% |
|
Vendor Relations |
· Manages cases and service requests with vendor · Informs Global Product Owner of quality of service levels. |
10% |
Minimum Education and Work Experience:
- Bachelor’s
degree in Computer Science, Software Engineering, Human Resources or
equivalent, or a combination of education and experience that yields the
required competencies. - Two (2) years work experience with a multinational organization and successful track record in supporting a global HRIS system
- Two (2) years of experience working in a Human Resource environment, familiarity with Talent Practices
- Two (2) years database management experience
- Proficient Cognos Business Intelligence report writer
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Preferred Education and Work Experience:
- One
(1) years of UKGPro experience: This role will require a proficiency in
all components of the system including set up of users, management of
foundation objects, configuration of workflows, and assisting
with/trouble-shooting data integration. - ITIL Certification
- UX Certification
Competencies/Attributes:
- Systems
Design and Development: Proven ability to oversee the design,
development, and implementation of all functionality of HRIS/ HCM - Systems
Planning, Security Principles and Best Practices: Proficient knowledge
of systems planning, security principles, and best practices specific to
general management and technical configuration of HCM. - Application Support: Advanced knowledge of HCM Systems, current platform built on UKGPro. Solid understanding of ITIL
- Project
Management Planning and Leadership: Proven ability to actively and
collaboratively contribute to cross- functional initiatives. Experience
in Agile development practices - HR Principles and Practices:
Fundamental knowledge of and ability to apply Human Resources management
practices and principles, including labor relations regulations and
requirements, total rewards, training and learning, and retention
strategies (management, motivation, development, mentorship) to create a
positive work culture. - Training Design, Development and
Delivery: Proven ability to design, develop and deliver technical
training to support end users. - Problem-solving: Proven ability
to collaborate with others to lead analysis of complex challenges,
identify root-cause issues, and ensure solutions are appropriate and
“usable” by the organization - User Experience: Proven ability to
design with the customer in mind, gathering feedback and innovating to
provide an optimal experience for the end user. - Analysis and
Sound Judgment: Advanced analytical and trouble shooting skills. Ability
to make sound judgments. Ability to improve processes, promote
excellence and demonstrate accuracy and thoroughness. - Communication:
Advanced oral and written communication skills using different forms of
media. Ability to translate complex concepts to individuals at all
levels. - Influencing and Customer Service Skills: Proven ability
to influence using diplomacy skills with key stakeholders. In-depth
demonstrated customer service skills. - Passion for Sexual and
Reproductive Health Services: Commitment to family planning,
reproductive health services, gender, maternal, child health services,
and eradication of harmful traditional practices. - Organization,
Planning and Multi-tasking: Advanced organizational and planning skills,
project planning and management skills. Proven ability to set
priorities, meet deadlines and multi-task with minimal supervision.
Proven ability to coordinate activities. - Self-Management and
Teamwork: Ability to work independently or as a member of the team,
ability to be detailed-oriented and consistently accurate, ability to
manage stress effectively in a fast-paced environment, and ability to
quickly learn new systems, processes and procedures and adapt local
practices to global standards. - Matrix Management: Ability to thrive in a matrixed organization.
- Confidentiality: Proven ability to maintain confidentiality on work-related issues
Other Information:
- Travel required (30% or less)
- Uses cellular and office phone, laptop or desktop computer
Minimum Education and Work Experience:
- Bachelor’s
degree in Human Resources, Business or a related field, or a
combination of education and experience that yields the required
competencies - 5 years’ experience in a Human Resources function
- 2 years’ experience in Talent Acquisition
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Preferred Education and Work Experience:
- Experience in the health sector
- One (1) year professional experience recruiting for a non-governmental organization (NGO)
- Fluent in French, Portuguese or Amharic (written and oral)
Competencies/Attributes:
- Human
Resources Principles, Practices and Guidelines: Advanced knowledge in
compensation, employee relations, recruiting, performance management and
training. - Employment Law: Foundational knowledge of US and country specific regulations and laws specific to human resources.
- HRIS
Systems: Proven ability to maximize the use of human resources
information systems and maintain functions. Proven ability to manage the
maintenance and accuracy of employee data for reporting and
distribution. - Negotiation Skills: Proven ability to negotiate with external providers and vendors.
- Vendor
Relationship Management: Proven ability to manage vendor relationships
to ensure administrative accuracy, strong plan performance, regulatory
compliance and cost containment. - Software Applications: Advanced
knowledge of Microsoft products, including MS Word, PowerPoint, Excel,
Outlook. Foundational knowledge of Adobe Acrobat. - Project Management Planning and Management: Proven ability to plan and manage cross-functional initiatives.
- Analysis
and Sound Judgement: Advanced analytical and trouble shooting skills.
Ability to make sound judgments based on facts. Ability to improve
processes, promote excellence and demonstrate accuracy and thoroughness. - Languages: Proven ability to write and speak using English language.
- Communication:
Advanced oral and written communication skills using different forms of
media. Ability to translate complex concepts to individuals at all
levels. Ability to speak across a range of technical issues within
individual’s area of expertise.
Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities
The
contractor will not discharge or in any other manner discriminate
against employees or applicants because they have inquired about,
discussed, or disclosed their own pay or the pay of another employee or
applicant. However, employees who have access to the compensation
information of other employees or applicants as a part of their
essential job functions cannot disclose the pay of other employees or
applicants to individuals who do not otherwise have access to
compensation information, unless the disclosure is (a) in response to a
formal complaint or charge, (b) in furtherance of an investigation,
proceeding, hearing, or action, including an investigation conducted by
the employer, or (c) consistent with the contractor’s legal duty to
furnish information. 41 CFR 60-1.35(c)
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