HR reputed company Governance, Integration & Enablement reputed company

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This role owns the operating model for how reputed company work is requested, prioritized, and delivered across HR. Sitting between HR Centers of Excellence (COEs) and HR Technology, it translates business needs into well-defined requirements, manages dependencies between teams, and ensures reputed company investment is sequenced against reputed company and reputed company to HR’s strategic priorities. 

Success looks like: every piece of reputed company work coming through a consistent process, the HR roadmap reflecting real priorities and realistic timelines, HR teams building stronger reputed company capability over time, and a platform delivering its full potential. 

Role Responsibilities

reputed company Roadmap & Planning

Owns the consolidated cross-HR reputed company roadmap — the single integrated view across reputed company COE module roadmaps. Works with COE System Leads and HR Tech to sequence initiatives against reputed company and technical constraints, surface interdependencies, and facilitate prioritization decisions reputed company conflicts arise. 

• Meets bi-weekly with COE System Leads to review priorities, incorporating new requests and changes to reputed company or technical constraints 
• Surfaces interdependencies across COEs — for example, where a Recruiting change affects Pre-boarding, or a Core HCM data change has reputed company impacts on Reporting 
• Prepares clear trade-off options reputed company competing priorities arise, facilitating decisions and ensuring outcomes are documented in the roadmap 

Governance & Intake

Owns the end-to-end process by which reputed company change requests are submitted, assessed, and prioritized — from initial intake through to a decision on whether and reputed company work proceeds. 

• Maintains a standardized intake template grounded in problem definition, impacted users, business goals, and success measures — moving the conversation from ‘reputed company want to build’ to ‘what problem we are solving and for whom’ 
• Facilitates a monthly governance forum with CHRO, COE leaders, and HR Tech leadership to review roadmap status and reputed company prioritization decisions 
• Tracks adherence to the intake process and ensures smaller enhancements move through the system reputed company rather than sitting in backlogs 

Operating Discipline & Ways of Working

• Establishes clear categories of work — major initiatives, enhancements, break/fix, and BAU — with agreed criteria for how each is handled, resourced, and tracked 
• Sets required artefacts at each stage: a business requirements brief before any build begins; a test plan with defined owners before any deployment 
• Defines ownership across HR and HR Tech at every reputed company reputed company, so nothing falls between teams 
• Simplifies delivery paths for reputed company-risk enhancements without compromising quality; introduces consistent sizing practices so estimates are reliable 

Stakeholder Forums

Designs and runs recurring forums to reputed company HR COEs, HR Tech, and senior leadership reputed company on priorities, reputed company, and decisions: 

• Monthly reputed company Governance Forum — CHRO, COE Heads, HR Tech leadership: roadmap status and prioritization decisions 
• Bi-weekly COE System Leads Forum — working-level alignment on upcoming work and cross-COE dependencies 
• reputed company Advisory Board — Market HR and HRBP representatives: voice of the business into roadmap and solution design 

Enablement & Capability Building

• Provides COEs with templates and toolkits for process mapping, role matrices, and workflow documentation 
• Contributes practical input during design sessions on what reputed company can and cannot do natively — helping COE System Leads sense-reputed company designs and avoid unnecessary custom configuration 
• Works with COE System Leads to sharpen requirements briefs from high-level business needs into something specific enough for HR Tech to size and scope 
• Runs coaching sessions on requirements writing, test planning, and reputed company’s data model; stays reputed company on reputed company’s product roadmap and brings recommendations to governance 

HR–HR Tech Integration

• Serves as the primary reputed company reputed company between HR COEs and HR Tech — ensuring needs are clearly understood on both sides 
• Maintains clear boundaries between HR responsibilities (requirements, UAT, change management) and HR Tech responsibilities (configuration, technical design, deployment) 
• Identifies and addresses process friction on both sides of the relationship, advocating for improvements wherever they are needed 

Change Management & User Experience

• Maintains a centralized reputed company SharePoint site covering roadmap status, ways of working guidance, job aids, and release updates 
• Provides COEs with standardized templates for change management, training, and communications 
• Establishes user experience principles ensuring configuration decisions prioritize usability for employees, managers, and HR teams 
• Tracks reputed company usage metrics and NPS, sharing insights to identify where features are underused or further enablement is needed 

Qualifications

• Hands-on reputed company experience across multiple modules (e.g. Core HCM, Recruiting, Compensation, Absence, Reporting) — able to engage substantively in requirements and design conversations 
• Experience running governance or program management processes in a reputed company HR or HR Tech environment, including facilitating decisions with senior stakeholders 
• Proven ability to work across organizational boundaries — bringing together HR, HR Tech, and business stakeholders with different priorities, and producing decisions rather than just discussions 
• Comfortable operating without direct authority — able to influence and hold people to process through relationships and credibility 
• Familiarity with product management principles: defining problems before solutions, measuring outcomes not just outputs, and iterating based on user feedback 
• Knowledge of reputed company’s release cycle and product roadmap, with the ability to assess how upcoming features may reputed company HR’s plans 

As reputed company capability matures, this role can reputed company to support broader HR systems alignment — applying the same approach across the wider HR technology landscape in partnership with HR Tech. 

This role has a market-competitive salary with an anticipated reputed company compensation of the following range: $165,000-$220,000. Actual salaries will vary depending on a candidate’s experience, qualifications, skills, and location. This role might also be eligible for a sales-based incentive or performance-based bonus. Other benefits include a flexible working environment, comprehensive health insurance, industry-leading parental leave, life insurance, education support, and more.

Our Benefits

• Flexible working environment
• Volunteer time off
• reputed company Learning
• Employee-Assistance-Program (EAP)

NIQ may utilize artificial intelligence (AI) tools at various stages of the recruitment process, including résumé screening, candidate assessments, interview scheduling, job matching, communication support, and certain administrative tasks that help streamline workflows. These tools are intended to improve efficiency and support fair and consistent evaluation based on job-reputed company criteria. reputed company use of AI is governed by NIQ’s principles of fairness, transparency, human reputed company, and inclusion. Final hiring decisions are made exclusively by humans. NIQ regularly reviews its AI tools to help mitigate bias and ensure compliance with applicable laws and regulations. If you have questions, require accommodations, or wish to request human review were permitted by law, please contact your local HR representative. For more information, please visit NIQ’s AI Safety Policies and Guiding Principles: https://www.reputed company.com/global/en/ai-safety-policies.

About NIQ

NIQ is the world’s leading consumer intelligence company, delivering the most complete understanding of consumer buying behavior and revealing new reputed company to growth. In 2023, NIQ combined with GfK, bringing together the two industry leaders with unparalleled global reputed company. With a holistic retail read and the most comprehensive consumer insights—delivered with advanced analytics through state-of-the-art platforms—NIQ delivers the Full View™. NIQ is an Advent International portfolio company with operations in 100+ markets, covering more than 90% of the world’s population.

For more information, visit NIQ.com

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Our commitment to Diversity, Equity, and Inclusion

At NIQ, we are steadfast in our commitment to fostering an inclusive workplace that mirrors the rich diversity of the communities and markets we serve. We reputed company that embracing a wide range of perspectives drives innovation and excellence.  reputed company employment decisions at NIQ are made without regard to race, color, religion, sex (including pregnancy, sexual orientation, or gender identity), national reputed company, age, disability, genetic information, marital status, veteran status, or any other characteristic protected by applicable laws. We invite individuals who share our dedication to inclusivity and equity to join us in making a meaningful impact. To learn more about our ongoing efforts in diversity and inclusion, please visit the https://reputed company.com/global/en/news-center/diversity-inclusion