Overview
The Associate HR Digital Innovation Officer drives digital adoption and optimization by modernizing HR service delivery, identifying process automation opportunities, and leading change management initiatives. The role bridges client needs and technical execution, translating operational demands into technical specifications.
Key Responsibilities
- Synthesizing Client Requirements: Acting as the primary focal point for internal clients and external executive structures to map, analyze, and synthesize operational demands regarding HR workflows, data structures, and system changes;
- Translating to Technical Specifications: Converting non-technical client business needs into structured Business Requirement Documents (BRDs) and functional specifications easily understood by the technical HR Systems team and ICTS;
- Optimizing Workflows: Analyzing cross-functional HR workflows across the Secretariat and field operations to eliminate redundancies, proposing digital automation or self-service solutions to improve process efficiency and user experience;
- Managing Change and Adoption: Designing and executing comprehensive change management plans, user guides, and tailored training modules to guide diverse stakeholders through the adoption of new systems and workflows;
- Leading Testing: Co-ordinating User Acceptance Testing (UAT) scenarios with clients to validate deliverables against original specs, and providing intensive post-launch support to minimize operational disruption;
- Safeguarding Data Governance: Partnering with clients during initial design phases to establish data governance standards, ensuring new system inputs yield clean, structured data that seamlessly feeds the unit's central analytics engine;
- Liaising Cross-Functionally: Serving as the functional liaison in cross-departmental project working groups involving ICTS, Finance, and HR counterparts to ensure cohesive, aligned project execution;
- Maintaining Architecture Alignment: Ensuring all proposed system modifications align with the unit’s broader technology roadmap and data models, as well as with the ICTS roadmap and strategy;
- Measuring Adoption Success: Tracking and evaluating post-implementation metrics, focusing on system adoption rates, specification accuracy (minimizing development rework), and measurable process cycle-time reductions across client structures.
Required Experience
A minimum of four years (two years with a relevant second-level degree) of professional-level experience in human resources, HR systems, business analysis, digital transformation, or related field; A demonstrated track record of leading change management initiatives, including designing user acceptance testing (UAT), authoring user guides, and delivering hands-on training to diverse stakeholder groups; Proven experience mapping business processes, gathering user requirements, and translating them into technical specifications for IT projects; Experience working within an international organization, public sector institution, or a highly matrixed environment with decentralized field operations is highly desirable; Desirable knowledge of HR IT systems (Core HR, talent management, payroll) and HR processes, and/or HRIS platforms (e.g., Oracle EBS, Taleo, SuccessFactors, or equivalent cloud systems); Experience in advising on systems, policy issues, and priorities, as well as formulating policy, plans, and procedures.
Qualifications
A first-level university degree either in Human Resources, Business/Public Administration, or technology with specialization in data science, computer science, applied mathematics or statistics, finance, economics, psychology and/or management information systems, or similar.
