Job Title: HR Manager
Location: Pittsburgh, Pennsylvania

Type: Direct Hire
Compensation: $130000 - $150000 annually
Contractor Work Model: Hybrid

Who will you be working with?
In this role, the successful candidate is a strong people leader that will work in close partnership with Wabtec HR, IT leaders, and other impacted stakeholders to define the global HR IT Product Strategy. Tactically, this role is responsible for overseeing, designing and implementing solutions that address the organization's evolving HR business requirements. By driving new opportunities and managing organizational change within the HR function, the candidate will play a key part in supporting critical HR initiatives.
Furthermore, this position will represent and integrate these strategic and operational changes within enterprise HR systems. The goal is to ensure seamless alignment and effective support for vital HR efforts throughout the organization.
How will you make a difference?
The IT Senior HR Manager is responsible for leading, mentoring, and growing a global technical team, as well as defining and managing the associated operational processes required to achieve successful implementations of Client's HR pillar systems. In this role, strong emphasis is placed on managing project scope to avoid unnecessary expansion that could jeopardize timely delivery and distract from the core business objectives. The manager must demonstrate foresight in anticipating challenges and requirements for implementing changes, ensuring the team remains focused on addressing business needs.
This position is accountable for delivering successful project outcomes, managing priorities in close collaboration with HR counterparts, and ensuring all initiatives are executed efficiently and effectively. The timely and accurate execution of these initiatives is critical, as they directly impact essential functions such as employee payroll, timekeeping, and compliance, some requirements driven by mergers and acquisitions (M&A) and/or alignment with key compliance requirements and other regulatory obligations.
What do we want to know about you?
You must have:

• Eight (8) years minimum industry experience in Information Technology and/or supporting HR systems and their related data, with a strong preference given to first-hand experience and deep knowledge of at least 3 of Workday modules: payroll, timekeeping, absence, Talent/Performance, T&E, Benefits/Comp, Security, HCM, to name a few.
• Bachelor’s degree in computer science or “STEM” Majors (Science, Technology, Engineering and Math) or related IT Program Mgmt and HR Systems equivalent experience required
• Stated willingness to work non-standard hours/workdays on occasion and as needed to support major implementations and break/fix scenarios that are impacting operations
• Stated willingness to travel domestically and internationally to support implementations as needed.  Expected annual travel is <20% but may fluctuate based on cyclical business needs

• Deep past/present hands-on Workday experience, certified on named modules
• HR-related certifications such as HRIS, Compliance, Payroll, etc.
• PMP or Agile Scrum certification(s): Example: Scrum Agile experience leading scrum of scrum teams supporting multiple products and business processes and global regional requirements
• Technical management of, or hands-on experience with, Smart Recruiters, UKG, ADP Payroll applications, including experience with EU ADP implementations
• Strong understanding of Industry-best HR practices, workflows and processes and how to implement that best within Workday itself
• Skilled in preparing and presenting project related information across all levels
• Change agent mentality – Proactively learns new processes, identifies opportunities for improvement while promoting their adoption
• Demonstrated leadership experience through managing direct reports or experience with regular and dedicated coaching/mentoring
• Excellent team player – inclusive and collaborative approach to solve problems and create value for stakeholders.
• Highly self-motivated

• Manage and lead a staff of exempt employees and contingent sponsorships as well as perform external vendor management.  Team size may vary to support business needs
• Proactively Identify resource needs and preferred geographic location to achieve goals
• Develop, refine and document HR functional team and IT HR teams’ respective roles and responsibilities aligned to [ideally] scrum/agile operating rhythms and rituals
• Develop and motivate team to create a high performing environment and culture
• Monitor and review the performance of staff members, including annual HR cycle activities (i.e. goal setting, performance review(s), employee engagement and growth, hiring process, LEAD Program support, etc.)
• Provide leadership and mentoring to ensure clean execution of wing-to-wing HR Implementation projects from design to handoff of aftercare support.  Ensure project milestones are achieved
• Drive project rigor that may include the required documents such as project charter, RACI, scope, schedule and budget.  Ensure team schedules and facilitates stakeholder reviews and obtain required approvals to proceed
• Maintain HR Product Strategy and Roadmap documentation, reviewed with senior leadership and stakeholders on a bi-annual basis
• Engage and ensure active SME representation in all phases of a project to achieve a successful rollout and adoption.  Leverage and follow standardized processes and policies wherever possible
• Facilitate the collaboration with other application owners on integrations
• Identify product features and associated benefits and collaborate with the Product Owner to drive prioritization discussions with Executive leadership and relevant stakeholders 
• Engage and maintain relationships with critical stakeholders to ensure common business goals are achieved
• Manage budget for HR space; including reviewing the actuals and updating your forecast on a monthly basis;
• Manage prioritization of requirements, feature delivery; coordinate cut-over and implementation plans where needed to support team
• Other duties as assigned or required for success

• Regularly remaining in a stationary position, often standing or sitting for prolonged periods
• Regularly communicating with others to exchange information
• Regularly required to attend meetings in person and virtually using video and audio computer equipment
• Regularly repeating motions that may include the wrists, hands and/or fingers, such as typing
• Occasionally moving about to accomplish tasks or moving from one worksite to another
• Occasionally light work that includes moving objects up to 20 pounds

• Employee will be expected to follow hybrid work schedule and lead team by example
• The employee will normally work in a temperature-controlled office environment, with frequent exposure to electronic office equipment.
• When/if visiting a Wabtec manufacturing site, employee will be required to wear all appropriate personal protective equipment (PPE) that could include steel toed shoes, safety glasses, ear plugs, gloves, hard hat, etc, per site requirements, which also may include the removal of finger rings, use of hair bands, and specific clothing and footwear constraints.

System One, and its subsidiaries including Joulé, ALTA IT Services, TeamPeople, and Mountain Ltd., are leaders in delivering outsourced services and workforce solutions across North America. We help clients get work done more efficiently and economically, without compromising quality. System One not only serves as a valued partner for our clients, but we offer eligible employees health and welfare benefits coverage options including medical, dental, vision, spending accounts, life insurance, voluntary plans, as well as participation in a 401(k) plan.

System One is an Equal Opportunity Employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex (including pregnancy, childbirth, or related medical conditions), sexual orientation, gender identity, age, national origin, disability, family care or medical leave status, genetic information, veteran status, marital status, or any other characteristic protected by applicable federal, state, or local law.