HRIS Product Ownership & Governance

• Act as the HR function's primary functional owner for SuccessFactors.
• Manage and prioritise the SuccessFactors enhancement backlog.
• Partner with HR, Digital and external implementation partners to deliver system improvements.
• Translate business requirements into functional system solutions.
• Evaluate and recommend improvements to HR processes through technology.
• Ensure system changes align with global design principles and reporting standards.
• Assess impact of system updates and communicate changes / lead training as required for HR users / broader business.
• Support the development and maintenance of the SuccessFactors roadmap.
• Coordinate user acceptance testing, release activities and change communications.

SuccessFactors Configuration & Continuous Improvement

• Support and undertake agreed configuration changes within SuccessFactors or work with implementation partners as needed.
• Assess impacts of proposed changes on workflows, reporting, permissions and integrations.
• Identify opportunities to simplify and standardise HR processes.
• Support implementation of future modules including Performance Management, Compensation and Talent solutions helping to translate business requirements into system configurations.
• Monitor new functionality and recommend enhancements that add business value.

Workforce Analytics & Insight

• Work with HR SVP, HR transformation lead and corporate stakeholders to establish the HR data strategy and supporting system reporting infrastructure
• Establish and maintain workforce reporting, dashboards and KPIs within SuccessFactors and Power BI.
• Produce executive reporting for HRLT, ELT, Board and governance forums.
• Deliver workforce analysis and insight covering organisational effectiveness, workforce planning, recruitment, attrition, talent and diversity.
• Translate workforce data into practical recommendations and business decisions.
• Support strategic workforce planning and organisational design activities through data-driven analysis.

Data Governance & Quality

• Establish workforce data governance standards and controls.
• Act as a champion for workforce data quality and reporting accuracy.
• Support a single source of truth for workforce information.
• Partner with Finance and Digital teams to align workforce reporting methodologies.
• Identify and resolve data quality issues across systems and processes.
• Maintain reporting definitions, data standards and governance documentation.

Stakeholder Management

• Partner with HRBPs, Centres of Excellence, Finance, Payroll, Digital and business leaders.
• Present workforce insights and recommendations to senior stakeholders.
• Provide expert guidance on SuccessFactors capability, reporting and data governance.
• Build strong relationships with implementation partners and support providers.

Essential

• Extensive experience working with SAP SuccessFactors HRIS and Employee Central.
• Experience managing HR system backlogs, roadmaps or enhancement portfolios.
• Experience supporting configuration activities, workflows, permissions or business rules.
• Experience supporting or owning HR systems and associated business processes.
• Strong HR analytics and workforce reporting experience.
• Experience developing executive reporting, dashboards and workforce insights.
• Strong understanding of workforce metrics, organisational data and reporting methodologies.
• Experience working with senior stakeholders and translating requirements into solutions.
• Experience supporting HR system enhancements, projects or implementations.
• Strong stakeholder engagement, communication and influencing skills.
• Advanced Excel and Power BI capability.
• Strong analytical and problem-solving skills.

Desirable

• Experience with range of SuccessFactors modules – e.g. performance, recruitment, compensation and benefits, learning
• Experience leading UAT and release activities.
• Experience working in global organisations undergoing transformation.
• Experience partnering with technology teams and external implementation partners.

Measures of Success

• SuccessFactors enhancements are effectively prioritised and delivered.
• Increased adoption and effectiveness of SuccessFactors processes.
• Improved workforce data quality and reporting accuracy.
• Trusted workforce insight supporting leadership decision-making.
• Successful implementation of future SuccessFactors modules.
• Strong partnership between People, Digital and external vendors.
• Clear ownership and governance of the HRIS technology roadmap.

Working at JERA Nex bp means being part of a global leader in offshore wind, where innovation, collaboration, and sustainability drive everything we do. You’ll enjoy:

• A collaborative and inclusive work culture, with space for team-building and social activities
• Flexible working hours and the opportunity to work from home, with regular in-person connection
• Opportunities for career growth and professional development in a fast-growing international company.

Care for each other and our world – we leave egos at the door, are inclusive, collaborative and open to new ideas

A spirit of ingenuity - we are pioneers and innovators making the impossible possible

A commitment to unlocking value from offshore wind – we aim to make offshore wind sustainable, affordable and accessible to the countries & communities we serve.

About JERA Nex bp

JERA Nex bp is a purpose-built offshore wind company committed to unlocking the power of offshore wind by developing high-quality, competitive projects.

A 50:50 joint venture between JERA Co. and bp, JERA Nex bp is an end-to-end developer, owner and operator with more than fifteen years of experience in operating offshore wind projects.

Headquartered in London, with offices across Europe, Asia, and Australia, JERA Nex bp has a portfolio of operational and development projects across nine countries, and draws on a rich heritage of pioneering offshore wind in Asia Pacific and the North Sea.