SuccessFactors Compensation Consultant

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Ernst &Young LLP
Job Description – Note: Taleo has a 4,000 character limit (this includes spaces)
Job Title: SuccessFactors Compensation Consultant     Job Code:  …    FLSA Status:     Career Path:
Function: (Category for Job Posting) ITS    Rank Code: …    Grade:  Assistant Director    Primary Owner:
Sub Function: …    Reports to (Job Title):  Application Engineer Team Lead    
Job Summary:
(Briefly describe the main objectives and purpose of the job. Why does the job exist?  What is it expected to accomplish?)
Talent IT Service Delivery team is responsible for the end-to-end delivery of programs/projects to develop and maintain global applications and systems in Talent IT Landscape in SAP technology stack.
The main function of this pillar is to coordinates and manages a team of config resources in SuccessFactors modules and will also have full responsibility for the delivery of projects end-to-end working with Project Manager, QA resources and Support Team.
Essential Functions of the Job:
(Describe essential functions, or primary duties and responsibilities.  Assume the reader does not know the role or function of the job.)
•    Leadership: Ability to inspire, guide, and mentor consultants throughout complex project lifecycles.
•    Serve as the primary point of contact for Conpensation projects, overseeing all phases from discovery through deployment and support.
•    Manage and mentor a team of consultants, assigning tasks and providing guidance throughout project lifecycles.
•    Develop and maintain project plans, timelines, and resource allocations to ensure deliverables are met on schedule and within budget
•    Facilitate workshops and interviews with stakeholders to understand business requirements, HR processes, and reporting needs.
•    Analyze and document client requirements, translating them into system specifications and design documents.
•    Advise clients on best practices, change management strategies, and system adoption approaches.
•    Design comprehensive Employee Central solutions, leveraging deep knowledge of SAP SuccessFactors capabilities.
•    Configure Employee Central modules, including organizational management, employee data, workflows, business rules, and security settings
Analytical/Decision Making Responsibilities: 
 (Describe the kind of problems and challenges typically faced, and decisions required to perform the job, as well as recommendations made to supervisors or others.  Focus on the nature of existing policies, precedents and procedures used to guide decisions, and the degree to which the incumbent is free to make decisions requiring interpretation and judgment. Provide an example.)
•    Challenge/hold the Service Delivery team to account 
•    Must be able to work within a matrix organization – balancing the needs of the service line against firm initiatives and goals
•    Must make decisions, such as prioritize relationships to develop, negotiate with customers and overcome obstacles
•    Identify, manage and resolve complex issues, preventing escalations, where possible 
•    Manage, negotiate and resolve project risks effectively
•    Demonstrate, by example, in-depth knowledge of the EY competency principles and practices, including coaching, learning and mentoring
•    Leader and team player – sets example for project managers, business analysts and others to follow
•    Create an open, honest, accountable and collaborative team environment
Knowledge and Skills Requirements:
(Describe the knowledge or skills needed to perform this job; these may be technical, managerial or behavioral in nature.)

•    Good understanding of compensation planning, bonus programs, and employee lifecycle processes.
•    Experience with Employee Central and cross-module integrations.
•    SAP SuccessFactors Variable Pay Certification.
•    Additional certifications in Employee Central, RBP, or Succession Management are an advantage.
•    Basic understanding of data modelling
•    Configure and support SAP SuccessFactors Compensation and Variable Pay modules.
•    Create and maintain compensation templates, route maps, business rules, workflows, budgets, guidelines, and compensation statements.
•    Manage annual compensation review cycles and variable pay programs.
•    Configure Role-Based Permissions (RBP), field-based permissions, and approval workflows.
•    Perform testing, defect resolution, deployment, and production support activities.
•    Collaborate with business stakeholders to gather requirements and deliver solutions.
•    Support integrations across SuccessFactors modules and Employee Central.

Supervision Responsibilities:
(Describe the level of supervision received (i.e., the frequency of supervisory contact, degree to which the individual acts independently and on what kinds of issues).  Describe the level of supervision of others, if any (i.e., assigning work, reviewing performance, direct or indirect responsibility).
•    Direct reports
•    Working relationships (daily) with EY ITSD and AMS Lead
•    Working relationships (daily) with TCS AMS team
•    Liaison to the Business for that Portfolio / App•    
Other Requirements:
(Describe other functions or expectations of the job such as whether overtime is regularly required (e.g., during busy season?), whether there are particular times of the year that vacation may not be taken, whether there is frequent travel, whether there are any physical requirements beyond those expected in a normal office environment or any other miscellaneous things about the job that should be made known.)
•    International travel may be required
•    Fluent English speaker
Job Requirements:
Education:
(What is the minimum level of education needed/suggested to perform this job?)
•    A degree in Computer Science and/or a business related degree; or equivalent work experience
Experience:
(What is minimum number of years needed/suggested to perform this job?)
•    10+ years of application services and/or client/supplier relationship management in a technology environment
•    5+ years experience implementing SAP SuccessFactors Compensation.
•    Strong understanding of global HR processes, data models, and compliance requirements.
•    Hands-on experience with Compesation configuration, business rules, workflows, and integrations
Certification Requirements (Good to have):
(Describe and explain any certifications and/or licenses needed or helpful to perform this job).
•    Certification in  SuccessFactors Compensation
Note: 
This job description is intended as a guide to reflect the principal functions of the job.  However, it is not an all-inclusive listing of the required job functions and functions may vary depending on the particular geographic location of the job and/or the manager.  Further, the job description is subject to change at the discretion of management.

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