Total 10 Command Center Analyst job vacancies in Human Resources category in Bangsar South Kuala Lumpur Federal Territory of Kuala Lumpur Malaysia

Job Description

Nuestras funciones de apoyo ofrecen servicios y recomendaciones sobre formas de mejorar nuestro lugar de trabajo y la experiencia de trabajar en nuestra organización. Nuestras funciones de apoyo incluyen RR. HH., Finanzas, Tecnología de la Información, Equipo jurídico, Adquisiciones, Administración, Instalaciones y Seguridad.

Ahora mismo, alrededor de 70 000 empleados trabajan para curar las enfermedades más complejas del mundo. Sabemos que nuestro personal es la clave de nuestro éxito, por eso nuestro equipo de Recursos Humanos trabaja para atraer, desarrollar, conservar e inspirar a nuestros empleados para que puedan aprender, crecer y causar un verdadero impacto en el mundo. Juntos colaboramos para crear una organización diversa y culturalmente rica, garantizando que seguimos siendo innovadores, ágiles y flexibles.

Objetivo

Lo que buscamos…

En un mundo de rápida innovación, buscamos inventores valientes que deseen causar un impacto en todos los aspectos de nuestro negocio, permitiendo avances que afectarán a las generaciones venideras. Le animamos a que aporte su pensamiento inquieto, su espíritu de colaboración y su perspectiva diversa a nuestra organización.

Current Employees apply HERE

Current Contingent Workers apply HERE

Search Firm Representatives Please Read Carefully 
Merck & Co., Inc., Rahway, NJ, USA, also known as Merck Sharp & Dohme LLC, Rahway, NJ, USA, does not accept unsolicited assistance from search firms for employment opportunities. All CVs / resumes submitted by search firms to any employee at our company without a valid written search agreement in place for this position will be deemed the sole property of our company.  No fee will be paid in the event a candidate is hired by our company as a result of an agency referral where no pre-existing agreement is in place. Where agency agreements are in place, introductions are position specific. Please, no phone calls or emails. 

Employee Status:

Relocation:

VISA Sponsorship:

Travel Requirements:

Flexible Work Arrangements:

Shift:

Valid Driving License:

Hazardous Material(s):

Life at Nissan encompasses everything that inspires both the quality of our vehicles and the quality of our people. Company-wide, you'll find fast learners and self-starting engines as well as people who are quick to embrace change and take an idea into overdrive. At Nissan, minds race. Imagination gets a green light. Each opportunity is the fuel that drives an idea from inspiration to real-life. 

We’re currently looking for a Digital HR Analyst 2 to join our team in Franklin, TN.

This role coordinates and supports solutions, project management and change management for GPS regional and global programs, projects and initiatives ensuring an excellent user experience. This role also supports the adoption and utilization of HR digital platforms and tools which may include: Workday, Cornerstone OnDemand and ServiceNow, Analytics tools or other Software as a Service (SaaS) products across Nissan.

Job Summary

This role supports key regional GPS platform-focused initiatives, projects, and programs, ensuring an excellent employee experience and delivering measurable value/ROI to the business.  The Digital HR Analyst is a change agent, ensuring that system solutions drive the adoption of HR processes.  Additionally, the position utilizes standard methodology in employee data management to resolve requests and help achieve overall business objectives.  This position will participate in requirements definition, analysis, testing, deployment, and documentation of business functions and processes, as well as consult on strategic plans and work to optimize the use of Digital HR platforms (Workday, ServiceNow, and Cornerstone OnDemand).

Responsibilities

• Executes and supports global and regional medium-priority, medium-impact projects relating to Workday, HRSM-ServiceNow, Learning & Development (CSOD), and other Global People Services technologies.

• Supports the development and oversees the execution of global and regional governance and operational processes (change request process, support models, integrations, system configuration requests, COE-engagement strategies, etc.).

• Assures the definition of a standard client engagement methodology to enhance and expand the Digital HR portfolio/services is achieved and maintained.

• Supports the definition of operational support and project SLAs by actively seeking opportunities to optimize the service delivery model and increase efficiency while providing quality customer support.

  • Documentation, participation, monitoring, and meeting of metrics and service level agreements

• Partners with and serves as a liaison between GPS and COEs to advise on solutions within the Digital HR portfolio.

• Recommends business needs that will drive the digital technologies strategy and roadmap development.

• Supports change management plans, including alignment with COEs, communications, training, and awareness activities.

• Serves in a project management capacity to:

  • Manage project deliverables and deadlines.

  • Properly articulate issues, identify root causes, and develop solutions. 

  • Manage client and customer expectations through timely checkpoints to provide status on issues, roadblocks, risks, changes, and accomplishments. 

  • Escalate issues to management appropriately to support the timely resolution and ensure continued progress to project completion.

• Ensure employee records in core HR systems align with current standards. Perform routine checks, validation, and audits to ensure the integrity of the data in the systems is 100% compliant and accurate based on what has been provided or submitted through system workflows. 

• Maintain data in Digital HR systems ensuring information is available on a timely basis by performing group data updates (mass loading), exports, imports, clean-ups, and research/report on any data discrepancies. Monitor data integrity that flows to downstream systems; research issues for the root cause; and engage the necessary resources to resolve them.

  • Help support data quality initiatives by maintaining data integrity in systems using queries, reports, dashboards, and data analysis. 

• Participate in the identification and implementation of process improvements to ensure accurate employee data is maintained in the Digital HR systems and personnel files according to state and federal laws and company records retention guidelines. 

  • Actively utilizes PDCA methodology to identify value add services and operational enhancements.

• Create/ update/ maintain documentation requiring the application of specialized knowledge of the assigned function. 

• Supervisory Accountabilities: Supervises contract staff (onsite/offshore) to monitor workload and provide direction on running the business support needs and project execution. Coaches and provides guidance, training, and staff development to other team members. Additionally, the role participates in interviews for contract/offshore staff.

• Requires the ability to manage transactions of confidential information and problem-solve to make appropriate decisions.

• Active participation in regularly scheduled meetings about assigned initiatives, deliverables, projects, etc., will be expected.

• As necessary, any other relevant duties to aid in the organization's success.

Minimum Qualifications and Demonstrated Knowledge, Skills & Abilities

Job Knowledge and Skill:

• 5 years of experience in a fast-paced, client-focused Digital HR (HRIS) service delivery environment required. Ability to collaborate with business clients to understand and identify core business needs and provide business-focused solutions within the Digital HR portfolio.

• Experience with Workday or similar systems (HCM, Talent/Performance, Recruiting, Time Tracking/Absence, etc.), HRSM-ServiceNow, & LMS applications. Background in an application, database or front-end web development is a plus. A strong understanding of data structure concepts is desirable.

• PeopleSoft & SAP system skills are desirable.

• Advanced-level knowledge of Microsoft Office Suite and other PC applications required.

• Business-focused project management experience is required to support large-scale, regional/global business projects and change management initiatives. 

• 5 years of experience with HR functional processes (e.g., Talent Acquisition, Compensation & Benefits, Employee Relations, HR Business Partner, Strategic Workforce Planning, and L&D)

• Experience in a multi-cultural, globally-matrixed environment is required.

• Self-motivated, quick learner, managing multiple assignments concurrently with minimal supervision. Must be a results-oriented self-starter with a successful record of accomplishment.

• Strong analytical skills and research capabilities. Ability to think critically about a problem and provide solutions. Knowledge and use of PDCA methodologies are required.

• Strong written, oral communication and interpersonal skills. Ability to engage strongly with global clients/stakeholders, create impact, and win confidence.

Education and Experience:  Bachelor’s degree in a related discipline is required.

Physical Requirements

• The ability to work outside standard business hours to collaborate with global counterparts is required.

• Work location: Split time between HQ- Franklin, TN, remote, and various plant-manufacturing locations (Smyrna & Decherd, TN & Canton, MS).

• Travel: Occasional, as needed to domestic, regional, and international locations. It may be higher than usual during project planning or deployment phases.

Nissan is committed to a drug-free workplace.  All employment is contingent upon successful completion of a drug screen for roles based in the United States and background screening for all positions.     

All of us at Nissan – regardless of functional area or expertise – share a passion to design, manufacture, and sell high-performance vehicles. It is Nissan’s policy to provide Equal Employment Opportunity (EEO) to all persons regardless of race, gender, military status, disability, or any other status protected by law. Candidates for this position must be legally authorized to work in the United States and will be required to provide proof of employment eligibility at the time of hire; Nissan uses E-Verify to validate employment eligibility.  

**Visa sponsorship for this position is not available at this time.** 

NISSAN FOR EVERYONE

People are our most valuable assets, and diversity and inclusion are the key to maximizing the power of each individual member of our team.  When everyone belongs, the power of NISSAN is undeniable.  Our Corporate Diversity Initiative aims to improve business results by ensuring that our workplace and core businesses meet the unique needs of our employees and customer base.

Nissan is committed to creating a culture where everyone belongs and employees, customers, and partners feel respected, valued, and heard.  We have over 10 Business Synergy Teams (BSTs) across the U.S. and Canada that connect employees – with shared characteristics or interests – build allies, and foster a company culture where all employees feel supported and included.

Nissan also values inclusion in all areas of our business as we strive to mirror the diversity of our customer base and the communities where we do business. We are committed to procuring innovative goods and services, retailing our products and communicating from a diverse perspective which will help us continue to offer our customers competitively designed, market-driven products.

Join us as we carry our commitment to diversity and inclusion into the future.

• Exercises position management responsibilities, assuring job descriptions are current and accurate and that position structure of the organization is designed and structured to ensure optimum efficiency.
• Plans, supervises, and coordinates the operation and resources of the Personal Affairs Brand and the Identification Card Section.
• Performs and coordinates military personnel services and support.
• Ensures that procedures are properly followed and provides assistance or guidance.
• Prepares reports and/or briefings to inform management of the analysis results for use in the decision-making process.
• Plans work to be accomplished by subordinates, sets, and adjusts short-term priorities, and prepares schedules for completion of work.

This position will report to the Supervisory HR Specialist Recruitment & Workforce Planning in the Administrative Office Human Resources (AOHR). The AOHR is seeking a self-motivated professional Human Resources Analyst to join its team. The incumbent will be responsible for conducting research, analyzing complex data sets and systems, identifying trends, preparing reports, and making recommendations. The incumbent will undertake a variety of administrative and program management duties, including the planning, implementation, and management of new activities and programs that includes assisting in coordinating and managing various subject-matter programs. The incumbent will be required to provide subject-matter guidance to employees and managers in ways that enhance efficiency and teamwork. The ideal candidate must have excellent communication and organizational skills, experience in a team environment and the ability to work collaboratively with all stakeholders both internal and external to the AOHR.

The duties of this position include, but are not limited to:

1. Providing reporting and analytics for all facets of Human Resources to include position classification, performance management, workforce planning/restructuring, diversity and inclusion, succession planning, and other HR topics.
2. Creating and maintaining HR reports and dashboards utilizing appropriate system tools (Excel, Power BI, etc.) to effectively present HR metrics.
3. Conducting in-depth analysis of HR data to identify patterns, trends, and correlations; and translating complex data into actionable insights and recommendations for AOHR and organizational leaders.
4. Providing benchmarks and conducting research on emerging best practices for approaches to advancing diversity and inclusion; and creating workforce demographic reports.
5. Developing recommendations for strategic recruitment efforts by identifying gaps in representation various job series, occupations, and competencies, etc.
6. Developing a recruitment library to include occupational assessment questions and interview questions.
7. Leading or participating in special projects and planning and attending collaboration meetings to ensure projects are on schedule.
8. Providing reports and various data sets to support AOHR programs including but not limited to recruitment, veterans, benefits, retirement, position management.
9. Designing and recommending recruitment strategies to address specific and on-going needs.
10. Reviewing draft and final position description classifications for accuracy in accordance with AOHR policies, and procedures, and other regulatory resources.
11. Developing and maintaining position description library; and performing special reviews and surveys to make recommendations for standardized position descriptions.
12. Developing reports concerning trends, needs, gaps and makes recommendations for effective recruitment and retention of difficult to hire positions.
13. Assisting in the review and development of HR standard operating procedures.

• Advise on Military personnel and pay issues
• Prepare reports
• Prepare Military personnel actions
• Analyze data

• Monitor the Future Soldier Training Program (FSTP) to detect trends in recruiting practices that tend to increase discharge requests.
• Process waiver request on behalf of Company Commanders and Field Recruiters.
• Serves as the final clerical reviewer for discharges submitted to the Battalion Commander.
• Process military discharge request on behalf of the assigned Battalion.
• Maintain waivers and Future Soldier Training Program (FSTP) data in accordance with established organizational procedures.
• Utilize Army directives to determine suitability of army medical waivers.

• Serves as Director in the HCTM Center for Performance Excellence, providing technical and administrative supervision to a subordinate staff responsible for managing and awarding exemplary performance.
• Provides senior-level consultation, strategic and innovative advice and guidance on policies, processes and functions related to performance management, awards and recognition and executive resources operations.
• Responsible for strategic planning, implementation, accountability, and evaluation of CPEs programs.
• Ensures consistency in the interpretation and application of personnel policy and regulations among the multi-specialty functions and teams and ensures effective customer service.
• Utilizes data to make decisions and recommendations for change and innovation; drives change management in CPE's functional areas and ensures a healthy work environment for their employees and managers.

• Serves as the Director of the Human Capital Service Center providing program leadership, and management of the HR functional programs of Classification, Staffing, Benefits, Records and Customer Services.
• Provides direct supervision to a group of employees performing work at the GS-14 level and manages division programs and functions performed by others GS-14 and below.
• Develops, conceives, plans, and directs initiatives on broad, emerging, or critical large-scale national or international programs.
• Lead a large-scale human capital transformation and strategic operating plan consistent with organizational vision, objectives, and capabilities for Human Resources.
• Advises senior USAID managers in refining missions, developing key result areas, and measuring vital aspects of Civil Service Personnel programs that impact multiple agency organizations.
• Creates implements and maintains internal review processes and procedures for each major program area within the Human Capital Services Center to ensure the integrity, quality and efficiency of the programs.

• Perform a variety of clerical duties such as maintain files and compose routine correspondence.
• Review military personnel records to assure completeness and identify inconsistencies.
• Process personnel actions for arriving and departing military personnel.
• Update and maintain data in multiple Human Resources data systems.
• Answer questions and explain procedures pertaining to entitlements and processes.
• Operate personnel computer to prepare a variety of correspondence into final form.

• Advise on Military personnel and pay issues
• Prepare reports
• Prepare Military personnel actions
• Analyze data