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Job DescriptionThe Talent Operations Process Lead Associate Director is responsible for the implementation, continuous improvement, and ongoing delivery of core enterprise talent processes. As part of the Talent Management Operations team and in partnership with the Talent Management COE, this role will provide consultation, subject matter expertise, tools, and resources to the HR organization to lead the evolution and successful execution of the processes within the assigned portfolio of work. This role will also be responsible for collaborating across multiple stakeholder groups and regions to enable global delivery, including advising and influencing senior leaders and HR networks to bring clarity and drive decision making in a talent space that is constantly changing aligned with the organization’s culture transformation. Additionally, this role will have opportunities to serve as program manager for any additional large, complex talent initiatives on the HR portfolio that require specific talent management subject matter expertise and do not fall within the scope of work for the program management team.Our company is a global health care leader with a diversified portfolio of prescription medicines, vaccines and animal health products. The difference between potential and achievement lies in the spark that fuels innovation and inventiveness; this is the space where our company has codified its 130-year legacy. Our success is backed by ethical integrity, forward momentum, and an inspiring mission to achieve new milestones in global healthcare.We know that our people are the key to our success, which is why our Human Resources team works to attract, develop, retain and inspire our people so that they can learn, grow and make a true impact on the world. Together we collaborate to create a culturally rich, diverse organization ensuring we remain innovative and agile.Core Responsibilities:
Collaborate with the Global Talent Acquisition and Labor Relations COEs to understand anticipated hiring/turnover volumes and the impact on the future onboarding & offboarding strategy in order to prioritize process improvements and develop and deliver a phased plan to achieve those goals.
Lead efforts to define the long-term onboarding and offboarding execution roadmaps. Drive continuous improvement efforts and associated capability development to support the strategic intent of the evolving programs, including implementing outcomes of the offboarding portfolio initiative and ongoing onboarding pilot expansion.
Execute the process changes that support pilot expansions, global process implementation and technology consolidation, and user experience efforts associated with the onboarding and offboarding processes, including: collaboration with the Workforce Analytics and Labor Relations teams on exit survey administration and results analysis, administration of the US new hire survey and results analysis, rollout of the Sync Onboarding Assistant and automated new hire emails to top hiring markets, and oversight of the end-to-end US Welcome Box process.
Enable the right combination of standard enterprise offerings driven centrally and differentiated local solutions that are owned by divisions/functions and countries, ensuring a cohesive employee and manager experience. Own the relationship with cross-functional stakeholders (e.g. laptop provisioning, security badging, space assignment, labor relations, etc.) and manage the key points of integration between their processes and the HR-owned experiences.
Identify process improvements and determine any opportunities to transition (e.g. BPO) or automate work to enable efficiencies.
Maintain a global network of key HR stakeholders (e.g. divisional HRBPs, regional CRMs, etc.) to support the onboarding/offboarding processes and gather feedback on potential enhancements.
Serve as the functional lead for Workday Onboarding and Offboarding. Partner with the HR Solutions and Org Readiness teams to facilitate a greater focus on the end-to-end global employee and manager experience through identification of system enhancements and additional process guidance.
Respond to complex escalated onboarding and offboarding process support inquiries, including providing recommendations on additional Tier 0 content and/or Tier 1 or 2 training required to reduce the number of escalations.
Own the supplier management of the US Welcome Box provider, including issue resolution / management, appropriate new hire forecasting to drive sourcing of products, contract renewals, and ongoing funding requirements.
Support team in identifying operational and/or administrative work within the CoE that should reside within the Talent Operations team.
Serve as program manager of a cross-functional team to transition the CoE work identified into Talent Operations.
Manage the leadership development program nomination and selection process in partnership with the CoE
Required Qualifications:
Minimum of a bachelor’s degree, or currently in pursuit of degree completion, or equivalent relevant work experience in Human Resources, or related discipline.
10 years experience in an HR Operations, HR Business Partner, HR CoE or related position
Demonstrated expertise in process and program management, execution, and improvement
Experience with design thinking, conducting user experience sessions, and collecting VOC feedback
Strong facilitation, consultative, influencing, and communication skills
Experience partnering with leaders to anticipate and mitigate implementation risks
Ability to work effectively and independently in a fast paced, global organization
Strong technical skills including Microsoft Excel and PowerPoint
Preferred Experience:
Knowledge of the HR portfolio process and approach to managing large initiatives
Previous experience with talent management programs or in a talent management organization
Experience with cloud-based HR technology solutions
Service center experience a plus
Our Support Functions deliver services and make recommendations about ways to enhance our workplace and the culture of our organization. Our Support Functions include HR, Finance, Information Technology, Legal, Procurement, Administration, Facilities and Security.Who we are …We are known as Merck & Co., Inc., Rahway, New Jersey, USA in the United States and Canada and MSD everywhere else. For more than a century, we have been inventing for life, bringing forward medicines and vaccines for many of the world's most challenging diseases. Today, our company continues to be at the forefront of research to deliver innovative health solutions and advance the prevention and treatment of diseases that threaten people and animals around the world.What we look for …Imagine getting up in the morning for a job as important as helping to save and improve lives around the world. Here, you have that opportunity. You can put your empathy, creativity, digital mastery, or scientific genius to work in collaboration with a diverse group of colleagues who pursue and bring hope to countless people who are battling some of the most challenging diseases of our time. Our team is constantly evolving, so if you are among the intellectually curious, join us—and start making your impact today.NOTICE FOR INTERNAL APPLICANTSIn accordance with Managers' Policy - Job Posting and Employee Placement, all employees subject to this policy are required to have a minimum of twelve (12) months of service in current position prior to applying for open positions.If you have been offered a separation benefits package, but have not yet reached your separation date and are offered a position within the salary and geographical parameters as set forth in the Summary Plan Description (SPD) of your separation package, then you are no longer eligible for your separation benefits package. To discuss in more detail, please contact your HRBP or Talent Acquisition Advisor.Employees working in roles that the Company determines require routine collaboration with external stakeholders, such as customer-facing commercial, or research-based roles, will be expected to comply not only with Company policy but also with policies established by such external stakeholders (for example, a requirement to be vaccinated against COVID-19 in order to access a facility or meet with stakeholders). Please understand that, as permitted by applicable law, if you have not been vaccinated against COVID-19 and an essential function of your job is to call on external stakeholders who require vaccination to enter their premises or engage in face-to-face meetings, then your employment may pose an undue burden to business operations, in which case you may not be offered employment, or your employment could be terminated. Please also note that, where permitted by applicable law, the Company reserves the right to require COVID-19 vaccinations for positions, such as in Global Employee Health, where the Company determines in its discretion that the nature of the role presents an increased risk of disease transmission.Current Employees apply HERE (https://wd5.myworkday.com/msd/d/inst/1422$1533/rel-task/3001$14.htmld)Current Contingent Workers apply HERE (https://wd5.myworkday.com/msd/d/task/1422$4020.htmld)US and Puerto Rico Residents Only:Our company is committed to inclusion, ensuring that candidates can engage in a hiring process that exhibits their true capabilities. Please click here (https://survey.sogosurvey.com/r/aCdfqL) if you need an accommodation during the application or hiring process.For more information about personal rights under Equal Employment Opportunity, visit:EEOC Know Your Rights (https://www.eeoc.gov/sites/default/files/2022-10/22-088EEOCKnowYourRights1020.pdf)EEOC GINA SupplementPay Transparency Nondiscrimination (https://www.dol.gov/sites/dolgov/files/OFCCP/pdf/pay-transp%20EnglishformattedESQA508c.pdf)We are proud to be a company that embraces the value of bringing diverse, talented, and committed people together. The fastest way to breakthrough innovation is when diverse ideas come together in an inclusive environment. We encourage our colleagues to respectfully challenge one another’s thinking and approach problems collectively. We are an equal opportunity employer, committed to fostering an inclusive and diverse workplace.Search Firm Representatives Please Read CarefullyMerck & 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:RegularRelocation:No relocationVISA Sponsorship:NoTravel Requirements:No Travel RequiredFlexible Work Arrangements:HybridShift:1st - DayValid Driving License:NoHazardous Material(s):N/ARequisition ID: R241779
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