Recruitment Systems Manager
- Employer
- PwC
- Location
- London (Central)
- Salary
- Competitive
- Closing date
- 3 Dec 2019
View more
- Sector
- Professional Services
- Contract Type
- Permanent
- Hours
- Full Time
- Job Type
- Recruitment & Resourcing
Job Details
Recruitment Systems - MGR
The team
This is a key role within our internal People Technologies & Transformation team. The role sits within the recruitment technology and workforce of the future transformation team, which is part of the People Technologies & Transformation team who support the delivery of the firmwide strategy and align with the firmwide transformation agenda; bringing together business understanding, human insight and innovative technology to meet the business's changing needs and expectations. To be considered for this role, you will have excellent knowledge of systems management, preferably recruitment systems. The role reports into the Recruitment Systems Leader.
Responsibilities
You’ll be responsible for managing a portfolio of recruitment technologies, their change requests and potential impacts on associated technologies and integrations.
Business analysis
Requirements elicitation and documentation - leading the business through a defined process to draft clear and actionable change requests by using problem statements, use cases, user stories - contracting with business stakeholders to confirm requirements to enable project work to commenc
System testing - defining relevant testing approaches covering functional, integration, end-to-end, regression and user acceptance testing
Business user test management - managing end user testing; workflows, configurations, communications, calculations. Ensure everything has been tested thoroughly, overseeing the tracking of defects and remediation
Remediation management - tracking system-related issues that occur
Risk management - supporting the up-keep of IT risk governance policies and processes
System optimisation - investigating and recommending ways to optimise system processes
Modelling business processes - involving, impacted or supported by recruitment technologies
Product management and Ownership
Pipeline management - Maintenance of product backlog. Contributing to Project initiation document (PID), high level design documents, change request (CR) management, building into relevant trackers to prioritise
Business rule documentation - manage, contribute, capture, review, sign-off and maintain system business rules
Incident management - assessing impact, remediations, interim/perm solutions, timelines and being an effective escalation point
System failures - Consuming and following up on failure reports, adding into issue trackers, taking ownership investigating, solution design and remediation across various teams
Problem management - consulting with various parties in getting to and documenting the root cause of issues, looking at trends, feeding into application Service Improvement Plan (SIP)
System access - being part of the system access process by supporting or managing your own access control lists for internal and 3rd party technologies
Service management -Owning/maintaining a Service Improvement Plan for each application
Service review management - input and attendance of vendor management and application service review meetings to monitor performance, their services against KPI’s/SLA’s, strategic roadmap.
Roadmap - manage core recruitment technology/application roadmap, including but not limited to business driven cyclical activity, vendor driven enhancements, legislative change, UKIT/Global IT programmes (cloud first, digital, simplification) which fits the wider Workforce of the Future and People Tech Technology Roadmap and vision
Product upgrades - change management plans, sharing product enhancements and release notes to the user community
Contractuals - contributing to contracting and statements of work, extensions and service levels etc..
Project management
Project management - lead or support transformation projects, ranging from small enhancements, through to significant process or policy redesign that directly impacts your technology portfolio, or is impacted by a wider project
Prioritisation - clearly identifying urgent and non-urgent work, working with stakeholders to manage expectations and regularly reassess your pipeline of work
Milestones - setting and agreeing critical decision milestones and approval stages
Relationship management
Relationships - build trusted relationships with various cross functional internal teams (For example - UKIT, Onboarding, Recruitment, Employer Brand, Brand, IT Risk and Global IT etc..)
Technology Design & Delivery - be, or oversee where others may need to drive the conversation, depending on the business needs, but aim to retain a single point of contact between the business requirements and the technical delivery teams (internal and external)
Knowledge management
Knowledge management - responsible for the creation, upkeep and version control of system & application training materials for the end user (recruiters and wider teams)
Knowledge sharing - responsible for the creation of user training manuals, videos and quick reference guides, ensuring technology changes are continually reflected and cascaded through a centralised knowledge hub
Digital champions - managing an internal digital advocacy group who act as the voice of the end user and help inform optimisation and technology vision, and be available for UAT of new releases or MVP’s.
Not the role for you?
Did you know PwC offer flexible contract arrangements as well as contingent work ( ie temporary or day rate contracting)?
The skills we look for in future employees
All our people need to demonstrate the skills and behaviours that support us in delivering our business strategy. This is important to the work we do for our business, and our clients. These skills and behaviours make up our global leadership framework, ‘The PwC Professional’ and are made up of five core attributes; whole leadership, technical capabilities, business acumen, global acumen and relationships.
Learn more here www.pwc.com/uk/careers/experienced/apply
Diversity
We work in a changing world which offers great opportunities for people with diverse backgrounds and experiences. We seek to attract and employ the best people from the widest talent pool, as well as those who reflect the diverse nature of our society. And we aim to encourage a culture where people can be themselves and be valued for their strengths. Creating value through diversity is what makes us strong as a business and as an organisation with an increasingly agile workforce, we're open to flexible working arrangements where appropriate.
Learn more here www.pwc.com/uk/diversity
Company
Our values define how we do things. And our purpose is why we exist - now more than ever - to build trust in society and solve important problems for our clients and our communities. In a world we no longer recognise, we need to rely on the strength and agility of our people to help us to navigate these uncertain times.
We're committed to ensuring that care and our people's wellbeing remains central to our culture. While we may not know what’s ahead, we can do all we can to help shape the future. As we continue to navigate this unprecedented time, it’s important that we support our people, to help them take care of themselves and to ensure the right support is available when it’s needed.
For now, we ask you to join our talent network and stay in touch with what’s happening in real time, including new possibilities as they arise. Visit our website for more information on how we’re responding to this pandemic and what changes we’re making to our recruitment process.
Stay safe and stay connected in this rapidly changing world.
PwC
What we do
We’re one of the world’s leading professional services organisations. From 158 countries, we help our clients, some of the most successful organisations on the globe, as well as its most dynamic entrepreneurs and thriving private businesses, to create the value they want. We help to measure, protect and enhance the things that matter most to them.
What we offer
‘Dress for your day’ policy
At PwC our culture drives our success and gives us a sustainable advantage, and we want to create an environment where our employees feel empowered to work in a way that works best for them and help them become the best that they can be. To support our flexible work environment we’ve evolved our dress code policy to “dress for your day”. This reflects the trust we have in our employees to decide what they think is appropriate given their daily responsibilities.
Flexible Talent Network/Flexible working
We’re looking for talented professionals we can deploy on a recurring basis across all areas of PwC, depending on our business needs. The way you work is up to you, whether that’s full-time, part-time, term-time or reduced hours, just let us know and we’ll try and match you to a suitable role. As well as wide ranging opportunities across our business, we have a specific need for qualified accountants to work during our busy season and a programme supporting those returning to work after a break.
Our Flexible Talent Network video - https://www.youtube.com/watch?v=fhaNetNieV4
As a leading professional services network we’re confident we can offer outstanding training and development opportunities, exposure to multi-disciplinary teams, and support from industry-leading experts. Discover where your talent could take you and join an employer focused on helping you reach your full potential.
Take the opportunity of a lifetime!
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