Manages the global implementation of standard end-to-end processes for HR to be delivered across the 22 Operating Companies, the Shared Services Hub, Centres of Excellence and drive the business rule changes required to support the new global solution.
Works closely with the Opco HR HODs to ensure that the processes are in-line with local Tax, Legal and Regulatory Requirements.
Validate the HR process and application controls across the 22 Operating Companies.
Brief Description
• MTN is entering a new phase in its lifecycle where operational and commercial excellence has become critical for success. The urgency for change has become more heightened amid increased competitive intensity across all markets in which MTN operates.
• MTN’s back-office functions of Finance, Supply Chain Management (SCM), Acquire to Retire (AtR) and Human Resources (HR) are currently facing multiple challenges in terms of cost structures, disparate processes and systems, inconsistent organisational structures and significant time spent on administrative tasks.
• To address the above challenges MTN is transforming its back-office functions across all 22 Operations in order to:
• Centralise transactional activities through implementing standard delivery models across all 22 Opcos with the aim to reduce costs and allow back-office functions to partner with the business more effectively;
• Implement standardised end-to-end processes (for Finance, SCM, AtR and HR) with clear roles and responsibilities that eliminates redundancy and promotes efficiency;
• Optimisation and consolidation of the current technology landscape and master data structures to ensure clean, consistent and accurate information, ultimately leading to more streamlined management reporting.
• Alignment of the Programme objectives with the overall MTN strategy;
• Rapidly changing ICT environment;
• The geographic complexity of MTN’s foot print across Africa and the Middle East;
• Management of executive and shareholder expectations across all 22 Opcos throughout the transformation;
• Management of customer and supplier expectations.
• Constant dynamics and local challenges in the economic, regulatory and legal environments.
Detailed Description
Ensure Process Ownership to protect the Global Template
– Conduct Process Walkthroughs to socialise and validate the Processes, Procedures, Policies, Controls and Delegation of Authority for each country
– Identification, Gathering and Validation of country specific localisation requirements
– Validate and ensure compliance with country specific Tax, Legal and Statutory requirements
– Define and validate Key Business Performance Measures and Reporting requirements
– Identify all Localisation and Validation of Business and System Roles and Responsibilities
– Arrange and facilitate of Conference Room Pilot sessions
– Support the Business Data collection and validation process for each country
– Define and validate Business and Test scenarios for System Integration and User Acceptance testing
– Validate of training material and support during Super User training delivery
– Responsible to ensure end-to-end solution integration between Business, the Solution Delivery and Implementation teams
– Assist and Support during Third Party and Quality Assurance validations.
– Provide Pre go-live readiness support
– Provide Post go-live implementation support
– Ensure Stakeholder engagement at all levels
– Support and operationalise the project plans for the MTN global HR solution and maintain fluid alignment with approved Project Deliverables up to and post implementation
– Analyse the business risks and assist in identifying potential mitigation plans with regard to the HR processes.
– Manage the successful implementation of the HR back office processes and transactions.
– Responsible for the re-engineering and strengthening of the end-to-end HR processes.
– Ensure that the end-to-end impact / requirements of business transformation activities is understood and that the MTN Next! design is fit for purpose to meet these requirements.
– Maintain compliance with global leading practice for the end-to-end standard operating solution for HR across all 22 Opcos.
– Take advantage of opportunities for efficiency in order to achieve standardisation with a high level of quality.
– Responsible for the updating of the global blueprint for the HR processes across all Opcos based on local complexities for 22 Opcos and ensures the successful launch of each Opco. The HR business processes must meet Opco specific tax, legal and regulatory requirements.
– Develop the HR business requirements and design blueprints to provide to the IT work stream for configuration at each roll-out phase for localisation specifications
– Ensure compliance to set standards for process design, ERP integrations, report creation standards and ultimately pilot and full rollout.
– Manage the relationship with the Systems Integrator (SI) to develop and build the functional HR processes.
– Responsible for the ERP solution performance and user acceptance testing on the HR processes and transactions.
– Responsible for the HR interface testing between the ERP and 3rd party solutions.
– Responsible for the implementation and roll-out of a standardised HR solution across all MTN Opcos.
– Implementation of multi country, multi-currency, multi financial calendar, global single instance ERP environment for HR with various levels of maturity.
– Drive HR initiatives to proactively review and implement leading practice processes.
– Collaborate with and guide the SI and associated vendors on system upgrades, database issues, change requirements and applying patches and fixes related to the HR processes.
– Maintain coherence and alignment between process teams for preparation work up to pilot and then same during full operational roll out across all Opcos.
– Perform end-to-end functional process walkthroughs for the HR processes.
– Provide input and support to the organisational change management work stream in preparing and delivering training material covering the HR processes, leveraging SOPs.
– Support and assist with the training delivery to ensure that HR staff is adequately trained prior to go live.
– Complete all go live checklists
– Support a culture that will be receptive to the changes Project NEXT brings.
– Provide implementation and post go live support as required and perform post go-live assessment through the provision of:
o expert advice, interpretation and guidance on policies, practices and processes regarding HR , to identified customer groups
o operational support in the execution of all elements of the global HR framework, including processes, coaching and best practice sharing
o expert technical support on site for HR related processes, and acts as liaison/main HR point of contact to the functional transformation leads and OpCos
o leadership to and manage the alignment of processes to global standards. Continually seeking to gain efficiencies where possible and encourage the OpCos to do the same
– Responsible for defining and developing functional key performance metrics and their associated measurements and reports to monitor the effectiveness and efficiency of the HR processes.
– Responsible for the identification, development and implementation of the policy and procedure changes and additions required to enable and support the new global HR processes.
– Ensure integration with the Master Data work stream to build the HR master data structures and migrate the data from legacy systems.
– Provide input and applicable business knowledge to define a Service Catalogue to support the chargeback model framework.
– Provide input and validate the FTE sizing guidelines and positional role requirements for the HR function as provided by the Service Delivery work stream.
– Provide input and validate the process governance solution provided by the Security and Controls team.
– Maintain good working relationships with process streams on the Project as well as with key Stakeholders across all operations.
– Facilitate feedback sessions with various HR system users to get feedback on future business requirements.
Supervisory / Leadership / Managerial Tasks
• Leadership and guidance to the HR team in alignment with the programme plans and objectives.
• Possess the authority, presence and integrity to command respect from colleagues.
• Set goals and objectives for self and direct reports, monitor progress and maintain motivation.
• Manage the performance of the HR work stream to ensure effective delivery and achievement of performance targets.
• Assist team members in overcoming work obstacles.
• Plan and conduct meetings with subordinates to ensure team members receive feedback regularly on work done.
• Performance management and appraisal of subordinates and agree action points.
• Coaching and mentoring of direct reports if required.
• Identify staff training and development needs and implement necessary actions.
• Promote a ‘customer centric’ and ‘partnership approach’ to develop strong relationships with other working groups.
• Manage development and well-being of subordinates.
• Facilitate effective communication and feedback.
• Identify and drive the executive decisions required to align MTN group policies with the global HR solution.
• Ensure compliance with MTN policies, processes and procedures.
• Research, provide and manage HR leading practices to the benefit of the MTN group.
• Custodian of HR expert knowledge and leading practices.
• Manage the integration with cross-functional process teams.
• Facilitates and provides guidance when organising forums.
• Manage HR stakeholder relationships to ensure effective and efficient service delivery.
• Support and guide skills and competency development to raise the level of HR competencies within the MTN group.
• Consults to the HR Managers of the 22 Opcos and group management services.
• Lead as the exemplar of the ethics, best practice and values of MTN.
Role Dependencies
• Group Executive strategy and support.
• Programme Director support.
• Global Process Design Authority support.
• Cross work stream support and alignment.
• Local Opco support.
• Integrity and quality of data and information from Operating Units and programme team.
• Calibre of direct reports.
• Calibre of programme managers.
• Positive working relationship with the programme work stream Principal.
• Positive working relationship with the other functional process leads.
• Knowledge of programme streams and KPI’s.
Creativities (improvement/innovation inherent):
• Identify opportunities for introducing new or refined solutions or leading practices for the end to end HR processes.
• Identify new or innovative product or service offering opportunities to enhance the delivery of MTN services.
• Identify innovative opportunities to achieve sustainable value delivery.
• Assist to identify programme and business risk.
• Proactive risk management in a fast paced and evolving environment.
• Create innovative processes to minimise risk and enhance overall programme management.
• Continuously search for ways to improve processes and procedures to minimise operational risks.
• Proactive reduction of business loss through solution governance ensuring adequate controls, processes, policies and procedures.
• Specialised input into understanding the links and impact into functional process streams.
• Make positive contributions in the area of building controls in HR business process and systems across MTN group.
• Apply leading practice in an optimal way to define the HR processes and procedures and the ability to localise these processes and procedures as and when required.
• Continually improve existing processes and procedures to enhance programme effectiveness, efficiency and performance.
• Ability to elicit cooperation from a wide variety of sources.
• System Improvement awareness.
• Ability to prioritise multiple requests and system requirements to meet the organisational goals.
Vulnerabilities (control span):
• Change in the strategic direction of MTN.
• Evolution of technology and business requirements.
• Appetite for change in the organisation.
• Inability to attract and retain key and critical skills.
• Loss of key skills within the programme and operations.
• Inadequate skill levels in the programme and operations.
• Availability of business resources to execute programme plan.
• Ensure that process designs cater for all Local and Group requirements.
• Lack of stakeholder alignment (including external stakeholders).
• Conflicting priorities between work streams.
• Lack of cohesive and structured integration.
• ERP failures or missed milestones.
• Delayed implementation of automation and tedious customisation.
• Complex and ambiguous project environment.
• Blurred Process Responsibilities Lines.
• Segregation of Duties Issues.
• Lack of support from other internal work streams.
• Changes in the regulatory environments or political environments of the Operating Units and Core.
• Global changes – political or security – to the global supply and value chain.
• HR legislation and standards that impact on HR instruments and contracts.
• Auditing and Compliance standards and procedures that impact on Labour contracts and HR reporting.
• Complexity of multi-national employment conditions, earnings and benefit structures and calculations.
• Complexity of multi-national income tax structures and calculations.
• Location of the Core in relation to the Operating Units.
• Autonomy of the Opcos.
• Cultural diversity of team members and stakeholders.
Job Requirements
Experience:
Minimum
• 5+ years consistent work experience covering similar functions in multinational telecommunication and manufacturing companies.
• GSM telecommunication experience will be advantageous.
• Design, Build and Execution experience within a Shared Services and Centre of Excellence operating model is required.
• Demonstrated experience in transforming the HR business processes as part of large scale back office transformations.
• Demonstrated experience with global or multinational projects/programmes.
• An excellent understanding of modern end-to-end HR practices.
• Process redesign initiatives and ERP implementation project experience is desirable.
• Demonstrated ability to effectively establish and maintain strategic working relationships with peers and constituents at all levels of the organization.
• Demonstrated analysis and problem solving skills using critical and innovative thinking.
Training:
• Leadership Development Programmes.
• Microsoft Office 2003/2007/2010.
• Microsoft Project.
• Business Process Management Tools.
• Experience with ERP solutions. Oracle ERP desired.
Additional Details
Independent thought and Judgment:
• Allow programme strategy and objectives to guide decision making processes.
• Evaluate HR programme progress and make trade-offs to ensure the best use of available resources.
• In depth understanding of demographics and local conditions and customization of the HR strategy accordingly.
• Interpret situations (internally and externally); apply knowledge of process (discipline; customer requirements) to provide appropriate solutions and make good HR programme decisions.
• Alert the Programme management team to trends and strategic issues.
• Provide a clear direction and highlight implications for the HR work stream.
• Provide direction and decision making capability in order to determine the best means of aligning the HR programme with the strategic intent of the organization.
• Translate overall programme direction into HR programme plans with clear and detailed objectives.
• Use programme precedents to inform decision making processes.
• Introduce and influence leading practice tools and techniques. Provide a number of different/unique solutions in order to decide the most appropriate solution for a specific situation.
• Introduce business process and quality improvement initiatives.
• Initiate and introduce cross-functional teams or HR forums to drive business improvements as required.
• Effective communication to HR delivery staff on new initiatives and MTN Corporate communications.
Authorities:
• Delegation of authority by the Programme Charter.
• Ensure alignment to programme strategy.
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