What are the responsibilities and job description for the HR Systems Manager position at InterDigital, Inc.?
About InterDigital
InterDigital is a global research and development company focused primarily on wireless, video, artificial intelligence (“AI”), and related technologies. We design and develop foundational technologies that enable connected, immersive experiences in a broad range of communications and entertainment products and services. We license our innovations worldwide to companies providing such products and services, including makers of wireless communications devices, consumer electronics, IoT devices, cars and other motor vehicles, and providers of cloud-based services such as video streaming. As a leader in wireless technology, our engineers have designed and developed a wide range of innovations that are used in wireless products and networks, from the earliest digital cellular systems to 5G and today’s most advanced Wi-Fi technologies. We are also a leader in video processing and video encoding/decoding technology, with a significant AI research effort that intersects with both wireless and video technologies. Founded in 1972, InterDigital is listed on Nasdaq.
InterDigital is a registered trademark of InterDigital, Inc.
For more information, visit: www.interdigital.com.
HR Systems & Analytics Manager Summary
In this role, you will be responsible for identifying, designing, implementing, developing, and maintaining various modules within Workday including Core/Advanced Compensation, Benefits, HCM, Security and Reporting. Collaborating with stakeholders across Total Rewards teams, HR Operations, and HR Business Partners will be essential to understand business needs, define requirements, configure, support, and maintain solutions to achieve desired business objectives. As an HR Systems Manager, the role expands to include leadership in the management and optimization of HR systems across the organization. The manager is responsible for ensuring system functionality, data integrity, and process efficiency. They work closely with HR leadership and IS to align system capabilities with business strategies and drive the adoption of new technologies. In this role, the HR Systems Manager leads large-scale projects such as system upgrades, integrations with third-party tools, and the implementation of new modules. They play a central role in coordinating system customization, ensuring that configurations meet user requirements and organizational policies. Additionally, the HR Systems Manager develops and enforces system usage guidelines, manages vendor relationships, and oversees user training programs to ensure the system is utilized to its fullest potential.
HR Systems/Technological-Enablement Responsibilities
InterDigital is an equal employment opportunity employer. InterDigital will not engage in or tolerate unlawful discrimination with regard to any employment decision, policy or practice based on a person’s sex, gender, pregnancy (including childbirth, breastfeeding and related medical conditions), age, race, color, religion, creed, national origin, ancestry, citizenship, military status, veteran status, mental or physical disability, medical condition, genetic information, sexual orientation, gender identity or expression, or any other factor protected by applicable federal, state or local law. This policy applies to all terms and conditions of employment, including, but not limited to, recruiting, hiring, compensation, benefits, training, assignments, evaluations, coaching, promotion, discipline, discharge and layoff.
Interested in helping shape the technologies that make life boundless? InterDigital employees are part of something bigger than themselves, shared by our commitment to innovate. Join our TEAM. Show up as your authentic self, as we work to create, connect, live and inspire a better world through new technologies. We are #oneIDteam.
InterDigital is a global research and development company focused primarily on wireless, video, artificial intelligence (“AI”), and related technologies. We design and develop foundational technologies that enable connected, immersive experiences in a broad range of communications and entertainment products and services. We license our innovations worldwide to companies providing such products and services, including makers of wireless communications devices, consumer electronics, IoT devices, cars and other motor vehicles, and providers of cloud-based services such as video streaming. As a leader in wireless technology, our engineers have designed and developed a wide range of innovations that are used in wireless products and networks, from the earliest digital cellular systems to 5G and today’s most advanced Wi-Fi technologies. We are also a leader in video processing and video encoding/decoding technology, with a significant AI research effort that intersects with both wireless and video technologies. Founded in 1972, InterDigital is listed on Nasdaq.
InterDigital is a registered trademark of InterDigital, Inc.
For more information, visit: www.interdigital.com.
HR Systems & Analytics Manager Summary
In this role, you will be responsible for identifying, designing, implementing, developing, and maintaining various modules within Workday including Core/Advanced Compensation, Benefits, HCM, Security and Reporting. Collaborating with stakeholders across Total Rewards teams, HR Operations, and HR Business Partners will be essential to understand business needs, define requirements, configure, support, and maintain solutions to achieve desired business objectives. As an HR Systems Manager, the role expands to include leadership in the management and optimization of HR systems across the organization. The manager is responsible for ensuring system functionality, data integrity, and process efficiency. They work closely with HR leadership and IS to align system capabilities with business strategies and drive the adoption of new technologies. In this role, the HR Systems Manager leads large-scale projects such as system upgrades, integrations with third-party tools, and the implementation of new modules. They play a central role in coordinating system customization, ensuring that configurations meet user requirements and organizational policies. Additionally, the HR Systems Manager develops and enforces system usage guidelines, manages vendor relationships, and oversees user training programs to ensure the system is utilized to its fullest potential.
HR Systems/Technological-Enablement Responsibilities
- Performs system maintenance, including assisting in the review, testing and implementation of HRIS system upgrades or patches. Collaborates with functional and technical staff to coordinate the application of upgrade or fix.
- Work directly with our partners in our Compensation and Benefits teams to implement Workday Compensation and Benefit technology solutions into their business environments of increasing complexity levels.
- Architect Workday HCM solutions to ensure that all work streams are cohesive and cross functional impacts are considered and mitigated.
- Monitor existing HCM system integrations for success, accuracy and timeliness and archives files after successful run and transmission.
- Provide Workday subject matter functional expertise for day-to-day support and development including business process configuration, integrations, data transmission (EIB), testing and other troubleshooting support.
- Provide Workday product expertise in the areas of Workday Core/Advanced Compensation, Benefits and HCM. Liaise and develop technology solutions with other Workday SMEs, flexing across modules like Recruiting, Payroll, Talent Management, and Security
- Provide subject matter expertise on Workday best practices and partner with COE(s) to understand pain points, prioritize requirements and identify opportunities to improve processes and gain efficiency by leveraging Workday functionality. Creates creative technology solutions to match COE needs with business processes and requirements.
- Create and maintain clear, comprehensive, documented business requirements for requested changes, enhancements, or projects; accountable for articulating functional processes from beginning to end and providing thought leadership on functionality and design.
- Serve as SME for Workday Benefits, Compensation, and HCM business process design and configuration.
- Use Workday, to design and build advance, matrix, and composite reports, including dashboards and discovery boards, to meet customer needs.
- Ensures understanding of requests received by consulting and collaborating with HR and business-facing stakeholders in all data and reporting requests.
- Generate standard and ad-hoc reports on HR metrics such as turnover, headcount, compensation, and benefits. Collaborate with HR team members to understand their reporting needs and requirements. Identify opportunities to streamline HR reporting processes and implement improvements.
- Ability to manage multiple responsibilities concurrently, handle sensitive information, make sound business decisions, influence business leaders, manage details, and deliver results company-wide.
- Ability to build trust and credibility through consistent actions.
- Adaptability in addressing complex data challenges. Takes on the challenge of unfamiliar tasks.
- Ability to navigate through conditions of ambiguity and make effective decisions while maintaining flexibility and adaptability in situations that lack clarity.
- Bachelor’s degree required, with at least 5 years of experience in configuring HR technology and/or service products, for global teams.
- 5 years of deep configuration, global roll-out, and integration expertise within Workday, ideally within several of the following modules: Core HCM, Benefits, Compensation, Time Tracking, Absence, and/or Advanced Reporting
- Minimum 5 years of hands-on Workday configuration in the Benefits and Advanced Compensation modules
- Minimum of 3 years of in-depth hands-on analytical, reporting experience within an HRIS or ERP system (Workday preferred)
- Minimum of 3 years of experience working with HR data (e.g., headcount, turnover, recruiting metrics, and other people analytics)
- Strong interpersonal and relationship-building skills; quickly build relationships with diverse employee & leadership populations.
- Analytical skills and experience using data to identify insights that drive action.
- Ability to lead a project from both the strategic and tactical perspective with quality communication and change management considerations.
- Strong perseverance to lead with persuasiveness and decisiveness to drive results.
- Critical thinking skills with the ability to identify and understand issues, root causes, and opportunities from disparate sets of information and provide clear conclusions and guidance.
InterDigital is an equal employment opportunity employer. InterDigital will not engage in or tolerate unlawful discrimination with regard to any employment decision, policy or practice based on a person’s sex, gender, pregnancy (including childbirth, breastfeeding and related medical conditions), age, race, color, religion, creed, national origin, ancestry, citizenship, military status, veteran status, mental or physical disability, medical condition, genetic information, sexual orientation, gender identity or expression, or any other factor protected by applicable federal, state or local law. This policy applies to all terms and conditions of employment, including, but not limited to, recruiting, hiring, compensation, benefits, training, assignments, evaluations, coaching, promotion, discipline, discharge and layoff.
Interested in helping shape the technologies that make life boundless? InterDigital employees are part of something bigger than themselves, shared by our commitment to innovate. Join our TEAM. Show up as your authentic self, as we work to create, connect, live and inspire a better world through new technologies. We are #oneIDteam.
