HRIS Product Owner
The HRIS Product Owner ( ROMANIA) – Talent, Compensation & Employee Voice is responsible for the end-to-end ownership of digital HR products supporting talent management, reward/compensation processes, learning and employee listening. The role ensures that HR technology solutions are aligned with business priorities, deliver strong employee and manager experiences, and enable data-driven HR decisions. Acting as the bridge between HR, IT and external vendors, the Product Owner translates functional needs into scalable, fit-for-purpose system capabilities across the global organization
PRIMARY RESPONSIBILITIES / KEY RESULT AREAS
Product ownership and roadmap management (30%)
Own the product vision and multi-year roadmap for Talent, Compensation and Employee Voice systems, ensuring alignment with HR strategy and digital priorities. Define and prioritize the product backlog based on business value, regulatory requirements and user feedback. Act with a high degree of independence within defined governance, setting product goals and success measures.
Stakeholder engagement and requirements definition (20%)
Partner closely with HR Centers of Expertise (Talent, Rewards), HR Operations, HR Business Partners and IT to gather, challenge and document business requirements. Translate functional needs into clear system requirements and user stories, recommending solutions and improvements for supervisor or leadership approval.
System configuration and continuous improvement (20%)
Own the end-to-end functional lifecycle of Talent, Compensation and Employee Voice solutions, ensuring that clear, complete and prioritized business requirements are defined and handed over to IT teams, external implementation partners and vendors for technical configuration. Collaborate closely with delivery partners to ensure business needs are accurately translated into technical solutions, actively participate in solution design reviews, user acceptance testing and release validation. Lead or coordinate user training, communication materials and user guides, and continuously identify opportunities to simplify processes, enhance usability and standardize practices globally while respecting local requirements.
Vendor and release management (15%)
Manage relationships with external vendors and implementation partners. Plan, test and communicate system releases, upgrades and enhancements, assessing functional impact and coordinating change activities. Ensure solutions comply with company standards, data privacy and security requirements.
Data, insights and employee experience enablement (10%)
Collaborate closely with HR Analytics and Reporting teams to define data, reporting and analytics requirements related to talent, compensation and employee voice, ensuring solutions meet business needs and are effectively delivered by the appropriate teams. Act as the functional owner for prioritization and integration of these solutions within HR systems. Retain end-to-end accountability for the employee and manager experience across digital HR touchpoints, ensuring consistency, usability and alignment with overall employee experience principles.
Risk management and problem solving (5%)
Identify and address system issues, data quality risks and process gaps. Resolve moderately complex problems within established policies and guidelines, escalating recommendations requiring broader business decisions for approval.
COMPETENCIES
QUALIFICATIONS & EXPERIENCE
OTHER KEY REQUIREMENTS / COMMENTS
Key performance indicators may include adoption and satisfaction of HR tools, delivery against roadmap, process efficiency and data quality
SES and its Affiliated Companies are committed to providing fair and equal employment opportunities to all. We are an Equal Opportunity employer and will consider all qualified applicants for employment without regard to race, color, religion, gender, pregnancy, sex, sexual orientation, gender identity, national origin, age, genetic information, protected veteran status, disability, or any other basis protected by local, state, or federal law.
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