Project Manager

Mandatory experience in:

• Minimum 10 years of professional experience in project management, including at least 5 years managing large-scale HR transformation or HRIS implementation projects.
• Proven experience in managing Oracle Cloud HCM projects is mandatory.
• Experience with complex multi-module implementations, legacy HR system replacement and decommissioning, and projects involving payroll, recruitment, absence, time management or benefits functionality will be considered essential.
• Preparing project initiation, planning and governance documentation, including project charters, work plans, stakeholder matrices, risk and issue management approaches, communications plans and deliverables acceptance approaches.
• Planning multi-module HR transformation projects covering business process design, requirements management, configuration, data migration, integrations, testing, security, reporting, change management, cutover and post-go-live support.
• Estimating project effort, defining resource requirements and preparing realistic planning assumptions for business, IT, functional, technical and vendor teams.
• Working with senior stakeholders, business owners, IT teams, implementation partners and governance bodies to define project scope, priorities, dependencies and decision-making structures.
• Supporting legacy system replacement or decommissioning initiatives, ideally involving PeopleSoft HCM or comparable HR platforms.

Deep Knowledge of:

• Oracle Cloud HCM implementation lifecycle, with strong understanding of one or more of the following modules: Benefits, Absence Management, Time and Labour, Recruiting, Payroll.
• Project management methodologies and structured project governance, preferably including PM² or comparable methodologies used in institutional, public sector or regulated environments.
• HR business processes, HR data, integrations, reporting, access management, testing, cutover and operational readiness considerations in the context of HR system transformation.
• Legacy HR system migration and decommissioning considerations, including dependencies, data retention, reconciliation, business continuity and transition to the target operating model.