The role will require a good understanding of maturity models, process maturity and corporate/IT governance principles. Using these skills and expertise to continuously monitor and identify areas for enhancement.
Key Responsibilities
- Technology-centric analysis of control efficiency and areas for enhancement in partnership with the People Management team to ensure operational, systems, and legislative controls are embedded in business processes to drive maturity.
Assist control/product owners to improve the quality of supporting evidence and adherence to control narratives.
Identify non-compliance issues and develop solutions to support business management in mitigating risks.
Assist in development and implementation of process centric business controls to ensure compensating controls support all SOX and business controls.
Develop plans to seamlessly integrate new compliance quality and process maturity initiatives into the governance model.
Apply the ISO3100 risk management principles as they pertain to embedding the risk management approach in the business processes, HRIS technologies and other supporting applications to drive maturity and accountability.
Identify opportunities for business cross-platform optimization and partnering with the People System function.
Participate in review and update of application roles to meet changing business needs and identified gaps: specifically least access and segregation of duties.
Create, update, review and approve documentation for new and existing business applications.
Contribute to cross-functional team guidance to successfully execute business controls, specifically compensating controls to avoid single point of failure.
Requirements of special knowledge/skills
Exceptional communication, both verbal and written
Risk Management frameworks/ Governance frameworks
Logical thinking and problem solving skills
Workday/SAP HRIS
AI tools
Pre-Employment Screening
If your application is successful, your personal data may be used for a pre-employment screening check by a third party as permitted by applicable law. Depending on the vacancy and applicable law, a pre-employment screening may include employment history, education and other information (such as media information) that may be necessary for determining your qualifications and suitability for the position.
