HR Systems & Platform Owner (SuccessFactors)

At the heart of Pomerleau’s HR digital transformation, the HR Systems & Platform Owner ensures alignment between business needs, HR processes, and technology capabilities to maximize the value delivered to employees, managers, and HR teams. Working closely with HR, IT, and external partners, the incumbent supports the definition and prioritization of the platform roadmap, ensures alignment and consistency across business requirements, HR processes, and implemented solutions, and oversees the governance of processes and data supported by SuccessFactors. This is done in close collaboration with the IT team responsible for the platform’s architecture, integrations, security, environments, and technical operations. The incumbent also serves as a functional subject matter expert for HRIS Analysts, providing guidance on platform configuration, the design of business rules, and the adoption of best practices.

Key Responsibilities

Product Management and Agile Delivery

• Maintain and prioritize the product backlog, clearly distinguishing between incidents, service requests, and enhancement requests.
• Collaborate with users to clarify business needs and translate them into user stories, functional requirements, and acceptance criteria.
• Facilitate refinement, iteration planning, and review sessions, and monitor progress against delivery commitments.
• Validate that delivered solutions meet business needs and established quality criteria.
• Plan team capacity and allocate work based on priorities and the expertise required.

Platform Vision, Roadmap and Evolution

• Collaborate with the Director and IT Program Manager to define and maintain the SAP SuccessFactors vision and roadmap, ensuring alignment with HR and organizational priorities.
• Review new SAP SuccessFactors releases and assess their potential impacts, risks, and opportunities.
• Coordinate release preparation activities, including planning, testing, issue resolution, documentation, communications, and deployment to production.
• Collaborate with the Director and IT Program Manager to identify opportunities to improve, automate, and simplify processes in order to enhance the experience of employees, managers, and HR teams.
• Assess initiatives based on their value, urgency, risks, dependencies, and available capacity.
• Monitor changes through stabilization and measure the outcomes achieved.
• Stay current on SuccessFactors capabilities and emerging HR technology practices.

Platform Governance and Evolution

• Define and govern business rules, workflows, functional roles, integration requirements, and solution configurations, and collaborate with the IT team to ensure their consistent technical implementation across SuccessFactors and integrated systems.
• Ensure the quality, integrity, protection, and traceability of HR data supported by the platform.
• Ensure that functional requirements, test scenarios, and acceptance criteria are defined and validated in collaboration with the IT teams responsible for configuration, testing, and production deployment standards.
• Plan and coordinate with IT teams on requirements related to system environments, production deployments, data anonymization, and licence management to support business priorities.

Application Support and Partner Management

• Prioritize business needs and requests for enhancements or functional support assigned to external partners, in collaboration with IT teams for the platform’s technical components.
• Lead support follow-up meetings with vendors, monitor service quality, and track risks, issues, and deliverables.
• Analyze support metrics and recurring requests to recommend preventive measures and sustainable improvements.
• Prepare performance reports to support decision-making related to enhancement requests associated with external services.

Collaboration and Team Development

• Coach HRIS Analysts, particularly in requirements analysis, SuccessFactors configuration, business rule design, and testing practices.
• Review proposed solutions, share best practices, and support the team in progressively developing greater autonomy.
• Promote knowledge transfer and maintain clear documentation of decisions and implemented solutions.

Qualifications and Skills

Education & Experience

• Bachelor’s degree in Human Resources, Business Administration, Information Technology, Information Systems, or a related field.
• Minimum of 7 years of relevant experience in HR systems, product management, or business analysis.
• Extensive experience with SAP SuccessFactors and the evolution and optimization of an integrated HR platform.
• Experience with Agile delivery, vendor management, and working in a multi-stakeholder environment.
• Demonstrated experience providing guidance, coaching, or development support to functional or HRIS analysts.
• SAP SuccessFactors or Product Owner certification is considered an asset.

Key Competencies

• Strong understanding of SuccessFactors configurations, business rules, integrations, system environments, and data governance.
• Ability to translate strategic direction into clear priorities and tangible deliverables.
• Strong influencing leadership skills, sound judgment, and a collaborative approach, with the ability to engage and mobilize stakeholders without direct reporting authority.
• Excellent communication and facilitation skills, with the ability to explain complex topics clearly to different audiences.
• Strong attention to detail, autonomy, analytical skills, and the ability to manage multiple priorities simultaneously.
• Excellent command of French and English, both written and spoken.

Benefits

• RRSP with up to 5% employer matching
• Hybrid work model for corporate roles
• Employee stock ownership program
• Career growth through real development opportunities
• Transit pass reimbursement — get to work for free
• Minimum 4 weeks of vacation from day one

The expected compensation range posted for this role applies to available work locations in Ontario and/or British Columbia. Offered compensation may vary from the posted range based on a candidate’s relevant skills, experience, qualifications, geographic location, and the final job for which they are hired. Please view this job on Pomerleau’s official Career Site if the posted compensation range is unavailable on a third-party job board.