Are you a Senior Business Analyst specialized in Human Resources, capable of gathering and formalizing functional requirements, performing in-depth techno-functional analyses, and contributing to the implementation of a Job Classification for employees and managers, including impacts on SAP PA-OM-PY-Time?

Context:

STIB-MIVB has over 10,000 employees spread throughout the Brussels region. As a key player in public transport, a significant portion of the staff works directly within the Tram, Bus and Metro Business Units. The company also relies on comprehensive administrative services to support all its activities.

Human resources management for such a diverse range of professions is handled by a centralized HR division, supported by local representatives.

With the aim of simplification and modernization, the HR Division has launched a large-scale transformation regarding:

Reward & Performance
compensation packages
career impacts
the competency model
job classification for employees and managers.

This project involves a complete overhaul of performance, compensation, competency management and job classification processes, with the ultimate goal of:

simplifying staff career tracking,
facilitating HR management,
while ensuring a controlled implementation in S/4, without negative impact on other populations.

General objectives of the assignment:

• Participation in the Job Classification project (SAP PA–OM–PY–Time in S/4).

The consultant’s contribution will focus particularly on:

• performing techno-functional analyses
• coordinating and executing regression and non-regression tests
• organizing and/or coordinating UAT phases
• documenting and training end-users
• creating Query Manager 4 reports to support:
• data cleansing
• analyses and decisions

• post-implementation operational follow-up

• Monitoring and implementing legal developments.

STIB-MIVB closely monitors legal developments to ensure compliance with legislation. These changes regularly require adjustments in SAP PA‑OM‑PY‑Time, sometimes in connection with other systems (e.g.: Social Security interfaces, Insurers, ...).

The objectives include:

• conducting pre-studies, impact analyses and techno-functional analyses
• alignment between legal obligations and collective agreement provisions (CCT)
• coordinating and executing regression/non-regression tests
• organizing/coordinating UAT phases
• documenting and training users
• creating Query Manager 4 reports for analysis and post-implementation monitoring

The scope covers the entire cycle: definition → implementation → field roll-out.

• Possible additional aspect – Participation in the implementation of Employee Central (without firm commitment):

Depending on project progress and priorities, the assignment could be extended to the implementation phase of Employee Central, to ensure consistency with:

• the Employee & Manager Job Classification project
• legal developments

The selected consultant will act as SAP HR Business Analyst and will report to the Human Resources department.

Additional information:

The assignment can be renewed for a maximum period (initial duration included) of: 880 working days