Context:

STIB-MIVB has more than 10,000 employees spread across the entire 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.

The management of human resources for such a diverse range of professions is ensured by a centralized HR division, supported by local representatives.

Today, the technologies in place no longer guarantee optimal and sustainable support for the teams. This finding has led to the launch of a digital HR transformation program.

Objectives of the digital transformation

This program mainly aims to:

• Align with new technologies and market best practices
• Deploy integrated tools that connect all HR domains, tailored to the needs of candidates, employees, and management.

Chosen HR technological architecture

SuccessFactors

Talent modules already implemented:

• Recruitment
• Learning
• Performance

OpenText

• Management of the Electronic Personnel File

Human Resource Support & Service Management (HRSSM) (solution yet to be defined)

Implementation of a multi-tier organization, with the objective to:

• maximize Tier 0 through Self-Service
• structure and optimize the handling of HR requests

Core HR migration to SuccessFactors Employee Central (EC)

The migration of part of Core HR currently in S/4HANA to Employee Central is a key lever of the transformation, as it will enable:

• An improved and digitized employee experience:
• implementation of Employee Self-Service accessible via an HR Launchpad
• native integration with the future Human Resources Support & Service Management (HRSSM) tool, ensuring smooth and traceable management of HR requests

• automatic generation of documents and support for uploading justifications by employees, automatically stored in the Electronic Personnel File (OpenText), ensuring consistency, traceability, and documentation compliance.

• Talent data consistency:

• simplified and consistent synchronization of master data across SuccessFactors
• for subsequent implementations of SuccessFactors modules for our Talent processes.

A Multi Tier HR organization

EC + SF + HRSSM + OpenText (Electronic Personnel File) will provide a solid foundation for:

• Tier 0: self-service and knowledge base
• Structured Tier 1, where HR Admins have an efficient ticketing tool and standardized processes
• Better equipped Tiers 2/3 thanks to centralized information, robust workflows, and decisions based on reliable data.

This will enable STIB-MIVB to work in a more harmonized, structured, and efficient manner, while strengthening the quality of service to employees and management.

Overall mission objective:

STIB is looking for a Senior Business Analyst in the HR domain, involved in the definition and implementation of solutions as an expert for the following areas:

• SAP ECC and S/4Hana PA – OM – PY
• SuccessFactors
• Workflows
• Interfaces
• ESS/MSS (including workflows)
• Human Resource Support & Service Management tools

The mission aims to:

• Contribute to the implementation of SuccessFactors Employee Central
• Carry out the analysis of functional needs for the future HRSSM and ESS solution.

Depending on project progress and organizational priorities, the mission could be extended to involvement in the implementation phase of the HRSSM solution.

Contribution to the implementation of SuccessFactors Employee Central

The mission will cover:

• Participation in the technical-functional analysis of SuccessFactors Employee Central, taking into account the existing S/4HANA environment (in production since January 2026), its current interfaces, and ensuring alignment with the digital HR Roadmap.
• consideration of payroll and time management continuity in S/4HANA
• definition of EC ↔ S/4HANA (PA/PY/Time/OM) and third-party system interfaces
• participation in functional scoping workshops
• contribution to migration strategy: mapping, rules, data quality
• preparation and execution of pre-UAT tests
• assisting operational teams during the UAT phase
• follow-up on anomalies
• participation in the cutover plan
• contribution to training materials and user communications
• participation in hypercare follow-up

Scope: from the definition phase up to the complete roll-out in the field.

ESS & HRSSM Analysis (future HR support tool)

The mission will cover:

Needs analysis:

• Inventory of HR activities to assess workload related to data processing and support
• Definition of processes, categories, and workflows to be integrated into an HRSSM
• Definition of links between ESS and SAP (info-types, fields, automatic injection)
• Definition of KPIs & SLAs
• Identification of key features
• Enhancement of customer experience
• Request tracking with full history
• Reporting on volume and typology of requests
• Definition of the Support Delivery Model (Tier 1 efficiency focus)
• Automation of non-value-added activities, notably the automatic storage of justifications in the Electronic Personnel File

Tool analysis:

• comparison of SAP-compatible tools on the market
• support in drafting the specifications
• participation in implementation

ESS Scope:

• definition of needs
• pre-UAT & UATs
• cutover
• field deployment
• hypercare

HRSSM Scope:

• definition of needs
• Depending on project progress and organizational priorities, the mission could be extended to involvement in the implementation phase of the HRSSM solution

Behavioral Competencies:

• Analytical mindset
• Critical thinking
• Organization & priority management
• Rigor and method
• Adaptability
• Structured work
• Results orientation
• Client orientation

Additional information:

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