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 diversity of professions is ensured by a centralized HR division, supported by local representatives.

Today, the technologies in place no longer allow for optimal and sustainable support for the teams. This observation led to the launch of an

HR digital transformation program.

Objectives of the digital transformation

This program mainly aims to:

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

Chosen HR technology 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, among others, to:

• maximize Tier 0 through Self-Service;
• structure and optimize the processing of HR requests.

Core HR migration to SuccessFactors Employee Central (EC)

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

• An improved and digitalized 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 justifications uploaded by employees, automatically stored in the Electronic Personnel File (OpenText), ensuring consistency, traceability, and compliance in documentation.

• Talent data consistency:

• Simplified and coherent synchronization of master data across all of 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;
• Tiers 2/3 better equipped thanks to centralized information, robust workflows, and data-driven decisions.

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

General objective of the mission:

STIB is looking for a Senior Project Manager in the HR field, involved in the definition and implementation of solutions as an expert for the following domains:

• SuccessFactors Employee Central
• Workflows / Interfaces (including Hastus for planning)

The mission is structured around two major areas:

• Management of the implementation of SAP SuccessFactors Employee Central (EC)
• Contribution as a Business Analyst – Hastus Project

Management and support for the implementation of SAP SuccessFactors Employee Central (EC)

Before the implementation of Employee Central, a technical study must be conducted.

Its aim is to analyze the target architecture, the impact on other SuccessFactors modules, the management of HR events as well as downstream applications, while integrating best practices related to the organization chart.

In a heavily customized SAP environment, very good knowledge of S/4HANA in the HR domain is essential to properly assess the impacts and ensure a coherent transition to EC.

Key responsibilities

• Support the partner in charge of the technical analysis, notably regarding the numerous HR events.
• Define the functional scope of Employee Central.
• Build the project plan and schedule the necessary resources.
• Take into account payroll continuity and time management in S/4HANA.
• Stakeholder management and organization of governance.
• Manage escalations and facilitate decision-making.
• Coordinate implementation activities. Manage the implementation partner and ensure compliance with deliverables for all implementation phases.
• Organize workshops and coordinate the collection and validation of business requirements.
• Coordinate EC ↔ S/4HANA (PA/PY/Time/OM) integrations and third-party systems, including Hastus.
• Define the testing strategy, organize test cycles, monitor defect resolution.
• Coordinate data migration and replication of SuccessFactors data to SAP and vice versa.
• Coordinate change management and communication activities.
• Plan cutover and go-live. Prepare and lead the final go/no-go decision with sponsors.
• Organize the hypercare phase post go-live.
• Participate in defining a RACI matrix.

Contribution as Business Analyst – Hastus Project

STIB uses Hastus, a professional transport operations planning system, to optimize:

• vehicle schedules (buses, trams),
• driver schedules.

A project is underway to extend Hastus to the Metro Business Unit and develop a new webservice interface, with two main objectives:

• Automate the transfer of planned and executed services to SAP Time to ensure reliable capture of attendance/absence of driving staff.
• Improve anomaly management in SAP.

Key responsibilities

• Conduct pre-studies, impact analyses, and technical-functional analyses for the new interface (webservice).
• Ensure alignment with the future implementation of EC to guarantee a future-proof solution.
• Draft Business Requests with functional specifications for IT developments.
• Define regression & non-regression and UAT test scenarios.
• Perform regression and non-regression tests.
• Organize, coordinate, and assist users during the UAT phase.
• Produce Query Manager 4 reports to:
• support analysis and decision-making

• ensure operational follow-up post-implementation

• Depending on project progress and organizational priorities, the mission could be extended to involvement in the implementation of the rest of the SuccessFactors Talent modules.

Behavioral Competencies:

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

Additional information:

The mission may be extended for a maximum duration (initial duration included) of: 880 working days