Responsibilities
Partners with senior leaders, managers and front line supervisors to identify, prioritize, and build organizational capabilities. Drives leader led ownership of performance and talent management, associate engagement and individual development. Demonstrates Fiserv`s Leadership Expectations and Lives our Values. Inspires others to achieve excellence and deliver on the promise of One Fiserv. Initiates workforce analysis and organization design activities with business leaders to ensure structure and staffing are proactively managed to meet short and long term business goals and desired turnover is achieved. Ensures change management activities within the business that have associate impact are managed in a timely, professional and lawful manner and that communications regarding change are clear, concise and consistent. Ensures core HR processes (e.g., performance, talent reviews, compensation, talent acquisition, etc.) are clearly communicated and understood by managers and associates within assigned client groups. Recommends process improvements or changes that will improve the effectiveness and/or efficiency of operations. Builds relationships with Corporate HR and other Field HR colleagues to create learning opportunities and share best practices.
Ideal Candidate Qualifications
The Manager, HR, Card Services must possess the following experiences and characteristics:
Industry: Experience working with the technology sector where development is a key component of the service profit chain.
Building Businesses: Demonstrated track-record of helping Mangers identify and recruit talent that has contributed to growing the business or firm.
Change Leadership: A history of personally influencing behavioral and philosophical change among business leaders.
Self-Sufficient: Able to leverage support groups to scale execution but also able to personally develop practical tactical tools and templates when the need arises.
Advice: Seen as a trustworthy source of advice and counsel with experience coaching leaders.
Ownership: Experience and confidence to take ownership for the full impact of human resources delivery.
Relationship Building: Successfully builds strong working relationships from a geographical distance.
Human Resources Knowledge: Broadly skilled in a variety of human resources disciplines with a vertical specialization and a track record of applying insight to improve business results.
Detail Orientation: An ability and confidence to process high volume of work while maintaining an eye for the detail required that eliminates rework.
Talent Management: Experience in hiring talent, building succession pipelines, assessing and (re)designing org structures, coaching on performance management, and working with Managers to identify develop opportunities for their talent
Agility: Ability to deal with ambiguity, tight timelines, multiple priorities, and demanding environments. Thrives in a fast-moving, constantly changing environment.
Relocation: Willingness and ability to relocate within the next 3 years for career progression.
Required Education/Experience:
Bachelor`s degree in Human Resources Management, Business Administration or a related field, required
Master`s degree preferred
Five (5) years required, five to ten (10) years of progressive HR responsibility and experience preferred
Leadership Expectations
To perform the job successfully, an individual should demonstrate the following:
Talent Development by:
Inspiring others to stretch and challenge themselves to contribute in ways they might not otherwise think possible;
Investing in the development of leadership talent and bench strength that creates value for Fiserv;
Providing direct and constructive feedback that pushes others to develop their leadership skills;
Results Focus by:
Taking action to effectively and efficiently implement needed change throughout the business and the Human Resource team;
Building a high performing, adaptive culture that delivers superior value to our customers and other stakeholders
Establishing clear expectations for levels of support and holding the team accountable for meeting them;
180 Day Objectives
Drive leader led communication regarding Your Voice 2015 engagement survey including skip level meetings to reinforce progress from 2014 feedback.
Facilitate actions from Talent Review meetings for Director+ in organization including performance management and individual development plans for target talent.
Embed the Job Architecture structure into Client Operations organization. Complete job alignment tasks that were outside of original project scope.
Prepare Managers for year-end performance reviews including communication of process, calibration of ratings
Fiserv
Parsippany, NJ
Responsibilities
Partners with senior leaders, managers and front line supervisors to identify, prioritize, and build organizational capabilities. Drives leader led ownership of performance and talent management, associate engagement and individual development. Demonstrates Fiserv`s Leadership Expectations and Lives our Values. Inspires others to achieve excellence and deliver on the ...
Responsibilities
Partners with senior leaders, managers and front line supervisors to identify, prioritize, and build organizational capabilities. Drives leader led ownership of performance and talent management, associate engagement and individual development. Demonstrates Fiserv`s Leadership Expectations and Lives our Values. Inspires others to achieve excellence and deliver on the promise of One Fiserv. Initiates workforce analysis and organization design activities with business leaders to ensure structure and staffing are proactively managed to meet short and long term business goals and desired turnover is achieved. Ensures change management activities within the business that have associate impact are managed in a timely, professional and lawful manner and that communications regarding change are clear, concise and consistent. Ensures core HR processes (e.g., performance, talent reviews, compensation, talent acquisition, etc.) are clearly communicated and understood by managers and associates within assigned client groups. Recommends process improvements or changes that will improve the effectiveness and/or efficiency of operations. Builds relationships with Corporate HR and other Field HR colleagues to create learning opportunities and share best practices.
Ideal Candidate Qualifications
The Manager, HR, Card Services must possess the following experiences and characteristics:
Industry: Experience working with the technology sector where development is a key component of the service profit chain.
Building Businesses: Demonstrated track-record of helping Mangers identify and recruit talent that has contributed to growing the business or firm.
Change Leadership: A history of personally influencing behavioral and philosophical change among business leaders.
Self-Sufficient: Able to leverage support groups to scale execution but also able to personally develop practical tactical tools and templates when the need arises.
Advice: Seen as a trustworthy source of advice and counsel with experience coaching leaders.
Ownership: Experience and confidence to take ownership for the full impact of human resources delivery.
Relationship Building: Successfully builds strong working relationships from a geographical distance.
Human Resources Knowledge: Broadly skilled in a variety of human resources disciplines with a vertical specialization and a track record of applying insight to improve business results.
Detail Orientation: An ability and confidence to process high volume of work while maintaining an eye for the detail required that eliminates rework.
Talent Management: Experience in hiring talent, building succession pipelines, assessing and (re)designing org structures, coaching on performance management, and working with Managers to identify develop opportunities for their talent
Agility: Ability to deal with ambiguity, tight timelines, multiple priorities, and demanding environments. Thrives in a fast-moving, constantly changing environment.
Relocation: Willingness and ability to relocate within the next 3 years for career progression.
Required Education/Experience:
Bachelor`s degree in Human Resources Management, Business Administration or a related field, required
Master`s degree preferred
Five (5) years required, five to ten (10) years of progressive HR responsibility and experience preferred
Leadership Expectations
To perform the job successfully, an individual should demonstrate the following:
Talent Development by:
Inspiring others to stretch and challenge themselves to contribute in ways they might not otherwise think possible;
Investing in the development of leadership talent and bench strength that creates value for Fiserv;
Providing direct and constructive feedback that pushes others to develop their leadership skills;
Results Focus by:
Taking action to effectively and efficiently implement needed change throughout the business and the Human Resource team;
Building a high performing, adaptive culture that delivers superior value to our customers and other stakeholders
Establishing clear expectations for levels of support and holding the team accountable for meeting them;
180 Day Objectives
Drive leader led communication regarding Your Voice 2015 engagement survey including skip level meetings to reinforce progress from 2014 feedback.
Facilitate actions from Talent Review meetings for Director+ in organization including performance management and individual development plans for target talent.
Embed the Job Architecture structure into Client Operations organization. Complete job alignment tasks that were outside of original project scope.
Prepare Managers for year-end performance reviews including communication of process, calibration of ratings
Fiserv, Inc. (NASDAQ: FISV) is a leading global provider of information management and electronic commerce systems for the financial services industry, providing integrated technology and services that create value and results for our clients. Fiserv drives innovations that transform experiences for more than 13,000 clients worldwide, including banks, credit unions and thrifts, billers, mortgage lenders and leasing companies, brokerage and investment firms and other business clients. Fiserv celebrated its 30th year in 2014 and generated over $5.1 billion in revenue in 2014.
Company facts:
• 29 years of double-digit EPS growth
• More than 75 Million online banking users
• More than 25 Billion digital payment transactions in 2013
• More than 14 Million mobile banking users
• 25 Million active bill payment users
• $965 Million free cash flow
• More than 1 Trillion moved annually
• Numerous awards including Fortune World`s Most Admired Companies (2015) and Forbes America`s Best Employers (2015)
Card Services:
With over 30 years of industry-recognized leadership, Fiserv Card Services is a leader in electronic funds transfer and provides a total payments solution through a variety of products and services. Card Services authorizes and settles debit, credit, and ATM transactions, monitors and drives ATMs, and provides nationwide switching of EFT transactions. We processed over 12.7 billion transactions in 2014 and handled $1M+ in commerce during our busiest minute this year. Card Services supports ~20,000 ATMs (with uptimes of 99.9%), and over ~50M cardholder accounts for over 3,100 clients the majority of which are Financial Institutions... Card Services also owns the Accel® PIN-based ATM/POS network, which is accessible at ~3.6 million point-of-sale locations and 535,000 ATMs in all 50 US states, US territories, and Canada.
Role Profile
Manager, Human Resources, Card Services (HR Business Partner)
Responsibilities
Partners with senior leaders, managers and front line supervisors to identify, prioritize, and build organizational capabilities. Drives leader led ownership of performance and talent management, associate engagement and individual development. Demonstrates Fiserv`s Leadership Expectations and Lives our Values. Inspires others to achieve excellence and deliver on the promise of One Fiserv. Initiates workforce analysis and organization design activities with business leaders to ensure structure and staffing are proactively managed to meet short and long term business goals and desired turnover is achieved. Ensures change management activities within the business that have associate impact are managed in a timely, professional and lawful manner and that communications regarding change are clear, concise and consistent. Ensures core HR processes (e.g., performance, talent reviews, compensation, talent acquisition, etc.) are clearly communicated and understood by managers and associates within assigned client groups. Recommends process improvements or changes that will improve the effectiveness and/or efficiency of operations. Builds relationships with Corporate HR and other Field HR colleagues to create learning opportunities and share best practices.
Ideal Candidate Qualifications
The Manager, HR, Card Services must possess the following experiences and characteristics:
• Industry: Experience working with the technology sector where development is a key component of the service profit chain.
• Building Businesses: Demonstrated track-record of helping Mangers identify and recruit talent that has contributed to growing the business or firm.
• Change Leadership: A history of personally influencing behavioral and philosophical change among business leaders.
• Self-Sufficient: Able to leverage support groups to scale execution but also able to personally develop practical tactical tools and templates when the need arises.
• Advice: Seen as a trustworthy source of advice and counsel with experience coaching leaders.
• Ownership: Experience and confidence to take ownership for the full impact of human resources delivery.
• Relationship Building: Successfully builds strong working relationships from a geographical distance.
• Human Resources Knowledge: Broadly skilled in a variety of human resources disciplines with a vertical specialization and a track record of applying insight to improve business results.
• Detail Orientation: An ability and confidence to process high volume of work while maintaining an eye for the detail required that eliminates rework.
• Talent Management: Experience in hiring talent, building succession pipelines, assessing and (re)designing org structures, coaching on performance management, and working with Managers to identify develop opportunities for their talent
• Agility: Ability to deal with ambiguity, tight timelines, multiple priorities, and demanding environments. Thrives in a fast-moving, constantly changing environment.
• Relocation: Willingness and ability to relocate within the next 3 years for career progression.
Required Education/Experience:
• Bachelor`s degree in Human Resources Management, Business Administration or a related field, required
• Master`s degree preferred
• Five (5) years required, five to ten (10) years of progressive HR responsibility and experience preferred
Fiserv
Orlando, FL
Fiserv, Inc. (NASDAQ: FISV) is a leading global provider of information management and electronic commerce systems for the financial services industry, providing integrated technology and services that create value and results for our clients. Fiserv drives innovations that transform experiences for more than 13,000 clients worldwide, including banks, credit unions ...
Fiserv, Inc. (NASDAQ: FISV) is a leading global provider of information management and electronic commerce systems for the financial services industry, providing integrated technology and services that create value and results for our clients. Fiserv drives innovations that transform experiences for more than 13,000 clients worldwide, including banks, credit unions and thrifts, billers, mortgage lenders and leasing companies, brokerage and investment firms and other business clients. Fiserv celebrated its 30th year in 2014 and generated over $5.1 billion in revenue in 2014.
Company facts:
• 29 years of double-digit EPS growth
• More than 75 Million online banking users
• More than 25 Billion digital payment transactions in 2013
• More than 14 Million mobile banking users
• 25 Million active bill payment users
• $965 Million free cash flow
• More than 1 Trillion moved annually
• Numerous awards including Fortune World`s Most Admired Companies (2015) and Forbes America`s Best Employers (2015)
Card Services:
With over 30 years of industry-recognized leadership, Fiserv Card Services is a leader in electronic funds transfer and provides a total payments solution through a variety of products and services. Card Services authorizes and settles debit, credit, and ATM transactions, monitors and drives ATMs, and provides nationwide switching of EFT transactions. We processed over 12.7 billion transactions in 2014 and handled $1M+ in commerce during our busiest minute this year. Card Services supports ~20,000 ATMs (with uptimes of 99.9%), and over ~50M cardholder accounts for over 3,100 clients the majority of which are Financial Institutions... Card Services also owns the Accel® PIN-based ATM/POS network, which is accessible at ~3.6 million point-of-sale locations and 535,000 ATMs in all 50 US states, US territories, and Canada.
Role Profile
Manager, Human Resources, Card Services (HR Business Partner)
Responsibilities
Partners with senior leaders, managers and front line supervisors to identify, prioritize, and build organizational capabilities. Drives leader led ownership of performance and talent management, associate engagement and individual development. Demonstrates Fiserv`s Leadership Expectations and Lives our Values. Inspires others to achieve excellence and deliver on the promise of One Fiserv. Initiates workforce analysis and organization design activities with business leaders to ensure structure and staffing are proactively managed to meet short and long term business goals and desired turnover is achieved. Ensures change management activities within the business that have associate impact are managed in a timely, professional and lawful manner and that communications regarding change are clear, concise and consistent. Ensures core HR processes (e.g., performance, talent reviews, compensation, talent acquisition, etc.) are clearly communicated and understood by managers and associates within assigned client groups. Recommends process improvements or changes that will improve the effectiveness and/or efficiency of operations. Builds relationships with Corporate HR and other Field HR colleagues to create learning opportunities and share best practices.
Ideal Candidate Qualifications
The Manager, HR, Card Services must possess the following experiences and characteristics:
• Industry: Experience working with the technology sector where development is a key component of the service profit chain.
• Building Businesses: Demonstrated track-record of helping Mangers identify and recruit talent that has contributed to growing the business or firm.
• Change Leadership: A history of personally influencing behavioral and philosophical change among business leaders.
• Self-Sufficient: Able to leverage support groups to scale execution but also able to personally develop practical tactical tools and templates when the need arises.
• Advice: Seen as a trustworthy source of advice and counsel with experience coaching leaders.
• Ownership: Experience and confidence to take ownership for the full impact of human resources delivery.
• Relationship Building: Successfully builds strong working relationships from a geographical distance.
• Human Resources Knowledge: Broadly skilled in a variety of human resources disciplines with a vertical specialization and a track record of applying insight to improve business results.
• Detail Orientation: An ability and confidence to process high volume of work while maintaining an eye for the detail required that eliminates rework.
• Talent Management: Experience in hiring talent, building succession pipelines, assessing and (re)designing org structures, coaching on performance management, and working with Managers to identify develop opportunities for their talent
• Agility: Ability to deal with ambiguity, tight timelines, multiple priorities, and demanding environments. Thrives in a fast-moving, constantly changing environment.
• Relocation: Willingness and ability to relocate within the next 3 years for career progression.
Required Education/Experience:
• Bachelor`s degree in Human Resources Management, Business Administration or a related field, required
• Master`s degree preferred
• Five (5) years required, five to ten (10) years of progressive HR responsibility and experience preferred