HRIS Product Owner

ROLE DESCRIPTION SUMMARY

The HRIS Product Owner( ROMANIA) – Talent, Compensation & Employee Voice is responsible for the end-to-end ownership of digital HR products supporting talent management, reward/compensation processes, learning and employee listening. The role ensures that HR technology solutions are aligned with business priorities, deliver strong employee and manager experiences, and enable data-driven HR decisions. Acting as the bridge between HR, IT and external vendors, the Product Owner translates functional needs into scalable, fit-for-purpose system capabilities across the global organization

PRIMARY RESPONSIBILITIES / KEY RESULT AREAS

Product ownership and roadmap management (30%)

Own the product vision and multi-year roadmap for Talent, Compensation and Employee Voice systems, ensuring alignment with HR strategy and digital priorities. Define and prioritize the product backlog based on business value, regulatory requirements and user feedback. Act with a high degree of independence within defined governance, setting product goals and success measures.

Stakeholder engagement and requirements definition (20%)

Partner closely with HR Centers of Expertise (Talent, Rewards), HR Operations, HR Business Partners and IT to gather, challenge and document business requirements. Translate functional needs into clear system requirements and user stories, recommending solutions and improvements for supervisor or leadership approval.

System configuration and continuous improvement (20%)

Own the end-to-end functional lifecycle of Talent, Compensation and Employee Voice solutions, ensuring that clear, complete and prioritized business requirements are defined and handed over to IT teams, external implementation partners and vendors for technical configuration. Collaborate closely with delivery partners to ensure business needs are accurately translated into technical solutions, actively participate in solution design reviews, user acceptance testing and release validation. Lead or coordinate user training, communication materials and user guides, and continuously identify opportunities to simplify processes, enhance usability and standardize practices globally while respecting local requirements.

Vendor and release management (15%)

Manage relationships with external vendors and implementation partners. Plan, test and communicate system releases, upgrades and enhancements, assessing functional impact and coordinating change activities. Ensure solutions comply with company standards, data privacy and security requirements.

Data, insights and employee experience enablement (10%)

Collaborate closely with HR Analytics and Reporting teams to define data, reporting and analytics requirements related to talent, compensation and employee voice, ensuring solutions meet business needs and are effectively delivered by the appropriate teams. Act as the functional owner for prioritization and integration of these solutions within HR systems. Retain end-to-end accountability for the employee and manager experience across digital HR touchpoints, ensuring consistency, usability and alignment with overall employee experience principles.

Risk management and problem solving (5%)

Identify and address system issues, data quality risks and process gaps. Resolve moderately complex problems within established policies and guidelines, escalating recommendations requiring broader business decisions for approval.

COMPETENCIES

• Strong understanding of HR processes, particularly in Talent Management, Compensation/Reward and Employee Listening
• Product ownership mindset with the ability to balance business needs, user experience and system capabilities
• Analytical and structured problem-solving skills
• Ability to work independently within defined frameworks and governance
• Strong stakeholder management and communication skills across HR, IT and vendors
• Change-oriented mindset with a focus on continuous improvement and employee experience

QUALIFICATIONS & EXPERIENCE

• Bachelor’s degree in Human Resources, Business Administration, Information Systems or a related field (Master’s degree is an advantage)
• Minimum 3–5 years of experience working with HR systems or HR digital solutions
• Prior background in HR is strongly preferred, ideally with experience in Talent Management, Compensation/Rewards
• Hands-on experience with SAP SuccessFactors; exposure to Qualtrics, Culture Amp, LMS platforms or other employee listening and talent tools is an advantage
• Experience translating HR business requirements into system solutions and working with vendors or IT delivery teams

OTHER KEY REQUIREMENTS / COMMENTS

Key performance indicators may include adoption and satisfaction of HR tools, delivery against roadmap, process efficiency and data quality