Full-time
Employee Status: Regular
Role Type: Hybrid
Department: Human Resources
Schedule: Full Time
Shift: Day Shift
**Company Description**:
**About us, but we'll be brief**
Experian is the world's leading global information services company, unlocking the power of data to create more opportunities for consumers, businesses, and society. We are thrilled to share that **FORTUNE has named Experian one of the 100 Best Companies to work for**. In addition, for the last five years we've been named in the **100 "World's Most Innovative Companies" by Forbes Magazine**. Experian prioritizes our culture and look to bring people to the team who are passionate about their jobs, who are easy to work with, and who continue to value team over self.
We have 23,000 people operating across 44 countries and every day we're investing in new technologies, talented people, and innovation to help all our clients maximize every opportunity.
Reporting to the Senior HR Director, EITS, the EITS HR Program Lead will partner closely with the EITS HR Business Partners, global and regional COE experts, and key global stakeholders to drive the delivery of strategic HR programs and talent activities across all aspects of the HR lifecycle, including onboarding, performance management, talent management, recognition, diversity & inclusion, and people surveys. Responsibilities of this role includes actively partnering with the Director and planning the EITS HR program portfolio to ensure clear, optimized, consistent HR program delivery to best meet business commitments, as well as the Experian enterprise, with high quality while communicating status and key messages across the organization. This role will also focus on proactively identifying talent development opportunities and working with HRBP's to drive exceptional talent management practices that result in strong succession planning, talent development, fluidity, and retention.
- Provide Talent and DEI program management including content creation, implementation strategy and various activities to support both initiatives through HRBP partnership and build stakeholder relationships.
- Create and analyze workforce metrics, trends, reports, and presentations. Respond to data requests from HRBPs and other members of the team
- Create HR program landscape, calendar, templates, and ways of working to streamline program execution
- Partner with the Global HRIS team to utilize the latest HR analytics tools and resources and seek thought partnership as needed. Work closely with designated HRBPs to stay informed on business initiatives and keep them appropriately informed
- Collaborate with the HR Center of Excellence (CoE) and Regional HR to support various talent initiatives to include Performance Management, Talent Reviews, Workforce Planning, etc.
- Guide hiring managers on talent needs, such as job evaluation, determining job requirements, and planning for expedited onboarding
- Manage employee engagement, onboarding, and offboarding processes, including tracking and reporting relevant trends and analytics to stakeholders. Participate in inclusion and diversity programs, and other business-specific employee programs. - Foster strong working relationships across departments and keep close, direct contact with HR Business Partners and COE's to ensure that programs are delivering the expected business outcomes and contributing to strategic decisions and plans. Act as a communications conduit to sponsors and program steering committees and provide periodic status updates
- Identify and manage issues and risks to closure; create risk mitigation plans and track progress
- Recommend and implement changes that result from lessons learned or research on best practices; conducts program retrospectives.
- Assist in designing, leading and/or implementing various HR programs such as; Talent Management Initiatives, Career Frameworks, mentoring program, on-boarding, talent reviews, early careers, DE&I initiatives, etc.
**Qualifications**:
**Key Skills**:
- Project Management Expertise: Proficiency in planning, executing, and closing projects, including risk management and resource allocation.
- HR Functional Knowledge: Understanding of HR processes and practices to manage projects effectively within the HR domain.
- Leadership and Team Management: Ability to lead project teams and manage diverse groups of stakeholders.
- Communication Skills: Both written and verbal, for clear articulation of project goals, updates, and outcomes.
- Analytical Thinking: To assess project needs, interpret data, and make evidence-based decisions.
- Adaptability: Flexibility to adjust to changing project scopes and business needs.
- Organizational Skills: To keep projects on track, on time, and within budget.
- Conflict Resolution: To address and resolve issues that may arise among project stakeholders.
**Qualifications**
- Related Bachelor's degree. Advanced degree in Human Resources, Organi