Manager, HR Systems and People Operations

We need to output HTML fragment with sections: Use

for section headings (About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule). Only include sections where posting has real specific content. We have role overview (About the role). Responsibilities (Key Responsibilities). Required Qualifications And Experience (Qualifications). Also maybe Skills (technical expertise). Benefits, Pay, Schedule not present. So we should not include those sections. Also we need to include maybe "Culture" but not a required heading; we can include as part of About the role? The instruction: Use headings for those specific headings only. We can include other content as

without heading. So we will produce:

About the role

... role overview ...

Responsibilities

• ... each responsibility ...

Qualifications

• ... each qualification ...

Potentially also a

Skills

if we want to separate technical expertise. But we can incorporate into Qualifications. The instruction: Prefer a few substantive sections over many thin ones. So we can combine qualifications and skills into one Qualifications section. We must preserve all substantive information, not invent or summarize away detail. Must not repeat job title. Must not include Job ID etc. Must remove boilerplate: EEO, Work Authorization, etc. Also remove "Our Culture" maybe? It's substantive but not under prescribed headings. Could be included as a

after Qualifications? The instruction: Use headings only for those specific headings; other content can be in

. So we can include culture description as a

after Qualifications. We must not include sections like Benefits, Pay, Schedule because not present. We must ensure we don't include filler like "commensurate with experience". Not present. Now extract specifics. Role Overview paragraph: "Fluence (Nasdaq: FLNC) is a global market leader delivering intelligent energy storage and optimization software for renewables and storage. Our solutions and operational services are helping to create a more resilient grid and unlock the full potential of renewable portfolios. With gigawatts of successful implementations across nearly 50 markets, we are transforming the way we power our world for a more sustainable future. For more information, please visit fluenceenergy.com. Job Description Role Overview The HR Operations & Systems Manager (Workday) will be responsible for overseeing all aspects of Global HRIS and Americas HR operations. This role requires a hands-on approach, where the incumbent will actively engage in day-to-day HRIS / HR operations to ensure smooth functioning and address operational challenges promptly. The role also requires a strategic thinker who can effectively leverage technology to configure and streamline HR processes, improve data accuracy, and enhance the overall employee experience. The ideal candidate will have extensive experience in HR operations and HRIS, strong leadership skills, and a deep understanding of Workday (or similar SaaS HR Information System) and configuring HRIS processes and programs including, but not limited to Core HCM, Compensation, Benefits, Absence, Talent and Performance." We need to avoid repeating job title as heading; we already not using it. We'll put About the role paragraph that includes the overview. Now Responsibilities: list bullet points from "Key Responsibilities". Let's extract each bullet: - HR Operations, HRIS and Administration: - HRIS Maintenance and Enhancements: Administration and Optimization: Lead the day-to-day management of Workday, including configuration, security, user access, and upgrades of modules such as HCM, Compensation, Absence, and Talent/Performance. - Technical Expertise: Serve as the subject matter expert for Workday, troubleshooting complex issues, supporting data flows with other systems, and ensuring integrations with platforms like ADP are seamless. - Reporting and Analytics: Work with Insights Team to develop custom reports, dashboards, and advanced analytics to provide stakeholders with data on workforce trends, performance, and compliance to support strategic decisions. - Process Improvement: Continuously evaluate and enhance HR processes and workflows through automation and system configurations to improve efficiency and the overall employee experience. - Project Leadership: Lead Workday-related projects, such as new module implementations and system enhancements, including gathering requirements, configuration, testing, and deployment. - Operations Support: - Oversee the processing of all employment life cycle events including hire, onboarding, I-9, job changes, compensation changes, terminations and benefits enabling proper information for accurate execution of payroll processing and benefit administration - Maintain and update employee records in the HRIS system, ensuring accuracy and compliance with internal policies and regulatory requirements - Assist with the onboarding process, ensuring that all documentation is complete and new employees are set up in systems - Monitor and support escalation of queries to improve level-1 support services - Take action, including hands on support as necessary, to meet the established deadlines for key accountabilities such as payroll deadlines aligned with HR operational standards - Develop and audit data, create reconciliation procedures and ensure high quality data integrity - Policy and Compliance: - Develop and ensure core capabilities training process for core HR process knowledge, Fluence policy and practices, applicable legislation, and government processes - Develop and maintain all HR operations processes/procedures and documentation, focusing on best practice, compliance, and quality - Audit and assess HR Operations processes on a regular basis to ensure data integrity and accuracy of information - Cross Functional Collaboration: - Create clear accountabilities, standard instructions and ensure skill sets are in place to provide excellent client support to HR business partners, Managers, Employees, internal CoE teams and the leadership team - Project management and Mentorship: - Mentor and manage the HRIS and HR operations team, manage project timelines, and act as a point of escalation for complex inquiries from managers and employees. We need to convert each bullet into

. Might be many; we can keep them as separate

items. Now Qualifications: from "Required Qualifications And Experience". Extract: - Education and experience: A bachelor's degree in HR, Business Administration, or Information Technology is typically required, along with 5-9+ years of progressive HRIS experience, with a focus on Workday environments. - Technical expertise: In-depth functional and technical knowledge of Workday HCM and its various modules is essential, including configuration, business processes, and report writing. Ability to manipulate large amounts of data in Microsoft Excel (VLOOKUP’s, Index, etc). - Analytical and problem-solving abilities: The role demands strong analytical skills to troubleshoot complex system issues, perform system setup analysis, interpret data, identify trends, and make data-driven decisions for process improvements. - Leadership and communication: Excellent verbal and written communication skills are crucial for collaborating with diverse stakeholders, leading teams, and translating HR business needs into technical solutions. Comfort and ability to work effectively in both independent and team-based scenarios. Ability to prioritize and handle multiple tasks in a fast-paced environment - HR knowledge: A solid understanding of HR principles, payroll, benefits administration, employee relations, talent acquisition and compliance is necessary to ensure the Workday system effectively supports all HR functions. Ability to manage and work with confidential information. - This position is not eligible for visa sponsorship. Applicants must be currently authorized to work in the United States without the need for sponsorship now or in the future. We should keep that last bullet about visa sponsorship as part of qualifications. Now Culture section: we can include as a

after Qualifications. Culture paragraphs: "Our Culture At Fluence, our culture is the foundation that drives our ambitious growth strategy and fuels our mission to transform the future of energy. Our core cultural pillars empower us to innovate, collaborate, and lead with purpose, ensuring we continue to deliver unparalleled value to our customers and the world. Unleash Voices We believe every voice matters. We encourage openness, active listening, and decisive action to create a culture where everyone has the opportunity to contribute to our success. We foster an environment where diverse perspectives are heard and valued, driving innovation and progress. Customer Fluent Our customers are at the heart of everything we do. We’re committed to delivering exceptional value that exceeds expectations by understanding our customers' needs and adapting swiftly to meet them. Our deep focus on customer satisfaction drives us to continuously improve and innovate. Infinite Impact We are committed to creating the impossible. We push boundaries to deliver sustainable, game-changing solutions that shape a brighter, more energy-efficient future for all. Our team is passionate about making a lasting impact that will resonate for generations to come. All In We are all in for growth. Our teams are relentlessly focused on identifying and seizing opportunities that propel us forward. We embrace an ownership mindset, pushing ourselves and each other to accelerate progress and create lasting success." We'll put that as a

maybe with line breaks. Now ensure we don't include any boilerplate like Equal Opportunity Employer, Work Authorization, etc. We removed those. Now produce HTML fragment:

About the role

Fluence (Nasdaq: FLNC) is a global market leader delivering intelligent energy storage and optimization software for renewables and storage. Our solutions and operational services are helping to create a more resilient grid and unlock the full potential of renewable portfolios. With gigawatts of successful implementations across nearly 50 markets, we are transforming the way we power our world for a more sustainable future. For more information, please visit fluenceenergy.com. The HR Operations & Systems Manager (Workday) will be responsible for overseeing all aspects of Global HRIS and Americas HR operations. This role requires a hands-on approach, where the incumbent will actively engage in day-to-day HRIS / HR operations to ensure smooth functioning and address operational challenges promptly. The role also requires a strategic thinker who can effectively leverage technology to configure and streamline HR processes, improve data accuracy, and enhance the overall employee experience. The ideal candidate will have extensive experience in HR operations and HRIS, strong leadership skills, and a deep understanding of Workday (or similar SaaS HR Information System) and configuring HRIS processes and programs including, but not limited to Core HCM, Compensation, Benefits, Absence, Talent and Performance.

Responsibilities

• HR Operations, HRIS and Administration: HRIS Maintenance and Enhancements: Administration and Optimization: Lead the day-to-day management of Workday, including configuration, security, user access, and upgrades of modules such as HCM, Compensation, Absence, and Talent/Performance.
• Technical Expertise: Serve as the subject matter expert for Workday, troubleshooting complex issues, supporting data flows with other systems, and ensuring integrations with platforms like ADP are seamless.
• Reporting and Analytics: Work with Insights Team to develop custom reports, dashboards, and advanced analytics to provide stakeholders with data on workforce trends, performance, and compliance to support strategic decisions.
• Process Improvement: Continuously evaluate and enhance HR processes and workflows through automation and system configurations to improve efficiency and the overall employee experience.
• Project Leadership: Lead Workday-related projects, such as new module implementations and system enhancements, including gathering requirements, configuration, testing, and deployment.
• Operations Support: Oversee the processing of all employment life cycle events including hire, onboarding, I-9, job changes, compensation changes, terminations and benefits enabling proper information for accurate execution of payroll processing and benefit administration.
• Maintain and update employee records in the HRIS system, ensuring accuracy and compliance with internal policies and regulatory requirements.
• Assist with the onboarding process, ensuring that all documentation is complete and new employees are set up in systems.
• Monitor and support escalation of queries to improve level-1 support services.
• Take action, including hands on support as necessary, to meet the established deadlines for key accountabilities such as payroll deadlines aligned with HR operational standards.
• Develop and audit data, create reconciliation procedures and ensure high quality data integrity.
• Policy and Compliance: Develop and ensure