HRIS Manager – SAP SuccessFactors

At QIMA, we are on a mission to offer our clients smart solutions to make products you can trust.

Operating in over 120 countries, we serve the consumer products, food, and life sciences industries and help more than 35,000 brands, retailers, manufacturers, and growers achieve quality excellence.

We combine on-the-ground expertise with digital solutions that bring accuracy, transparency and intelligence for quality and compliance data.

We are redesigning our HR operating model globally, and our HR technology is at the heart of that transformation.

This is a rare opportunity to shape a SAP SuccessFactors environment from the ground up, implementing best-practice configuration across our global operations and building something that will support QIMA's HR function for years to come. You will be working at the intersection of people, process, and technology — partnering with HR leadership, IT, and a future shared services structure to make sure every module is thoughtfully designed, properly embedded, and built to scale.

If you enjoy seeing the full picture of how an HRIS should operate and play a key role in its continuous improvement and configuration, this role is for you.

What you'll do

System Design & Implementation

• Lead the end-to-end redesign and re-implementation of SAP SuccessFactors, from current-state assessment through to configuration, testing, and go-live
• Apply best-practice methodology across all relevant modules — Employee Central, Compensation, Onboarding, Performance & Goals, Succession & Development and Employee Central Payroll.
• Conduct a structured audit of the current system, identify opportunities for improvement, and develop a clear, phased remediation roadmap
• Translate HR business requirements into scalable, well-structured system design that supports global operations

Process Design & Governance

• Partner with HR process owners to ensure workflows are built into the system, not around it
• Establish data governance standards: naming conventions, field usage, categorisation rules, and data quality controls
• Develop clear SOPs and system documentation so that knowledge is shared and the organisation is not reliant on any one person
• Collaborate with the emerging shared services structure to ensure the system design supports streamlined, consistent service delivery across regions

Stakeholder Engagement & Change

• Serve as the primary point of contact between HR, IT, and any external implementation partners
• Lead user acceptance testing with the HR community; manage issue resolution with care and clarity
• Develop training programmes and materials that help HR colleagues get the most out of the system
• Communicate progress, priorities, and decisions clearly to HR leadership and key stakeholders

Essential

• Hands-on experience leading or co-leading a full SAP SuccessFactors implementation — configuration experience across at least two modules, with Employee Central as a core
• Experience working in complex, multi-country HR environments
• Demonstrated ability to manage multiple systems and integrations in a connected HR tech ecosystem
• Understanding of HR best practices and how they translate into system design
• Ability to assess an existing system objectively, identify priorities, and sequence improvements pragmatically
• Clear communication skills — able to work across HR, IT, Finance, and senior leadership
• Experience working with or influencing external vendors and implementation partners

Nice to have

• SAP SuccessFactors certification
• Background in HR technology consulting or a transformation-focused role
• Additional language skills (QIMA operates globally — any language is an asset)

QIMA provides equal employment opportunities to all employees and applicants for employment and prohibits discrimination and harassment of any type without regard to race, color, religion, age, sex, national origin, disability status, genetics, protected veteran status, sexual orientation, gender identity or expression, or any other characteristic protected by federal, state or local laws.

This policy applies to all countries with no geographical limitations.

Our policy applies to all terms and conditions of employment, including recruiting, hiring, placement, promotion, termination, layoff, recall, transfer, leaves of absence, compensation and training.