Strategic HR Delivery

I was assigned to be the HR Service Delivery Model (HR SDM) Lead during the rollout of SAP HR and Workday in Sub-Saharan Africa, Latin America and the Philippines. I was responsible for:

o   Managed the HR delivery model transformation in Latin America, Sub-Saharan Africa, and the Philippines during the implementation of SAP HR, followed by Workday. 

o   Developed the Global Template for the HR Service Delivery Model for IBM global.

o   Standardising the HR Processes across three IBM Philippines legal entities while consolidating three HR systems into Workday.

o   Negotiating changes to processes between departments with the respective HR VP’s.

o   Consolidating the resourcing model for HR processes to move certain functions between Budapest, Bangalore and Manila.

o   Clean-up of the online HR policy repositories to have one common source of global policy information and regional sections.

o   Implementing the HR SDM during Go Live in Nigeria, Kenya, South Africa, Brazil, Argentina, Costa Rica, Philippines.

o   Negotiated with HR functional VPs for changes to their processes, headcount, and global staffing models. 

o   Managed a multi-national team of Human Resources Service Delivery Model SME’s.

Project Manager of the HRIS Centre of Excellence implementation in Manila, Philippines.

This project was in addition to my role as Global HR SDM Lead. I had the IT experience to implement a suitable centre of excellence system, staffing with appropriately skilled HR specialists. The IBM internal Workday Centre of Excellence supports the IBM HR Department and escalations to Workday as necessary.

o   Appointed a Philippines HR Service Delivery Model lead, who then became the Lead of the IBM CoE after the Philippines implementation of Workday.

o   Hired the ten staff for the CoE.

o   Selected the Zendesk ticketing system for the CoE.

o   Designed and configured the Zendesk system.

o   Created an interface between the CoE Zendesk system and the IBM HR helpdesk.

o   Designed and implemented the employee self-help tool to minimise employee requests to the CoE.

o   Applied sentiment analysis to recognise employees who responded to peer questions on the self-help tool.


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