• Create a comprehensive and sustainable employee engagement strategy • Work with senior leaders and deans to develop strategies and demonstrable links between engagement and their strategic goals • Work with vendors, Office of Human Resource partners and college and administrative unit Human Resource partners to design, deploy, and evaluate effective and efficient engagement surveys • Conduct employee focus groups to complement engagement surveys • Develop a train the trainer program to enable units to analyze their own data and build action plans • Create and/or edit tools, training materials, and resources to help partners and leaders successfully build action plans based on survey results • Create an effective communication plan and provide content for various communication vehicles • Leverage events to create and sustain dialogue around engagement • Identify and address issues and solutions related to employee engagement • Help University leaders determine links between engagement and outcomes such as; turnover, healthcare costs, grievances, student success • Work with cross-functional teams to identify unique division/location needs while balancing the overall purpose and requirements of the employee engagement strategy • Manage a professional training and development staff

• Reporting to the Sr. Director, HR Operations, the HR Operations Specialist is responsible for providing a range of services in support of the Human Resources (HR) Operations function • Working closely with employees, managers, the HR team and external contacts, this role provides exceptional customer service, efficient handling of requests, and subject matter expertise • Serves as a first contact for HR-related needs by responding to incoming Workday cases, emails, and telephone calls • This role provides comprehensive transactional support and coordination associated with onboarding, orientation, internal mobility, relocation, immigration, offboarding, and more while working independently and as part of a team, and escalating issues when necessary • Support employee lifecycle processes including onboarding, job changes, compensation actions, relocation, position management, offboarding, and more • Initiate and monitor a wide variety of transaction workflows in the Human Resources Information System (HRIS), currently Workday, strengthening data quality and timely processing of actions • Provide accurate, prompt, and consistent assistance to employees, Human Resources (HR) team members, and manager populations on an array of HR-related needs, utilizing call and Workday case management processes/technologies to improve the employee experience within defined service level agreements (SLA’s) • Escalate or transition requests to proper channels, ensuring a ‘warm’ handoff and exceptional customer service • Provide guidance to employees, HR team members, and business managers on a wide variety of HR processes, programs, policies, and tools • Follow internal practices to ensure employee data privacy and compliance with all state, federal and regional labor laws, and regulations • Share feedback and insights regarding recurring challenges and identify opportunities to continuously improve processes and service levels; share those ideas with the HR Services team and leadership • Participate on project teams to develop solutions and improve effectiveness and efficiency of HR processes, policies, and programs • Interact with internal contacts including Payroll, Benefits, Talent Acquisition, HR, Compensation, Finance, and IT • Also interact with a broad array of external contacts such as government agencies, former employees, and job applicants • Create, maintain, and schedule Workday reports • Participate in HR system User Acceptance Testing and document results • Prepare severance documents and initiate payments • Gather information and respond to unemployment claims • Submit data/reports to various government agencies and internal audit teams • Submit service tickets to IT team • Code and process invoices

• Support recruiting of new team members across all areas • Manage employee development and all other HR-related matters • Improve HR processes, e.g., onboarding and employee feedback • Implement an HR management software • Identify HR trends and derive concrete, actionable measures • Operational personnel administration, e.g., leave requests, company bike schemes (Jobrad), team events, etc.

• Data Migration & Strategy Deliver standardized data templates and facilitate knowledge transfer sessions. • Conduct pre-load validations, execute data loads, troubleshoot technical issues, and communicate data concerns to project stakeholders. • Lead business data readiness efforts, including data collection, cleansing, and transformation. • Build, test, and execute data uploads across Dev, UAT, and Pre-Prod environments, ensuring signoffs per project protocols. • Collaborate with SI partners to assess data readiness and support data workstreams across all SuccessFactors program areas. • Reporting Analyse reporting requirements and document them using standardized templates for SAP Success Factors Report/Story building. • Design and deliver dashboards and data visualizations in Success Factors aligned with HR and business needs, ensuring data accuracy and integrity. • Ensure compliance with global reporting standards, with a focus on legal and regulatory requirements. • System Integration & ETL Administration of Reporting in Success Factors and other reporting tools such as Tableau Cloud, Snowflake. • Build and configure APIs between SAP SuccessFactors and data platforms such as Tableau Cloud/Snowflake to establish an HR Data Lake for NEC Overseas companies. • Perform data reconciliation to ensure accuracy and integrity of migrated data.