Manager, IT Business Systems Analysis (HRIT)

At CF Industries, our mission is to provide clean energy to feed and fuel the world sustainably. Our employees are focused on safe and reliable operations, environmental stewardship, and disciplined capital and corporate management. By joining CF, you will be part of a team that brings their varied experiences, wide-ranging knowledge and diverse talents together to deliver important work and you’ll be able to pursue complex, exciting opportunities that help you continue to grow and achieve your potential in different areas. You’ll take pride in working for a company that lives its values and where you can be yourself at work, as part of an authentic team that encourages you to share your views and opinions. Our eight manufacturing complexes in the United States, Canada, and the United Kingdom, an unparalleled storage, transportation and distribution network in North America, and logistics capabilities enabling a global reach underpin our strategy to leverage our unique capabilities to accelerate the world’s transition to clean energy. Function: Information Technology Job Summary: The Manager, IT Business Systems Analysis (HRIT) is responsible for planning, implementing, and maintaining the HR technology of the organization. The technology areas include Workday and all HR systems. The incumbent has accountability for the performance and results of a team of professionals. The incumbent serves as a liaison between the business community and the IT organization. The incumbent maintains an understanding of the business and acts as a trusted advisor by being the primary point of contact for Workday from IT for business functional managers and directors. This position is viewed as a subject matter expert on Workday technology, and provides technical guidance to employees, colleagues, and business leaders. Job Description: Major Responsibilities: Strategic Planning • Collaborates with Vendors to understand current product offerings and future direction of Workday • Represents the perspective of HR Systems as part of a collaborative team of IT Managers when developing the strategic direction for IT. • Brings a current knowledge and future vision of Workday as related to the Company's business initiatives Information Systems Development, Implementation & Support • Directs the support of existing systems, ensures that operational problems are solved in a timely fashion and that the technology performance levels meet or exceed the users’ business requirements • Directs and coordinates the planning and implementation, including all phases of system design, configuration, programming, installation and operations for Workday • Ensures IT project management practices are followed to include project management, portfolio management prioritization, enterprise architecture and quality assurance processes. • Ensures project deadlines and budget are met Organization, Administration and Personnel Management • Assess, develops, retains, and recruits IT talent that will support the ongoing needs of the business • Manages and assigns personnel; devises and evaluates the staff's work; and prepares performance evaluation • Coaches and mentors subordinates, identifies training needs and recommends development programs. Supervisory Relationships: Position Reports To: Director, HRIT Subordinate Positions: First level supervisor over professional staff. May supervise independent contractors. Incumbent Attributes: • Education : BS/BA in a related field or equivalent experience typically required to complete all essential job functions. • Years of experience: At least 5 years of related professional experience is typically required to complete all essential job functions. Prior experience supervising staff is required. Other unique job relevant attributes: • Experience with responsibility for HR Systems (Workday) • Implements new technologies from established vendors (Workday) Position Scope/Contribution Breadth of Scope: Scope supports all HR systems. Provides broad coordination across the HR functions. Communications and Interpersonal Skills: Regularly communicates both in writing and verbally. Communicates with a broad range of contacts. Information exchanged requires advanced knowledge in multiple areas. Influence and persuasion are expected, particularly with regard to subordinates. Complexity: Able to solve typical problems that are encountered. Able to diagnose most situations by interpreting data and comparing to similar scenarios. Work involves detailed planning of own activities and immediate work team. May involve resource planning beyond work team. Advanced level of logical reasoning and critical thinking are required. Decision Making Authority: Decisions are complex and impact area(s) managed and possibly impact areas not directly managed. Independent judgment is expected and used. Has accountability for the performance and results of a team within HRIT. Receives guidance and oversight from their manager. Financial Accountability: Given the size and scope of the function, revenue and expense are impacted based on the manager’s performance and results of oneself and those managed. Strategic Influence: Primarily impacts the execution and achievement of short-term strategies through employees directly and indirectly managed. May also participate in the execution and achievement of long-term strategies. Decisions made are likely to impact the business on a short-term basis. The estimated base pay for the position is typically between $111,400 - 156,800 The actual base pay for the position may be influenced by factors such as education, training, skills, qualifications, competencies, years of experience, job-related knowledge, and scope of the role, and could be outside of the posted pay range. In addition to base pay, an incentive program is available to all full-time employees, and a comprehensive benefits package including two medical plan options, a health savings plan with a company contribution and a match, dental and vision benefits, a well-being incentive program, 401(k) Plan which provides a potential of receiving between 10% and 13% of employer’s contribution, life and disability insurance, paid time off programs and much more! Additionally, we offer several Flexible Work Arrangements to support a healthy work-life balance. For more detailed information on the CF programs, please visit our Total Rewards website at: https://cftotalrewards.com/ FMLA: https://www.dol.gov/whd/regs/compliance/posters/fmlaen.pdf Employee Polygraph Protection Act https://www.dol.gov/whd/regs/compliance/posters/eppac.pdf • Employees in Canada can learn more about their rights by viewing the “Canadian Human Rights Act”. Notice Regarding Potential Use of Artificial Intelligence in the Recruitment Process As part of our recruitment process, CF Industries may use automated tools, including artificial intelligence (“AI”) and machine learning technologies, to assist recruiters in identifying and prioritizing candidates whose qualifications align with job-related criteria, including information provided during the application process such as resumes, work history, education, qualifications, and responses to application questions. These tools support but do not replace human decision-making, and all final employment decisions are made by our Talent Acquisition team and/or hiring managers exercising independent judgment. If you need any assistance seeking a job opportunity at CF Industries, need reasonable accommodation with the application process, or have questions about our use of AI, please call 847-405-2400 or contact us at talentacquisition@cfindustries.com . JOIN OUR TALENT NETWORK