PlayStation isn’t just the Best Place to Play —it’s also the Best Place to Work. We’ve thrilled gamers since 1994, when we launched the original PlayStation. Today, we’re recognized as a global leader in interactive and digital entertainment. The PlayStation brand falls under Sony Interactive Entertainment, a wholly-owned subsidiary of Sony Corporation.

Senior Manager, HRIS

San  Mateo, CA 

PlayStation’s HR team is looking for an experienced Sr. Manager, HR Systems professional who will play a key role in our launch of Workday and other HRIS systems at our offices throughout the U.S., Europe and Asia.

These systems launches are a critical part of PlayStation’s operations. A successful candidate can successfully collaborate with a small but mighty global HRIS team while coordinating with stakeholders throughout the company at all stages of the projects.

If you enjoy working on high-profile projects that improve the experience of employees around the world and are a core part of PlayStation’s continued success, we invite you to apply. Thank you in advance for your interest in PlayStation.

 

Responsibilities include:

  • Direct and participate in the optimization, design, development and performance of Workday and related business data and processes, including developing business requirements and documentation for technology-related solutions to optimize HR processes.
  • Partner with stakeholders and subject matter experts from other PlayStation departments and operational teams to address and provide solutions to business needs.
  • Oversee the optimization of efficient business process strategies for end-to-end HR processes to achieve efficiency, productivity and improved governance and controls.
  • Oversee and participate in the execution of system changes (updates, enhancements) and all aspects of system testing.
  • Guide and oversee the work of employees, consultants and project teams related to Workday initiatives.
  • Provide end-user troubleshooting, issue remediation, technology request assistance and escalation management.
  • Ownership of business configuration and point solutions/Workday modules where configurations do not impact other functions. This includes configuration of Workday processes including HCM, Compensation, Onboarding and Self Service, and thorough knowledge transfer taking over ongoing basic day-to-day Workday configuration.
  • Be a trusted advisor. Partner with senior business leaders to understand their operational issues and opportunities (business processes), and create automated solutions to scale business operations and ensure compliance. Ownership of coordinating the documentation of scenarios and conducting the standard testing methodology.
  • Act as the HRIS resource in HR to manage all HR applications on a worldwide basis (e.g., Workday, PeopleFluent, etc.). Provide leadership and ensure process effectiveness for prioritizing system enhancements, new functionality, etc.
  • Partner with co-workers in HR, IT and other global teams and cross-functional stakeholders to define business requirements and translate business needs into multi-year and tactical system implementation plans, including project prioritization, scheduling and resource planning.
  • Manage global HR data with a focus on data quality and driving improvements to provide efficient, effective and compliant HR services. Own data quality and ongoing data improvements to deliver accurate and reliable workforce data with corresponding workforce reporting and analytics. Utilize the EIB Mass upload tool in Workday, as necessary.
  • Ensure documentation and processes are in place to satisfy audit requirements.
  • Manage data integrity in systems by developing audit processes to analyze and identify data issues.

  Experience

  • Minimum of 6+ years’ Workday experience; 4+ years in a supervisory/management role
  • Significant experience with Workday: HCM, Onboarding, Benefits, Compensation, Talent, Absence
  • Experience working with HR functional HR and business operations teams in the development and implementation of technical solutions that enhance efficiencies and performance, preferably Workday, PeopleSoft, PeopleFluent
  • Expert knowledge of configuring Workday processes, configuring HR systems and processes, security, compensation and performance management and data load procedures
  • Extensive knowledge of HR products and services and awareness of HR strategy around talent identification, attraction, engagement and retention
  • Verbal, written and interpersonal skills needed to communicate effectively with all levels of the organization
  • An operations mindset, coupled with innovative thinking and strong analytical and problem-solving skills
  • Advanced knowledge of Microsoft Excel, specifically vlookups, pivot tables and advanced formulas
  • Experience with auditing/validating large data sets from disparate systems, and HR Operational Management experience, including compliance
  • Excellent project management skills and a strong operational focus
  • In-depth knowledge of federal, state and local labor and employment laws

Sony is an Equal Opportunity Employer. All persons will receive consideration for employment without regard to race, color, religion, gender, pregnancy, national origin, ancestry, citizenship, age, legally protected physical or mental disability, covered veteran status, status in the U.S. uniformed services, sexual orientation, gender identity, marital status, genetic information or membership in any other legally protected category. 

We strive to create an inclusive environment, empower employees and embrace diversity. We encourage everyone to respond. 

We sincerely appreciate the time and effort you spent in contacting us and we thank you for your interest in PlayStation.

Apply for this Job

* Required
(Optional)
Almost there! Review your information then click 'Submit Application' to apply.

File   X
File   X


U.S. Equal Opportunity Employment Information (Completion is voluntary)

Individuals seeking employment at Sony Interactive Entertainment PlayStation are considered without regards to race, color, religion, national origin, age, sex, marital status, ancestry, physical or mental disability, veteran status, gender identity, or sexual orientation. You are being given the opportunity to provide the following information in order to help us comply with federal and state Equal Employment Opportunity/Affirmative Action record keeping, reporting, and other legal requirements.

Completion of the form is entirely voluntary. Whatever your decision, it will not be considered in the hiring process or thereafter. Any information that you do provide will be recorded and maintained in a confidential file.

Race & Ethnicity Definitions

If you believe you belong to any of the categories of protected veterans listed below, please indicate by making the appropriate selection. As a government contractor subject to Vietnam Era Veterans Readjustment Assistance Act (VEVRAA), we request this information in order to measure the effectiveness of the outreach and positive recruitment efforts we undertake pursuant to VEVRAA. Classification of protected categories is as follows:

A "disabled veteran" is one of the following: a veteran of the U.S. military, ground, naval or air service who is entitled to compensation (or who but for the receipt of military retired pay would be entitled to compensation) under laws administered by the Secretary of Veterans Affairs; or a person who was discharged or released from active duty because of a service-connected disability.

A "recently separated veteran" means any veteran during the three-year period beginning on the date of such veteran's discharge or release from active duty in the U.S. military, ground, naval, or air service.

An "active duty wartime or campaign badge veteran" means a veteran who served on active duty in the U.S. military, ground, naval or air service during a war, or in a campaign or expedition for which a campaign badge has been authorized under the laws administered by the Department of Defense.

An "Armed forces service medal veteran" means a veteran who, while serving on active duty in the U.S. military, ground, naval or air service, participated in a United States military operation for which an Armed Forces service medal was awarded pursuant to Executive Order 12985.


Form CC-305

OMB Control Number 1250-0005

Expires 1/31/2020

Voluntary Self-Identification of Disability

Why are you being asked to complete this form?

Because we do business with the government, we must reach out to, hire, and provide equal opportunity to qualified people with disabilities1. To help us measure how well we are doing, we are asking you to tell us if you have a disability or if you ever had a disability. Completing this form is voluntary, but we hope that you will choose to fill it out. If you are applying for a job, any answer you give will be kept private and will not be used against you in any way.

If you already work for us, your answer will not be used against you in any way. Because a person may become disabled at any time, we are required to ask all of our employees to update their information every five years. You may voluntarily self-identify as having a disability on this form without fear of any punishment because you did not identify as having a disability earlier.

How do I know if I have a disability?

You are considered to have a disability if you have a physical or mental impairment or medical condition that substantially limits a major life activity, or if you have a history or record of such an impairment or medical condition.

Disabilities include, but are not limited to:

  • Blindness
  • Deafness
  • Cancer
  • Diabetes
  • Epilepsy
  • Autism
  • Cerebral palsy
  • HIV/AIDS
  • Schizophrenia
  • Muscular dystrophy
  • Bipolar disorder
  • Major depression
  • Multiple sclerosis (MS)
  • Missing limbs or partially missing limbs
  • Post-traumatic stress disorder (PTSD)
  • Obsessive compulsive disorder
  • Impairments requiring the use of a wheelchair
  • Intellectual disability (previously called mental retardation)
Reasonable Accommodation Notice

Federal law requires employers to provide reasonable accommodation to qualified individuals with disabilities. Please tell us if you require a reasonable accommodation to apply for a job or to perform your job. Examples of reasonable accommodation include making a change to the application process or work procedures, providing documents in an alternate format, using a sign language interpreter, or using specialized equipment.

1Section 503 of the Rehabilitation Act of 1973, as amended. For more information about this form or the equal employment obligations of Federal contractors, visit the U.S. Department of Labor's Office of Federal Contract Compliance Programs (OFCCP) website at www.dol.gov/ofccp.

PUBLIC BURDEN STATEMENT: According to the Paperwork Reduction Act of 1995 no persons are required to respond to a collection of information unless such collection displays a valid OMB control number. This survey should take about 5 minutes to complete.