Nrf

IT HR Technology Product Owner

Houston, Texas, USA · Contract

Sponsorship not specifiedDetected 32 days ago

AzureDevOpsOAuthCybersecurityAccessibilityProduct ManagementProduct StrategyAgileStakeholder ManagementHRHRISIntellectual PropertyUnityCommunication

About the role

Job Description At Norton Rose Fulbright, people thrive because of a shared commitment to quality, unity and integrity.
The highly regarded law firm consistently receives recognition from Great Place to Work and Top Workplaces, two companies that specialize in assessing organizational culture.
This includes managing the vision, roadmap and delivery of NRF's HR technology ecosystem, including Workday.

Partner with HR to develop business cases to gain approval for product or service investment
Partner with Enterprise Architecture for vendor selection to ensure alignment to product delivery strategy
Teams collaborate across regions, value new ideas and deliver meaningful client solutions, supported by a culture that embraces ambition, development and shared success.
Norton Rose Fulbright is seeking a dedicated and experienced IT HR Technology Product Owner to manage the product lifecycle for HR platforms and applications.
This role partners with HR, IT, InfoSec, Finance, and vendors to translate business needs into scalable, secure, and compliant solutions that improve employee experience and enable efficient HR operations.
Manage risks, dependencies, and tradeoffs; plan against team capacity/velocity; align on sprint goals and Definition of Ready/Done; escalate decisions and remove blockers to keep delivery on track

Bachelor's degree in Information Systems, Business, HR, or a related field.
5+ years of experience in product management/product ownership, business systems, or HR technology roles
ability to translate HR requirements into system configuration and technical deliverables
Experience working in Agile delivery models (e.g. Scrum)
proficiency with backlog management, user story writing, and iteration planning
Knowledge of HR data concepts and reporting/analytics
Working knowledge of security and privacy practices in enterprise SaaS platforms (role-based access, least privilege, audit controls)
ability to communicate

Experience with identity and access management (SSO/SAML/OAuth), provisioning, and role engineering for HR systems
Experience supporting global HR processes (multi-country, multi-language, time zones) and related compliance needs
Employees are also entitled to 11 Firm holidays.
Norton Rose Fulbright US LLP is an Equal Opportunity Employer and complies with all applicable federal laws and their implementing regulations that require the collection and recording of certain data and information.
The information we receive will not be used to make any decision regarding employment and will be kept separate from your application.
Similarly, self-identification information is kept confidential and used only in accordance with applicable federal laws and regulations.
Norton Rose Fulbright is committed to providing reasonable accommodation as an Equal Opportunity Employer to applicants with disabilities.
If you require assistance or accommodation to complete your application, please contact us.hr@nortonrosefulbright.com.

However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have

Define and track success metrics and delivery health (e.g., process cycle times, adoption, data quality, ticket trends, NPS/CSAT, lead time/throughput) and continuously improve based on insights
Define and communicate product vision, strategy, and roadmap for HR technology, aligning with HR and enterprise priorities to ensure a cohesive HR tech landscape

We offer a hybrid schedule which is primarily remote with in-office meetings as needed each month.

Norton Rose Fulbright US LLP will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant.
However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the firm, or (c) consistent with the contractor's legal duty to furnish information.
41 CFR 60-1.35(c).

This listing is sourced directly from Nrf's careers page and normalized into a canonical job model.