1. HR Applications & System Integrations

Own the full portfolio of HR applications HRMS, payroll systems, onboarding platforms, and third-party integrations ensuring availability, accuracy, and performance.

Act as the primary liaison between HR and IT / implementation partners for all system-related matters, including recent deployments, change requests, and production issues.

Define and govern integration architecture across HR systems, ensuring seamless data flow and eliminating manual handoffs.

Establish a robust issue resolution framework: SLAs, escalation paths, root-cause analysis, and preventive controls.

Maintain system documentation, data dictionaries, user access matrices, and process maps for all HR applications.

2. Implementation & Change Management

Lead end-to-end implementation of new HR technology solutions — from requirements gathering and vendor evaluation to go-live

Manage implementation partner relationships, holding partners accountable to timelines, deliverable quality, and cost benchmarks.

Develop detailed project plans for all system changes, covering UAT, training, communication, and rollback strategies.

Champion change adoption across the HR team through structured training programmes and stakeholder communication.

Evaluate and manage change requests (CRs) with a structured impact assessment and prioritization framework.

3. AI & Automation Strategy

Continuously review and evolve the HR function's automation and AI roadmap, identifying opportunities to reduce manual effort and enhance experience.

Design and deploy intelligent automation solutions (RPA, workflow automation, AI-assisted tools) across high-volume HR processes such as onboarding, query management, and reporting.

Define governance frameworks for responsible AI use in HR, covering data privacy, bias mitigation, and auditability.





Track automation outcomes rigorously: effort saved, error rates reduced, cycle times improved, and ROI realized.

4. People Analytics & Workforce Intelligence

Design and lead the organization's People Analytics strategy — moving from retrospective reporting to predictive and prescriptive analytics.

Build and maintain real-time HR dashboards covering key workforce metrics: headcount, attrition, hiring velocity, engagement, tenure, and cost.

Partner with HR Business Partners and business leaders to translate workforce data into actionable insights and decision support.

Develop predictive models for attrition risk, performance potential, diversity pipeline, and talent gaps.

Establish a single source of truth for all HR data — ensuring data quality, consistency, and governance across systems.

Present people insights in business-friendly narratives to the CHRO, business heads, and ExCo forums.

KEY COMPETENCIES

Behavioral Competencies

Strong analytical thinking and problem-solving

Stakeholder management & executive communication

Vendor / partner management

Cross-functional collaboration

Change leadership and adoption management

Self-starter with high ownership mindset

Intellectual curiosity about HR technology trends

QUALIFICATIONS & EXPERIENCE

Education

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MBA (HR) or a postgraduate qualification in HR / Analytics is preferred.

Experience

4–5 years of experience in HR Technology, HRIS, People Analytics, or a hybrid role spanning both.

Demonstrated experience managing HRMS platforms end-to-end — implementation, configuration, integrations, and BAU support.

Hands-on experience building people analytics dashboards and/or predictive workforce models.

Exposure to AI/automation tools within an HR context (chatbots, RPA, GenAI pilots, etc.) is highly desirable.

Experience working with external implementation partners and managing vendor relationships.

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