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 new 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.

1. Implementation & Change Management

- Lead end-to-end implementation of recent 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.

1. 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.

1. 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 & EXPERIENCEEducation .
- MBA (HR) or a postgraduate qualification in HR / Analytics is preferred but not mandatory.

Experience
- 8–12 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.

📌 Hiring For HR - Data Automation & People Analytics || Info Edge (Noida)
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