Mission of the Role

This is a hands-on leadership role for a practitioner who
understands HR from the inside out. The Manager, IT ? BRM (HR) serves as the
primary technology partner to the HR function ? someone who can sit in a
compensation review or a talent calibration session, understand what?s being
discussed, and translate that directly into system solutions. You will own the
full HR technology stack, drive implementations, lead a small team of IT
professionals, and act as the trusted advisor who bridges the gap between people
strategy and technology execution.

Qualifications Technical Skills

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Bachelor?s degree in Information Technology,
Computer Science, Business Administration, or related field; Master?s degree
preferred.

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7+ years of progressive IT experience with at
least 4 years in a hands-on HR technology role ? configuring, implementing, and
supporting HCM platforms (Workday, SAP SuccessFactors, Oracle HCM, DarwinBox,
or equivalent).

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Demonstrated functional HR knowledge across
at least three domains: talent acquisition, core HR/HRIS, compensation benefits, payroll, learning development, or workforce management.

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Proven track record of personally leading
end-to-end HCM implementations or major module rollouts in a global,
multi-country environment.

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Strong project and program management skills;
PMP or equivalent certification preferred.

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Hands-on experience with HR system
integrations, middleware (e.g., MuleSoft, Dell Boomi), and HR data
reporting/analytics tools.

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Familiarity with HR compliance requirements
(e.g., GDPR, pay equity regulations, statutory reporting) and how they
translate into system configuration.

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Up-to-date knowledge of HR technology trends
including AI-driven talent tools, skills-based workforce management, and HR
process automation (RPA/AI).

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Exceptional communication skills with the
ability to engage credibly with HR business leaders and translate operational
HR needs into actionable technical solutions.

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Continuous improvement mindset (LEAN/Agile)
with a track record of simplifying HR processes through technology.

Key Accountabilities / How You Will Spend
Your Days

Hands-On HR Technology Delivery

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Serve as a subject-matter expert and active
practitioner on core HCM platforms (e.g., Workday, SAP SuccessFactors, Oracle
HCM, DarwinBox)

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Lead and personally contribute to HCM
transformation projects ? from blueprint and design workshops through
configuration, UAT, cutover, and hypercare ? with direct accountability for
system quality.

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Own end-to-end HR technology processes across
the employee lifecycle: talent acquisition, onboarding, compensation, benefits,
payroll, learning development, performance management, and offboarding.

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Perform business process analysis alongside
HR stakeholders, documenting current-state workflows, identifying gaps, and
designing improved future-state configurations.

Deep HR Functional Partnership

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Partner with HR Business Partners, Total
Rewards, Talent Acquisition, LD, and Payroll teams ? attending functional
meetings, understanding operational pain points, and proactively proposing
technology solutions.

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Act as the primary escalation point for HR
system issues; investigate root causes, engage vendors as needed, and drive
resolution with urgency and transparency.

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Translate HR policy and regulatory changes
(e.g., pay equity, compliance reporting, new benefit structures) into system
requirements and actionable configuration changes.

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Champion data integrity across HR systems ?
establishing data governance standards, audit routines, and remediation
processes in collaboration with HR operations teams.

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Support workforce analytics by ensuring HR
data structures, reporting hierarchies, and BI integrations are accurate,
timely, and meaningful for HR and business leaders.

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Project Portfolio Management

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Manage the HR IT project portfolio with
discipline: scope definition, resource planning, risk management, status
reporting, and stakeholder communication ? keeping projects on time, within
budget, and delivering measurable outcomes.

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Define and maintain a rolling HR technology
roadmap, prioritizing investments based on business value, HR strategy
alignment, and total cost of ownership.

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Conduct rigorous cost-benefit analyses for
new system investments, upgrades, and vendor decisions, presenting clear
business cases to IT and HR leadership.

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Lead post-implementation reviews to capture
lessons learned and continuously improve delivery practices.

Vendor Contract Management

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Own vendor relationships for HR technology
platforms and third-party integrations ? managing SLAs, escalating performance
issues, and negotiating contract renewals with a value-for-money mindset.

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Evaluate recent HR technology vendors and
solutions with structured RFP/RFI processes, personally assessing demos and
conducting reference checks to make informed recommendations.

Team Leadership Capability Building

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Lead and mentor a team of HR IT analysts and
developers, providing technical guidance, code/configuration reviews, and
career development support.

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Build team capability in HR functional
knowledge alongside technical skills ? ensuring the IT team understands what HR
does, not just how the system works.

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Foster a culture of continuous improvement,
psychological safety, and learning from both successes and failures.

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Technology Innovation Process
Improvement

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Stay current with HR technology trends ?




AI-driven talent intelligence, skills-based workforce tools, RPA, and employee
experience platforms ? and pilot relevant innovations in a structured,
value-focused way.

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Identify and lead process automation
opportunities across HR operations, reducing manual effort and improving data
accuracy.

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Drive adoption of deployed tools through
targeted training, user enablement, and change management activities developed
in close collaboration with HR leadership.

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Key Performance Indicators

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95% of projects delivered on time and within
budget.

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Achieve a project success rate of 90% based
on defined project objectives.

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Improve application uptime and availability.

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Reduction in application-related incidents by
20%.

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Adherence to the IT budget with a variance of
less than 5%.

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Achieve a team satisfaction score of 85% or
higher in annual surveys.

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Proactively identify and mitigate potential
risks and vulnerabilities.

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Upgrade outdated, unsupportive IT
Infrastructure Software, supporting Finance and HR operations, with
latest technology to improve system uptime and availability to 99%.

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Key Year One Deliverables

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Complete a thorough audit of the existing HR
technology landscape, documenting gaps, risks, and quick-win improvement
opportunities.

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Establish a trusted partnership with the CHRO
and HR leadership team, becoming the go-to advisor for technology decisions.

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Drive at least one significant HR technology
improvement (e.g., HCM module implementation, process automation, or
integration) from design through go-live.

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Publish a 3-year HR IT roadmap aligned to HR
and business strategy.

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Implement operational governance practices
for HR system support, change management, and release management.

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Key Leadership Behaviors

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Lead from the front ? models accountability,
transparency, and a growth mindset for the IT-HR team.

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Stakeholder Management ? builds deep trust
with CHRO, HR Business Partners, and People leadership as a strategic advisor.

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Drives Innovation Focus ? champions AI,
automation, and emerging HR tech to improve workforce outcomes and employee
experience.

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Employee HR Customer Obsession ? places
the employee experience at the center of every technology decision and service
delivery model.

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Business Acumen ? understands HR operating
models, workforce economics, and people strategy to ensure IT solutions deliver
measurable business value.

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Critical thinking problem solving ?
applies structured analytical thinking to navigate complex HR technology
landscapes and competing organizational priorities.

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Disclaimer : This job posting has been aggregated from external source. Role details, content, and availability are subject to change. Applicants are advised to confirm the latest information directly on the company website before applying.

📌 Manager, IT BRM (HR) (Kolkata)
🏢 Visteon
📍 Kolkata