Manager, IT BRM (HR)

- 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 whats 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.

Qualications & Technical Skills

Bachelors degree in Information Technology, Computer Science, Business

Administration, or related eld; Masters degree preferred.

7+ years of progressive IT experience with at least 4 years in a hands-on HR technology role conguring, 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 & benets, 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.

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

¢ 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 conguration.

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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

¢ Serve as a subject-matter expert and active practitioner on core HCM platforms (e.g.,

Workday, SAP SuccessFactors, Oracle HCM, DarwinBox)

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

¢ Own end-to-end HR technology processes across the employee lifecycle: talent acquisition, onboarding, compensation, benets, payroll, learning & development,

performance management, and oboarding.

¢ Perform business process analysis alongside HR stakeholders, documenting current-

state workows, identifying gaps,



and designing improved future-state congurations.

Deep HR Functional Partnership

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

¢ 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 benet structures) into system requirements and actionable conguration 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.

Project & Portfolio Management

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Manage the HR IT project portfolio with discipline: scope denition, resource planning,

risk management, status reporting, and stakeholder communication keeping projects on time, within budget, and delivering measurable outcomes.

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Dene 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-benet analyses for new system investments, upgrades, and vendor decisions, presenting transparent 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 new 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/conguration 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.





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

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 eort 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.

Key Performance Indicators

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95% of projects delivered on time and within budget.

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

Improve application uptime and availability.

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Reduction in application-related incidents by 20%.

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

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

Proactively identify and mitigate potential risks and vulnerabilities.

Upgrade outdated, unsupportive IT Infrastructure & Software, supporting Finance and

HR operations, with latest technology to improve system uptime and availability to 99%.

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 signicant 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.

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

Key Leadership Behaviors

¢ Lead from the front models accountability, transparency, and a growth mindset for the

IT-HR team.

¢ 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.

📌 Manager IT BRM HR (Bengaluru)
🏢 Visteon
📍 Bengaluru