KEY RESPONSIBILITIES

1. HR Applications, Architecture &

- System Integrations

- Own and provide strategic oversight of the HR technology ecosystem, including HRMS, payroll, onboarding platforms, HR applications, and third-party integrations, ensuring scalability, reliability, data accuracy, security, and performance.
- Act as the technology partner to HR, working closely with HR leadership, IT teams, and implementation partners to translate business requirements into scalable technology solutions.
- Define and drive the integration architecture and technology roadmap across HR systems, enabling seamless data flow, reducing system dependencies, and eliminating manual interventions.
- Evaluate the existing HR technology landscape and identify opportunities for system optimisation, process simplification, automation, and technology-led transformation.
- Establish a robust framework for incident, problem, and service management, including SLAs, escalation mechanisms, root-cause analysis, and preventive controls.
- Define and maintain appropriate technology governance, documentation, data architecture, access controls, data dictionaries, and process frameworks across HR applications.
- Drive continuous improvement of HR technology platforms by evaluating emerging technologies, integration capabilities, and best practices relevant to the organisation.

2. HR Technology Implementation &

- Transformation

- Lead end-to-end implementation and transformation of HR technology solutions, from business requirement definition, solution evaluation, and vendor selection through implementation, testing, deployment, and post-go-live stabilisation.
- Partner with HR and business stakeholders to define the technology roadmap and prioritise initiatives based on business impact, employee experience, scalability, and ROI.
- Lead and govern implementation partners and technology vendors, ensuring delivery quality, timelines, service levels, commercial discipline, and adherence to agreed outcomes.
- Drive structured project governance across major technology initiatives, covering solution design, project planning, UAT, data migration, training, change management, deployment, and contingency/rollback planning.
- Lead change management and adoption of recent HR technology across stakeholders, ensuring effective communication, training, process transition, and sustained utilisation.
- Establish a structured framework for evaluating and prioritising change requests, enhancements, and technology investments, considering business impact, complexity, risk, and value delivered.
- Identify opportunities for process re-engineering and digital transformation rather than simply automating existing manual processes.

3. AI, Automation &

- Digital Transformation

- Own and drive the HR Automation and AI roadmap, identifying high-impact opportunities to simplify processes, improve employee experience, increase operational efficiency, and reduce dependency on manual interventions.
- Identify and prioritise automation opportunities across high-volume and transactional HR processes such as employee onboarding, HR queries, data management, reporting,



workflow management, and employee lifecycle processes.
- Design and drive implementation of intelligent automation solutions, leveraging RPA, workflow automation, AI-enabled tools, APIs, and other emerging technologies.
- Evaluate existing HR processes from an end-to-end technology and automation perspective, identifying opportunities for process redesign, straight-through processing, and integration-led automation.
- Partner with HR, IT, data, and technology teams to develop scalable and reusable automation solutions, ensuring alignment with enterprise architecture and technology standards.
- Establish governance frameworks for the responsible adoption of AI and automation in HR, including data privacy, security, access controls, auditability, transparency, and appropriate human oversight.
- Evaluate emerging Generative AI, AI agents, intelligent workflows, and automation technologies and identify relevant use cases that can create measurable value for the HR function.
- Define and track automation success metrics, including effort reduction, process cycle-time improvement, error reduction, adoption, employee experience, productivity gains, and ROI.
- Build a culture of continuous technology-led improvement within HR, encouraging teams to identify opportunities to simplify, automate, and digitise processes.

Y RESPONSIBILITIES

1. HR Applications, Architecture &

- System Integrations

- Own and provide strategic oversight of the HR technology ecosystem, including HRMS, payroll, onboarding platforms, HR applications, and third-party integrations, ensuring scalability, reliability, data accuracy, security, and performance.
- Act as the technology partner to HR, working closely with HR leadership, IT teams, and implementation partners to translate business requirements into scalable technology solutions.
- Define and drive the integration architecture and technology roadmap across HR systems, enabling seamless data flow, reducing system dependencies, and eliminating manual interventions.
- Evaluate the existing HR technology landscape and identify opportunities for system optimisation, process simplification, automation, and technology-led transformation.
- Establish a robust framework for incident, problem, and service management, including SLAs, escalation mechanisms, root-cause analysis, and preventive controls.
- Define and maintain appropriate technology governance, documentation, data architecture, access controls, data dictionaries, and process frameworks across HR applications.
- Drive continuous improvement of HR technology platforms by evaluating emerging technologies, integration capabilities, and best practices relevant to the organisation.

2. HR Technology Implementation &





- Transformation

- Lead end-to-end implementation and transformation of HR technology solutions, from business requirement definition, solution evaluation, and vendor selection through implementation, testing, deployment, and post-go-live stabilisation.
- Partner with HR and business stakeholders to define the technology roadmap and prioritise initiatives based on business impact, employee experience, scalability, and ROI.
- Lead and govern implementation partners and technology vendors, ensuring delivery quality, timelines, service levels, commercial discipline, and adherence to agreed outcomes.
- Drive structured project governance across major technology initiatives, covering solution design, project planning, UAT, data migration, training, change management, deployment, and contingency/rollback planning.
- Lead change management and adoption of new HR technology across stakeholders, ensuring effective communication, training, process transition, and sustained utilisation.
- Establish a structured framework for evaluating and prioritising change requests, enhancements, and technology investments, considering business impact, complexity, risk, and value delivered.
- Identify opportunities for process re-engineering and digital transformation rather than simply automating existing manual processes.

3. AI, Automation &

- Digital Transformation

- Own and drive the HR Automation and AI roadmap, identifying high-impact opportunities to simplify processes, improve employee experience, increase operational efficiency, and reduce dependency on manual interventions.
- Identify and prioritise automation opportunities across high-volume and transactional HR processes such as employee onboarding, HR queries, data management, reporting, workflow management, and employee lifecycle processes.
- Design and drive implementation of intelligent automation solutions, leveraging RPA, workflow automation, AI-enabled tools, APIs, and other emerging technologies.
- Evaluate existing HR processes from an end-to-end technology and automation perspective, identifying opportunities for process redesign, straight-through processing, and integration-led automation.
- Partner with HR, IT, data, and technology teams to develop scalable and reusable automation solutions, ensuring alignment with enterprise architecture and technology standards.
- Establish governance frameworks for the responsible adoption of AI and automation in HR, including data privacy, security, access controls, auditability, transparency, and appropriate human oversight.
- Evaluate emerging Generative AI, AI agents, intelligent workflows, and automation technologies and identify relevant use cases that can create measurable value for the HR function.
- Define and track automation success metrics, including effort reduction, process cycle-time improvement, error reduction, adoption, employee experience, productivity gains, and ROI.
- Build a culture of continuous technology-led improvement within HR, encouraging teams to identify opportunities to simplify, automate, and digitise processes.

📌 Associate Vice President (Noida)
🏢 Info Edge
📍 Noida