Principle Accountabilities
HR Technology & Systems Management

• Administer, configure, and optimize HR systems including HRIS, LMS, and performance management tools.
• Manage system workflows, role-based access, and integrations across platforms.
• Lead HR tech initiatives such as new module deployments, upgrades, and system testing.
• Ensure data accuracy, consistency, and compliance across all HR platforms.
• Act as the primary liaison between HR, IT, and system vendors.

  HR Digital Transformation

• Drive the HR digital roadmap and modernization strategy.
• Recommend HR technology improvements aligned to organizational needs.
• Document workflows, SOPs, and user guidelines for HR systems.
• Provide training, change management, and system support to HR and employees.

Automation Enablement

• Identify HR processes suitable for automation using AI and RPA tools.
• Implement intelligent solutions such as AI-powered recruitment, chatbots, predictive analytics, and skills-based matching.
• Integrate AI capabilities with existing HR systems and workflows.
• Evaluate emerging HR-AI technologies and recommend adoption.

Data Analytics & Workforce Insights

• Ensure all staff loan application are compliant with loan policy i.e., performance, meets Debt ratio threshold, CRB checks etc.
• Input staff loans in the system i.e., car, mortgage, plot loans, unsecured loans etc.
• Streamline the staff process providing recommendations on process improvement.

Compliance, Risk & Data Security

• Ensure compliance with data protection regulations.
• Maintain system security, access controls, and audit trails.
• Support audits related to HR technology and data.
• Promote best practices in data privacy and cybersecurity.

Principal Outputs

• High HR system uptime and platform reliability.
• Increased process efficiency through automation.
• High user adoption and satisfaction for HR systems.
• Improved data accuracy and reduced reporting turnaround times.
•  Successful implementation of digital transformation initiatives.
• Reduction in manual HR workload and operational inefficiencies.

Key Competencies and Skills

Technical Competencies

• Strong analytical and numerical skills.
• High attention to detail with a commitment to accuracy.
• Proficiency in HRIS platforms (e.g., Workday, SAP SuccessFactors, Oracle, BambooHR, Zoho People).
• Strong understanding of AI tools (Microsoft Copilot, Azure AI, Power Automate, UiPath).
• Advanced data analytics capabilities: Power BI, Excel, SQL; Python/R is an added advantage.
• Knowledge of API integrations, SSO, workflow automation, and cloud‑based systems.
• Deep understanding of HR processes across the employee lifecycle.

Minimum Qualifications, Knowledge and Experience
Qualifications – Academic and Professional

• Bachelor’s degree in HR, IT, Statistics, Data Analytics, Computer Science, or related field.
• Experience working with AI, automation, or digital HR tools.
• Certifications in HRIS systems, data analytics, or AI/ML fundamentals are an added advantage.
•  3–5 years’ experience in HR systems, HR digital transformation, HR operations, or HR analytics.