Lead - HR System

The HRIS role plays a critical role in leading the implementation, enhancement, and management of the Human Resource Information System (HRIS). The role involves working closely with internal stakeholders and external vendors to ensure that the HR system aligns with the organization's strategic and operational goals. This includes managing system implementation projects, driving process automation, ensuring data integrity, and delivering insights through HR analytics.

Responsibilities

• 1. HRIS Implementation & Project Management (RYMNET) – Lead or co-lead end-to-end HRIS implementation projects including planning, execution, testing, and go-live. Act as the bridge between HR, IT, finance, and system vendors during the project lifecycle. Define project scope, timelines, milestones, and deliverables. Lead user acceptance testing (UAT), data migration, and post-go-live stabilization. Manage project documentation including requirements, test cases, SOPs, and risk logs.
• 2. System Configuration & Optimization – Configure HRIS modules (e.g., Core HR, Leave, Payroll, Performance, Recruitment, Learning). Review and enhance system workflows, approval processes, and user roles. Propose and implement system improvements based on business needs.
• 3. Data Governance & Reporting – Ensure data accuracy, consistency, and compliance with data privacy laws (e.g., GDPR / PDPA). Monitor data input quality across modules and conduct periodic audits. Develop and maintain dashboards and reports for HR analytics, KPI tracking, and compliance reporting. Provide insights and analysis to HR leadership for decision-making.
• 4. Stakeholder Engagement & Training – Engage key stakeholders to gather system requirements and feedback. Train HR team, managers, and employees on system functionalities and best practices. Develop and maintain user guides, training materials, and FAQs. Provide tier-2 support for system issues escalated from HR team members.
• 5. Process Improvement & Digital HR Initiatives – Drive automation and digitalization of HR processes (e.g., digital onboarding, e-forms, e-signatures). Benchmark system usage and identify opportunities for greater efficiency and engagement. Stay current with HR tech trends and recommend adoption of new tools or modules.

Qualifications

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