Manager – People Tech & Transformation

Responsibilities

1. HR Technology Transformation

Support the HR technology roadmap and digital transformation initiatives.

Identify opportunities for process simplification, automation, and AI adoption.

Evaluate and implement new HR technology solutions aligned to business needs.

Drive process redesign and technology-enabled improvements across the employee lifecycle.

2. HR Systems Implementation & Administration

• Gather business requirements and translate them into functional specifications, user stories, solution designs, and system configurations.

• Manage implementations, enhancements, upgrades, testing, go-lives, and post-implementation support.

• Act as the functional owner and administrator for HR technology platforms.

• Manage system configurations, workflows, business rules, user roles, and permissions.

• Ensure platform stability, data integrity, seamless user experience, and operational excellence.

• Monitor system performance, manage issue resolution, and coordinate with vendors and internal teams.

3. Solutioning & Continuous Improvement

• Translate business requirements into practical and scalable technology solutions.

• Identify process gaps and system limitations and recommend enhancements or workarounds.

• Drive system optimization, automation, integrations, and continuous improvement initiatives.

• Troubleshoot complex system and process issues using logical and structured problem-solving.

4. Governance & Vendor Management

• Manage vendor relationships, enhancement backlogs, SLAs, and support models.

• Maintain process documentation, SOPs, governance standards, and compliance requirements.

• Ensure timely delivery of projects, upgrades, and enhancements.

5. Adoption & Capability Building

• Drive user adoption of HR technology platforms.

• Conduct training and enablement sessions for HR teams and stakeholders.

• Promote best practices and standardized HR processes

What Success Looks Like

• Existing HR systems are stable, well-governed, and effectively utilized.

• HR users have a reliable and seamless technology experience.

• Technology-driven process improvements and automations are consistently delivered.

• System gaps are proactively identified and addressed with practical solutions.

• The HR technology landscape becomes increasingly integrated, scalable, data-driven, and AI-ready over the next 12–24 months.

• The individual is viewed as the trusted HR technology expert and solution partner across HR and business teams.

Desired Skills & Experience

• 4–8 years of relevant experience in HR Technology

• Strong understanding of the HR domain, with the ability to effectively communicate with business stakeholders and translate business requirements into technology solutions.

• Proven experience in integrating HRMS/HCM platforms with other enterprise systems.

• Hands-on experience with configuration, testing, troubleshooting, and process automation.

• Strong analytical, problem-solving, and solution design capabilities.

• Ability to bridge business requirements with system capabilities.

• Familiarity with integrations, workflows, automation, and AI-enabled HR solutions.

• Strong project management, stakeholder management, and execution skills.

• Good working knowledge of dashboards and reporting tools such as Tableau.

Qualifications

• Graduate/Postgraduate degree in HR, Engineering, Information Systems, or related fields.

• Experience with HRMS/HCM platforms such as Darwinbox, SAP SuccessFactors or similar systems.

• Experience in digital transformation, platform implementation, or HR technology modernization initiatives.

• Exposure to AI, automation, chatbot, or workflow technologies is preferred.

• Experience working within high-growth, agile, and rapidly evolving organizations will be an advantage.