Role Purpose
The HRIS Manager is responsible for leading the strategy, governance, administration, optimization, and continuous enhancement of the organization's Human Resource Information Systems, Digital HR platforms, and AI-enabled workforce solutions. The role drives HR digital transformation by leveraging automation, artificial intelligence, advanced analytics, and emerging technologies to improve employee experience, operational efficiency, decision-making, and organizational effectiveness.
The position serves as a key partner in transforming HR from a transactional function into a data-driven, technology-enabled, and AI-powered strategic business partner.
Key Responsibilities
HR Technology Strategy, AI & Digital Transformation
- Develop and execute the organization's HR Technology, Automation, and AI roadmap aligned with business objectives.
- Lead digital transformation initiatives that modernize HR processes, employee experiences, and workforce management practices.
- Identify and implement AI-driven solutions across Talent Acquisition, Employee Experience, Learning & Development, Workforce Planning, and HR Operations.
- Evaluate emerging technologies including Generative AI, Machine Learning, Predictive Analytics, Chatbots, Intelligent Automation, and Digital Assistants for HR applications.
- Partner with executive leadership to build a future-ready and AI-enabled HR organization.
HRIS Governance & System Management
- Lead the administration, maintenance, configuration, optimization, and continuous improvement of HR systems and platforms.
- Establish governance standards for HR data, system security, access controls, privacy, compliance, and AI ethics.
- Oversee system upgrades, enhancements, integrations, testing activities, and implementation of new modules.
- Ensure seamless integration between HRIS, payroll, recruitment, learning, performance management, workforce management, and enterprise systems.
- Monitor system performance, user adoption, and technology effectiveness.
Process Automation & Intelligent Workflows
- Drive process reengineering initiatives to simplify and automate HR operations.
- Identify opportunities to eliminate manual, repetitive, and low-value administrative activities through automation technologies.
- Lead implementation of:
- Robotic Process Automation (RPA)
- AI-powered workflows
- Self-service platforms
- Employee and manager digital assistants
- Workflow orchestration tools
- Improve productivity, cycle times, service delivery, and employee experience through technology-enabled solutions.
Workforce Analytics, Data Science & AI Insights
- Establish a data-driven HR decision-making framework through advanced analytics and AI-powered insights.
- Develop executive dashboards, predictive workforce models, and strategic HR metrics.
- Utilize AI and analytics to provide insights on:
- Attrition risk
- Talent acquisition effectiveness
- Workforce productivity
- Skills gaps
- Employee engagement
- Succession planning
- Organizational effectiveness
- Support strategic workforce planning through predictive and scenario-based analytics.
- Ensure data quality, integrity, confidentiality, and governance across all HR platforms.
AI Governance & Responsible AI Adoption
- Develop governance frameworks for responsible use of AI within HR.
- Ensure compliance with data privacy, ethical AI standards, organizational policies, and regulatory requirements.
- Assess risks associated with AI solutions including bias, fairness, explainability, and data security.
- Establish controls and guidelines for AI-enabled HR decision support tools.
Vendor & Technology Ecosystem Management
- Manage relationships with HR technology vendors, implementation partners, AI solution providers, and consultants.
- Evaluate and recommend emerging HR technologies and AI solutions that improve business outcomes.
- Build and maintain a scalable HR technology ecosystem supporting future growth and innovation.
- Oversee vendor performance, service levels, contracts, and technology investments.
Change Management & Digital Adoption
- Lead organizational change management initiatives related to HR technology transformation.
- Drive user adoption, digital literacy, and AI readiness across HR teams and business stakeholders.
- Develop communication, training, and enablement strategies to maximize technology utilization and value realization.
Team Leadership
- Lead and develop a high-performing HRIS, HR Technology, Automation, and Analytics team.
- Build organizational capability in HR technology, data analytics, process automation, and AI.
- Foster a culture of innovation, experimentation, continuous improvement, and data-driven decision-making.
- Establish performance standards, priorities, and development plans for team members.
Qualifications
- Bachelor's Degree in Information Technology, Information Systems, Computer Science, Human Resources, Business Administration, Data Analytics, or related field.
- Master's Degree preferred.
- Minimum 10–15 years of progressive experience in HRIS, HR Technology, Digital Transformation, HR Analytics, Automation, or related functions.
- At least 5 years of people leadership experience managing HR technology, digital transformation, or analytics teams.
- Proven experience leading enterprise HRIS implementations, integrations, automation programs, and transformation initiatives.
- Experience implementing AI, analytics, workflow automation, RPA, chatbot, or digital employee experience solutions is highly preferred.
- Strong knowledge of HR processes including Core HR, Talent Acquisition, Learning, Performance Management, Compensation & Benefits, Payroll, Workforce Planning, and Employee Experience.
- Experience with enterprise platforms such as SuccessFactors, Workday, Oracle HCM, SAP HCM, Darwinbox, ServiceNow HRSD, Microsoft Power Platform, or equivalent technologies.
