Group Head HRIS and People Analytic

Job Purpose

Lead the HRIS and People Analytics strategy across TechConnect and its supported business entities , ensuring HR technology, workforce data, and analytics enable efficient HR operations and better people-related decision-making.

The role will drive the transformation of HR from transaction-oriented processes toward a digital, integrated, data-driven HR ecosystem , while ensuring strong data governance, system reliability, and adoption across stakeholders.

Key Responsibilities

1. HRIS Strategy & Digital Transformation

• Define and execute the group-wide HR technology and HRIS roadmap aligned with business and HR priorities.
• Lead implementation, enhancement, integration, and optimization of HR platforms covering the employee lifecycle, including Core HR, recruitment, onboarding, performance, talent, learning, compensation, and employee services.
• Identify opportunities to simplify and automate HR processes through workflow automation, self-service, AI, and other digital solutions.
• Drive HR system standardization and integration across multiple businesses and entities where appropriate.

1. People Analytics & Workforce Intelligence

• Establish and lead the People Analytics function , transforming workforce data into actionable business insights.
• Develop executive dashboards and analytics covering workforce demographics, headcount, turnover, recruitment, productivity, talent, succession, engagement, and other strategic HR indicators.
• Develop predictive and diagnostic analytics to identify workforce risks, trends, and opportunities.
• Partner with HR and business leaders to translate people data into recommendations supporting workforce and talent decisions.

1. HR Data Governance & Architecture

• Establish group-wide HR data governance, including data definitions, ownership, quality standards, access controls, and reporting governance.
• Ensure consistency and integrity of employee data across HR systems and business entities.
• Partner with IT, Information Security, Risk, and relevant stakeholders to maintain appropriate data privacy, security, and regulatory compliance .
• Establish a reliable single source of truth for workforce information and management reporting.

1. HR Process Automation & Innovation

• Identify high-volume or manual HR activities that can be simplified, digitized, or automated.
• Lead initiatives involving AI, automation, advanced analytics, and employee self-service to improve HR effectiveness and employee experience.
• Continuously evaluate emerging HR technologies and recommend solutions with clear business value.
• Measure adoption, efficiency improvement, and business impact from HR technology investments.

1. Stakeholder & Vendor Management

• Act as a strategic partner to HR leadership, business leaders, IT, Finance, and other functions on HR technology and workforce analytics.
• Translate complex HR and business requirements into scalable technology and analytics solutions.
• Manage HR technology vendors, implementation partners, consultants, contracts, service levels, and project delivery.
• Lead change management and user adoption for new HR platforms and digital processes.

1. Team Leadership

• Lead and develop the HRIS and People Analytics team, including system, data, reporting, and analytics capabilities.
• Establish clear governance, operating models, service standards, and KPIs for the function.
• Build stronger analytical and digital capabilities within the broader HR organization.
• Bachelor’s degree in Information Technology, Information Systems, Computer Science, Data/Statistics, Engineering, Business, Human Resources , or a related field. Master’s degree is an advantage.
• Typically 12–15+ years of relevant professional experience , with significant experience in HRIS, HR technology, people analytics, HR digital transformation, or related areas.
• Minimum 5 years in a leadership role , preferably managing HR technology and/or analytics teams.
• Proven experience leading enterprise-scale HRIS implementation, transformation, integration, or optimization .
• Strong understanding of end-to-end HR processes and their relationship with HR technology and data.
• Hands-on exposure to major HR platforms such as SAP SuccessFactors, Workday, Oracle HCM, or equivalent enterprise HR systems .
• Strong capability in People Analytics, workforce reporting, dashboards, data visualization, and data-driven decision-making .
• Experience with HR data governance, system integration, data privacy, and information security .
• Exposure to AI, automation, predictive analytics, or GenAI applications within HR is an advantage.
• Strong project/program management experience, particularly across complex, multi-stakeholder transformation initiatives.
• Experience operating in a large group, shared-services, multi-entity, financial services, technology, or similarly complex organization is preferred.
• Strong executive stakeholder management and ability to translate technical concepts into clear business implications.