1. HR Technology Transformation 

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. 

• 4–5 years of experience in HR Technology, along with 3+ years of experience implementing HR and enterprise systems. 

• 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.