Group Head HRIS and People Analytics

Job Purpose

Lead theHRIS 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 adigital, 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-wideHR technology and HRIS roadmapaligned 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.

2. People Analytics & Workforce Intelligence

• Establish and lead thePeople 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.

3. 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 appropriatedata privacy, security, and regulatory compliance.
• Establish a reliablesingle source of truthfor workforce information and management reporting.

4. HR Process Automation & Innovation

• Identify high-volume or manual HR activities that can be simplified, digitized, or automated.
• Lead initiatives involvingAI, automation, advanced analytics, and employee self-serviceto 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.

5. 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.

6. 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.

Requirements

• Bachelor’s degree inInformation Technology, Information Systems, Computer Science, Data/Statistics, Engineering, Business, Human Resources, or a related field. Master’s degree is an advantage.

• Typically12–15+ years of relevant professional experience, with significant experience in HRIS, HR technology, people analytics, HR digital transformation, or related areas.

• Minimum5 years in a leadership role, preferably managing HR technology and/or analytics teams.

• Proven experience leadingenterprise-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 asSAP SuccessFactors, Workday, Oracle HCM, or equivalent enterprise HR systems.

• Strong capability inPeople Analytics, workforce reporting, dashboards, data visualization, and data-driven decision-making.

• Experience withHR data governance, system integration, data privacy, and information security.

• Exposure toAI, automation, predictive analytics, or GenAI applications within HRis an advantage.

• Strong project/program management experience, particularly across complex, multi-stakeholder transformation initiatives.

• Experience operating in alarge group, shared-services, multi-entity, financial services, technology, or similarly complex organizationis preferred.

• Strong executive stakeholder management and ability to translate technical concepts into clear business implications.