System Ownership : Serve as the Super Admin for the Group's HR platform, managing the product roadmap, backend configuration (Business Processes, Security), and the seamless adoption of bi-annual vendor releases.
Implementation & Change Management : Lead the project management of rolling out the system to new subsidiaries, driving the standardization of processes and ensuring local teams adopt the global template rather than replicating legacy habits.
People Analytics Strategy : Build the Group's People Analytics from the ground up. You will move the organization beyond basic operational reporting (headcount/turnover) to predictive intelligence, identifying flight risks, forecasting talent gaps, and modeling future workforce costs.
Integrate HR data with business performance data : to uncover high-value correlations. Example: Analyzing if higher engagement scores lead to higher sales revenue in specific subsidiaries
Strategic Workforce Planning : Partner with the C-Suite and Finance to build dynamic workforce models. You will run scenario planning (e.g., If we expand to Vietnam, what is the talent cost vs. availability) to guide expansion and budgeting decisions.
Data Storytelling & Democratization : Transform complex datasets into compelling narratives for the Board and Executive Committee using advanced visualization tools (PowerBI/Tableau). Simultaneously, you will drive a Data Culture by upskilling local HR teams to interpret and act on their own data.
Governance & Optimization : Chair the Change Control Board to rigorously evaluate customization requests, maintaining system hygiene and ensuring compliance with data privacy standards (GDPR/PDPA) across the Group.
What you will bring
Bachelor's degree in HR, IT, or Business.
5-8+ years managing Cloud HRIS, with hands-on expertise in backend configuration (Business Processes, Security) and managing mandatory release cycles
Advanced proficiency in BI tools (PowerBI, Tableau) and statistical analysis, with the ability to clean, model, and visualize data to answer strategic So What questions.
Proven success in a complex Holding structure, capable of harmonizing diverse local processes into a single Global Template.
Strong ability to translate Tech constraints into HR solutions, while effectively negotiating with vendors and managing internal stakeholder expectations.
Who we are looking for
You have the confidence to act as a Gatekeeper. You can say NO to customization requests that threaten system stability, while effectively selling the value of standardization to senior stakeholders.
You can translate complex technical constraints (APIs, Boolean logic) into simple business language for HR leaders, and vice versa.
You view the HRIS as a consumer product. You care deeply about the User Experience (UX) and fight to make workflows simple, intuitive, and mobile-friendly for the end-user.
You aren't satisfied with just extracting data; you have an innate drive to visualize it (using PowerBI/Tableau) and tell the strategic story behind the numbers.
