HRIS Implementation & Optimization
- System Migration: Lead or assist in the migration from manual/legacy systems to cloud-based HRIS (e.g., Workday, SAP SuccessFactors, or local solutions like B-Plus/Darwinbox).
- Configuration: Manage system settings, workflow automation (e.g., digital leave approvals), and user access controls.
- Continuous Improvement: Identify pain points in current HR processes (like paper-based claims) and digitize them to improve efficiency.
Data Analytics & Business Intelligence
- Dashboard Creation: Build and maintain HR Dashboards using tools like Tableau, Power BI, or Google Data Studio.
- Workforce Metrics: Analyze key metrics such as Turnover Rate, Cost-per-Hire, Diversity & Inclusion ratios, and Employee Engagement scores.
- Predictive Analytics: Use historical data to predict future trends, such as Flight Risk analysis (identifying employees likely to resign).
Data Governance & PDPA Compliance
- Data Integrity: Conduct regular audits to ensure employee data is clean, standardized, and up-to-date across all platforms.
- Privacy: Ensure the HRIS architecture complies with the Personal Data Protection Act (PDPA), managing data consent and deletion protocols.
Digital Support & Training
- User Adoption: Create user manuals and conduct training sessions to ensure employees and managers can use the digital tools effectively.
- Technical Troubleshooting: Act as the Tier 1 support for system bugs and integration issues between HRIS and Payroll/Finance systems.
Business Intelligence & Dashboarding
- Automated Reporting: Transition from manual monthly reports to real-time, automated dashboards using Power BI, Tableau, or Google Data Studio.
- Executive Visualization: Create high-level Executive Summaries that visualize headcount trends, labor costs, and budget utilization for the management.
People Analytics & Insights
- Predictive Modeling: Utilize historical data to create Flight Risk models, identifying high-performing employees with a high probability of resigning.
- Correlation Analysis: Investigate relationships between variables, such as the correlation between Training Hours and Performance Ratings, or Commute Distance and Attrition.
- Recruitment Funnel Analytics: Visualize the efficiency of the hiring process (Source-to-Hire) to identify bottlenecks in the recruitment pipeline.
Requirements:
- Bachelor's degree in MIS (Management Information Systems), Computer Science, Statistics, or HR with a tech focus.
- 3+ years in HRIS administration or Data Analysis.
- Advanced Excel: (Power Query, Macros, Pivot Tables).
- Data Visualization: Proficiency in Power BI or Tableau.
- SQL: Basic to intermediate SQL knowledge for data extraction is a plus.
- HRIS Knowledge: Hands-on experience with modern HCM/HRIS platforms.
- Excellent stakeholder management with cross-cultural sensitivity.
- Interpersionality
- Pressure management
