Manager HR Information Systems HR

Role & responsibilities

• Own the HRIS strategy and roadmap across the Absence, Benefits and Talent modules; prioritise the enhancement pipeline by value, risk and effort and keep it aligned to the enterprise technology strategy.
• Own release governance for the half-yearly Workday releases (R1 and R2): make feature-enablement decisions aligned to policy and risk, set regression strategy, and hold go/no-go authority.
• Own system integrity and the data governance framework across all modules, including the security model and the segregation-of-duties controls.
• Own the demand and change governance forum (intake, prioritisation, change advisory board), and the standards, naming conventions and configuration templates the team builds to.
• Act as programme owner for new business unit onboarding from requirements discovery through configuration, data migration, cutover and hypercare.
• Own major incident governance, root cause analysis sign-off, and the HRIS response to internal audit, external audit and control reviews.
• Manage the relationships with Workday and implementation partners, including support contracts, escalations and roadmap engagement.
• Lead, develop and resource the HRIS team (team leads and specialists); own capability build, cross-skilling, succession and the coverage model for the Singapore shift.
• Own the advisory partnership with HRBPs, Group Rewards, HR Shared Services and Payroll, translating policy and ways of working into system direction.

Own the HRIS budget, licence position and productivity commitments

Preferred candidate profile

Working Shift- Singapore shift (approx. 6:00 AM 4:00 PM IST), aligned to the supported regions

• 12 - 15+ years in HR information systems, including deep hands-on Workday experience and at least 3 years leading an HRIS team or platform.
• Proven ownership of multiple Workday modules Absence, Benefits and Talent across configuration, security and reporting.
• Demonstrated ownership of global release governance (R1/R2), including feature-enablement decisions, regression strategy and go/no-go.
• Strong command of the business process framework, calculated fields, EIB, reporting and the security and segregation-of-duties model.
• Track record leading new entity or business unit onboarding end to end, including data migration, cutover and hypercare.
• Strong functional HR knowledge — able to translate HR policy and ways of working into system design.

Multi-country governance experience and confident senior stakeholder management across regions

Good-to-have skills and experience

• Workday certification(s) across one or more supported modules.
• PeopleSoft or other legacy HCM background.
• Integration architecture experience (EIB, Workday Studio, middleware).
• M&A, divestiture or large-scale business unit onboarding experience.
• Exposure to RPA or workflow automation strategy.
• ITIL or equivalent service management qualification.