HRIS

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. 

Role

Manager

Qualifications

BACHELOR OF ARTS