HR Executive
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Monthly Salary:
Posted on:
2 hours ago
Vacancies:
1 Vacancy
Job Summary
Role:HR Executive
Job Overview:
The Manager/Senior Manager - Corporate HRMS Change Management will be the key driver in
successfully transitioning the organization to new or upgraded Human Resource Management
Systems (HRMS). This role involves leading the change adoption training and communication
strategies to ensure a smooth transition and maximize employee engagement with the new
technology.
Key Responsibilities:
1. Change Management & Communication:
Develop and execute a comprehensive change management strategy for all HRMS
implementation and upgrade projects.
Design and deliver clear consistent communication plans to all levels of the organization
regarding changes to HR processes and systems.
Conduct Change Impact Analysis to identify and mitigate risks associated with new
HRMS adoption.
Foster a positive acceptance environment for new technology through proactive
stakeholder engagement and feedback loops.
2. HRMS Implementation & Training:
Collaborate with HR IT and external vendors during the HRMS implementation
lifecycle acting as the bridge between functional and technical teams.
Ensure the HRMS configuration aligns with the organizations Human Capital Strategy
and local statutory compliance requirements.
Develop role-based training programs materials (manuals videos quick guides) and
workshops to equip employees and managers with the necessary skills to utilize the new
HRMS effectively.
Coordinate the rollout of digital HRMS for payroll attendance and employee lifecycle
management.
3. Stakeholder Management & Governance:
Manage relationships with key stakeholders including executive leadership HR process
owners and department heads securing buy-in for change initiatives.
Establish a Change Champion network to drive adoption and provide on-the-ground
support.
Job Overview:
The Manager/Senior Manager - Corporate HRMS Change Management will be the key driver in
successfully transitioning the organization to new or upgraded Human Resource Management
Systems (HRMS). This role involves leading the change adoption training and communication
strategies to ensure a smooth transition and maximize employee engagement with the new
technology.
Key Responsibilities:
1. Change Management & Communication:
Develop and execute a comprehensive change management strategy for all HRMS
implementation and upgrade projects.
Design and deliver clear consistent communication plans to all levels of the organization
regarding changes to HR processes and systems.
Conduct Change Impact Analysis to identify and mitigate risks associated with new
HRMS adoption.
Foster a positive acceptance environment for new technology through proactive
stakeholder engagement and feedback loops.
2. HRMS Implementation & Training:
Collaborate with HR IT and external vendors during the HRMS implementation
lifecycle acting as the bridge between functional and technical teams.
Ensure the HRMS configuration aligns with the organizations Human Capital Strategy
and local statutory compliance requirements.
Develop role-based training programs materials (manuals videos quick guides) and
workshops to equip employees and managers with the necessary skills to utilize the new
HRMS effectively.
Coordinate the rollout of digital HRMS for payroll attendance and employee lifecycle
management.
3. Stakeholder Management & Governance:
Manage relationships with key stakeholders including executive leadership HR process
owners and department heads securing buy-in for change initiatives.
Establish a Change Champion network to drive adoption and provide on-the-ground
support.
Report on change readiness training effectiveness (e.g. post-training improvement
scores) and user adoption metrics.
4. Process Optimization & Support:
Conduct post-implementation reviews to evaluate the success of change initiatives and
identify areas for optimization.
Contribute to the development of new Standard Operating Procedures (SOPs) for HR
processes impacted by HRMS changes.
Provide high-level escalated user support post-go-live focusing on systemic or change-
related issues.
Utilize knowledge of HRIS/HRMS systems (such as SAP Oracle or GreytHR) to inform
process design and transformation.
Qualifications:
MBA/PGDM in Human Resources or a related field.
5-7 years of progressive experience in HR with at least 3 years dedicated to
HRMS/HRIS implementation or large-scale change management projects.
Proven track record in leading organizational transformation or organizational
development initiatives.
Exceptional written and verbal communication skills.
Certifications in Change Management methodologies (e.g. PROSCI) are a plus.
scores) and user adoption metrics.
4. Process Optimization & Support:
Conduct post-implementation reviews to evaluate the success of change initiatives and
identify areas for optimization.
Contribute to the development of new Standard Operating Procedures (SOPs) for HR
processes impacted by HRMS changes.
Provide high-level escalated user support post-go-live focusing on systemic or change-
related issues.
Utilize knowledge of HRIS/HRMS systems (such as SAP Oracle or GreytHR) to inform
process design and transformation.
Qualifications:
MBA/PGDM in Human Resources or a related field.
5-7 years of progressive experience in HR with at least 3 years dedicated to
HRMS/HRIS implementation or large-scale change management projects.
Proven track record in leading organizational transformation or organizational
development initiatives.
Exceptional written and verbal communication skills.
Certifications in Change Management methodologies (e.g. PROSCI) are a plus.
Key Skills
- Academics
- B2C
- HVAC
- Apache
- HTML
- HR Operations
