Kerja Sepenuh Masa, Manager, HRIS - HR Technology Projects di PRASARANA MALAYSIA BERHAD Selangor - Maukerja

The Manager, HRIS & HR Technology Projects is responsible for overseeing the management, maintenance, implementation and continuous improvement of the organisation’s Human Resources Information Systems (HRIS) and related HR technology platforms. The role leads HR technology projects and digital transformation initiatives, ensuring that HR systems are reliable, secure, integrated and aligned with business requirements, while driving process optimisation, automation, operational efficiency and an enhanced employee experience.

Key Responsibilities

1. HRIS Management & Operations

• Oversee the day-to-day operations, administration, performance and maintenance of HRIS and related HR technology platforms.
• Ensure system availability, stability, data accuracy and security, in accordance with established service level agreements (SLAs).
• Manage system configurations, workflows, user access controls, organisational structures and approval processes, ensuring alignment with HR policies and business requirements.
• Collaborate with HR functional teams, including Payroll, Recruitment, Compensation & Benefits, Performance Management, Learning, Talent Management, Employee Services and Industrial Relations, to address system requirements and operational needs.
• Maintain comprehensive system documentation, configuration records, process flows, user guides and system inventories.
• Coordinate system maintenance, upgrades, patches, releases and enhancements to ensure system performance and reliability.
• Monitor system incidents and service requests, ensuring timely resolution in accordance with agreed service levels.
• Ensure appropriate system access controls and compliance with data privacy, information security and internal governance requirements.

2. HR System Implementation

• Lead end-to-end HR system implementation projects, from project initiation and requirements gathering through design, configuration, testing, deployment and post-implementation support.
• Translate HR business requirements into functional and system specifications in collaboration with relevant stakeholders.
• Facilitate requirements-gathering workshops involving HR teams, business stakeholders, IT teams and system vendors.
• Assess existing HR processes and identify opportunities for simplification, standardisation, automation and digitalisation.
• Oversee system design, configuration, integration, data migration, testing and deployment activities.
• Develop and manage implementation plans, timelines, milestones, resource requirements, risks, issues and project dependencies.
• Coordinate User Acceptance Testing (UAT), system integration testing, regression testing and production readiness assessments.
• Ensure the development and execution of appropriate test scenarios, test scripts and acceptance criteria.
• Oversee data cleansing, validation, migration and reconciliation activities to ensure data accuracy, completeness and integrity.
• Ensure the successful transition of newly implemented systems into business-as-usual operations, including operational handover, documentation and support arrangements.

3. HR Technology Project Management

• Lead and manage HR technology and digital transformation projects in accordance with approved business objectives and strategic priorities.
• Develop project charters, implementation roadmaps, project plans and governance frameworks to support effective project delivery.
• Manage project scope, timelines, budgets, resources, deliverables and quality standards.
• Monitor project progress and provide regular status updates, including key milestones, risks, issues and mitigation plans, to HR leadership and project governance committees.
• Identify, assess and manage project risks, issues, dependencies and change requests, ensuring timely escalation and resolution where necessary.
• Coordinate cross-functional activities involving HR, IT, Finance, Procurement, Cybersecurity, vendors and other relevant stakeholders.
• Ensure projects are delivered in accordance with approved business requirements, budgets, timelines and governance standards.
• Evaluate project outcomes and document lessons learned to support continuous improvement in project delivery.

4. Business Process Improvement & Digitalisation

• Review existing HR processes and recommend technology-enabled solutions to improve operational efficiency, service quality and user experience.
• Identify opportunities to automate, streamline or eliminate manual and redundant HR processes.
• Drive the standardisation and optimisation of HR processes, system workflows and service delivery practices.
• Support the development and enhancement of HR Shared Services, employee self-service and manager self-service capabilities.
• Evaluate and recommend appropriate HR technologies, including workflow automation, dashboards, analytics, artificial intelligence (AI), chatbots and robotic process automation (RPA).
• Develop business cases for HR technology initiatives, including cost-benefit analyses, expected efficiency gains, cost savings and return on investment (ROI).
• Monitor and evaluate benefits realisation following implementation to ensure that expected business outcomes are achieved.

5. System Integration & Data Management

• Oversee the integration of HR systems with enterprise platforms, including Finance, Payroll, Enterprise Resource Planning (ERP), Active Directory, attendance management systems, recruitment platforms and external service providers.
• Ensure system interfaces and data exchanges operate accurately, consistently and securely.
• Collaborate with IT teams and vendors to investigate and resolve system integration failures, data discrepancies and technical defects.
• Establish and maintain appropriate controls over employee master data, system interfaces and data exchange processes.
• Ensure the accuracy, completeness, consistency and integrity of HR data across integrated systems.
• Coordinate data reconciliation, validation and audit activities to maintain data quality and support compliance requirements.

6. Vendor & Contract Management

• Manage relationships with HR technology vendors, implementation partners, consultants and service providers to ensure effective service delivery.
• Monitor vendor performance against agreed SLAs, contractual obligations, project milestones and deliverables.
• Review and evaluate vendor proposals, statements of work, implementation timelines, resource plans and proposed technical solutions.
• Assess and validate vendor deliverables against agreed requirements and acceptance criteria before approval.
• Participate in HR technology procurement and tendering activities, including the preparation of Requests for Proposals (RFPs), technical evaluations, vendor demonstrations and solution assessments.
• Monitor HR system licence utilisation, maintenance agreements, contract renewals and technology-related expenditure.
• Support contract negotiations, renewal discussions and cost optimisation initiatives in collaboration with Procurement and other relevant stakeholders.

7. Stakeholder Management

• Serve as the primary liaison between HR, IT, vendors and business stakeholders on HR technology matters.
• Establish and maintain effective working relationships with HR functional leaders, business users and other relevant stakeholders.
• Understand business needs and translate stakeholder requirements into practical, scalable and sustainable technology solutions.
• Present project recommendations, implementation progress, system performance, risks and issues to management and relevant governance committees.
• Manage stakeholder expectations throughout the project lifecycle and facilitate timely decision-making.
• Lead or facilitate steering committee meetings, project working groups and vendor governance meetings, as required.

8. Change Management & User Adoption

• Coordinate change management activities arising from the implementation of new HR systems, technologies and processes.
• Develop and implement system communication, training, deployment and user adoption plans.
• Coordinate training for HR personnel, employees, managers, system administrators and other relevant stakeholders.
• Oversee the development and maintenance of user manuals, standard operating procedures (SOPs), frequently asked questions (FAQs) and training materials.
• Monitor user adoption and system utilisation following implementation, identifying and addressing barriers to effective usage.
• Gather user feedback and implement continuous improvements to system usability, functionality and overall user experience.

9. Governance, Risk & Compliance

• Ensure HR systems and related processes comply with organisational policies, information security standards, data protection requirements, audit requirements and applicable legislation.
• Establish and maintain appropriate access controls, segregation of duties and system authorisation procedures.
• Coordinate and support internal and external audits relating to HR systems, system controls and employee data.
• Maintain adequate documentation of system configurations, changes, approvals, access rights and project governance activities.
• Ensure all system changes are subject to established change management, testing, approval and release procedures.
• Identify, assess and monitor HR technology risks, recommending and implementing appropriate mitigation measures.
• Promote sound governance practices and accountability in the management of HR systems and employee information.

10. Team Leadership & Development

• Lead, manage and develop HRIS team members and project resources to ensure effective delivery of operational and project objectives.
• Allocate responsibilities, establish performance expectations and monitor team deliverables against agreed targets and service standards.
• Coach and mentor team members to strengthen their technical expertise, project management capabilities and business process knowledge.
• Identify capability gaps and implement appropriate training, development and knowledge transfer initiatives.
• Establish clear roles, responsibilities and service standards to promote accountability and operational effectiveness.
• Foster a service-oriented, collaborative and continuous improvement culture within the HRIS team.

Qualifications, Experience & Knowledge

• Bachelor’s degree in Human Resources, Information Technology, Business Administration, Information Systems, Computer Science or a related discipline.
• At least 7–10 years of relevant working experience in HRIS, HR Operations, HR Technology, HR Transformation or a related field.
• At least 3–5 years of experience in managing HR systems, HR technology implementations or technology-related projects.
• Proven experience in managing end-to-end system implementation projects, including requirements gathering, solution design, configuration, integration, data migration, testing, deployment and post-implementation support.
• Demonstrated experience in vendor management, stakeholder engagement and cross-functional project coordination.
• Experience in managing HR systems covering Payroll, Attendance, Leave, Claims, Recruitment, Performance Management, Learning, Talent Management or Employee Self-Service would be an advantage.

Technical Knowledge

• Practical knowledge of HRIS platforms such as SAP SuccessFactors, SAP HCM, Workday, Oracle HCM, PeopleSoft, Timesoft or equivalent HR technology solutions would be an advantage.
• Good understanding of HR processes, system configuration, workflow management, system integration, data migration and HR data governance.
• Knowledge of project management methodologies, system testing, change management and implementation governance.
• Familiarity with data analytics, reporting tools, workflow automation and emerging HR technologies would be an advantage.

Core Competencies

• HRIS and HR Technology Management
• Project Management and Delivery
• Business Process Improvement and Digitalisation
• Analytical Thinking and Problem-Solving
• Stakeholder Engagement and Communication
• Vendor and Contract Management
• Change Management and User Adoption
• Governance, Risk Management and Compliance
• Team Leadership and Development