HR Operations and HR Systems Manager

HR - People Operations

What you will do

1. Employee Lifecycle Management

Own and lead end-to-end employee lifecycle operations, including onboarding, employee movements, confirmations, transfers, promotions, compensation changes, benefits administration, leave & attendance, separations, and offboarding.

Ensure seamless, consistent, and high-quality employee experiences across all people processes.

Establish and continuously improve standardized operating procedures (SOPs) to deliver operational excellence.

Partner with HR Business Partners, Talent Acquisition, Payroll, Finance, IT, Legal, and Business Leaders to ensure efficient delivery of People Operations.

Ensure timely issuance and maintenance of employment documentation, contracts, letters, statutory records, and employee records.

2. People Operations Governance

Drive operational governance by establishing service standards, SLAs, quality controls, and compliance mechanisms.

Ensure adherence to internal policies, labor laws, statutory regulations, and audit requirements across all HR operations.

Own policy implementation and operational compliance while ensuring process consistency across the organization.

Lead internal and external audits related to employee records, HR operations, and statutory compliance.

3. HR Systems & Digital Operations

Own the operational effectiveness of the organization's HR technology ecosystem, including HRMS, Payroll, Attendance, Performance Management, Learning, Survey, and other People systems.

Partner with HR Systems and IT teams to support system implementations, enhancements, testing, integrations, and process optimization.

Drive system adoption, data accuracy, and continuous improvements across HR platforms.

Leverage technology to simplify employee transactions and improve operational efficiency.

4. Process Excellence & Automation

Lead continuous improvement initiatives to simplify, standardize, and automate People Operations processes.

Identify operational bottlenecks and implement scalable solutions that improve efficiency, accuracy, and employee experience.

Drive digital transformation initiatives by reducing manual interventions and increasing self-service capabilities.

Establish operational metrics and continuously improve turnaround times and service quality.

5. HR Analytics & Operational Insights

Own People Operations dashboards and reporting across employee lifecycle metrics, workforce movements, service delivery, compliance, and operational performance.

Generate actionable insights to support workforce planning and strategic decision-making.

Monitor operational KPIs, identify trends, and recommend process improvements.

Present periodic operational reviews and governance updates to HR and business leadership.

6. Stakeholder & Vendor Management

Build strong partnerships with HR Business Partners, Talent Acquisition, Payroll, Finance, IT, Information Security, Legal, and external vendors to ensure seamless delivery of People Operations.

Act as the primary escalation point for complex employee lifecycle and operational issues.

Influence stakeholders to adopt standardized processes and continuously improve service delivery.

7. Team Leadership

Lead, mentor, and develop a high-performing People Operations team.

Establish clear goals, performance expectations, and development plans for team members.

Foster a culture of accountability, continuous improvement, customer-centricity, and operational excellence.

Build capability within the team through coaching, knowledge sharing, and process documentation.

What you will need

• Bachelor's degree in Human Resources, Business Administration, or a related field. Master's degree or MBA in HR is preferred.

• 8–12 years of experience in HR Operations or People Operations, with proven experience managing end-to-end employee lifecycle processes.

• Experience leading People Operations teams in fast-paced, high-growth organizations.

• Exposure to HR technology platforms and digital transformation initiatives.

• Experience working with cross-functional stakeholders in matrix organizations.

• Strong understanding of end-to-end employee lifecycle management.

• Expertise in HR operations, HR shared services, payroll coordination, benefits administration, employee documentation, and compliance.

• Sound knowledge of labor laws, statutory compliance, and HR governance.

• Strong understanding of HR systems and technology-enabled service delivery.

• Operational Excellence and Process Optimization

• Employee Lifecycle Management

• HR Technology & Digital Transformation

• Service Delivery & Shared Services Management

• HR Analytics and Reporting

• Stakeholder & Vendor Management

• Team Leadership and People Management

• Change Management

• Project & Program Management

• Process Automation & Continuous Improvement

• Problem Solving and Decision Making

• Excellent communication and stakeholder influencing skills

Preferred Certifications

• SHRM-CP/SHRM-SCP, PHR/SPHR, or equivalent HR certification.

• Lean Six Sigma or Continuous Improvement certification.

• Project Management certification (PMP, Prince2, Agile, or equivalent).

• Certifications in HR technology platforms are an added advantage.

Experience Level

Senior Level