3 Hr Digitization Jobs

Job Summary The HRMS Manager will lead the end-to-end management and optimization of the Human Resource Management System (HRMS) and Employee Database Management System (EDMS). This role carries key responsibility for driving HR digitization initiatives, ensuring real-time data visibility, maintaining high levels of data accuracy, and streamlining core HR processes through technology. Additionally, the role will ensure seamless payroll processing, statutory compliance, audit readiness, and manage HR-related vendors to enhance operational efficiency and enable data-driven HR decision-making. ________________________________________ Key Responsibilities KRA 1: HRMS & Employee Data Management Ensure 100% real-time visibility and accuracy of employee data across HRMS and EDMS platforms. Drive strong data governance practices to achieve >95% data accuracy within EDMS. Monitor and resolve HRMS-related service requests (e.g., leave carry forward, payroll movement, IT proof declarations) within 48 working hours, ensuring full accuracy. Collaborate with HR Business Partners (HRBPs) and Unit HRs to maintain consistency and integrity in employee data management. Lead the digitization of HR processes and workflows. Manage end-to-end HR-related vendor operations, including sourcing, negotiation, onboarding, and performance tracking. KRA 2: Payroll, Compliance & Audit Ensure accurate and timely payroll processing and full & final settlements for all corporate employees. Support and manage compliance requirements related to internal audits (ICFR, ESG, EY Audit, O3, Multiples due diligence, Annual Report, etc.). Maintain robust documentation and controls aligned with audit protocols; address audit observations and implement corrective actions. Coordinate closely with Finance, IT, and external audit teams to ensure timely and accurate data submission. ________________________________________ Qualifications & Experience B.Tech (ECE/IT/CS) and MBA/PG in Human Resources or equivalent qualification. 6-10 years of total HR experience, with a minimum of 3 years in a corporate HR role. Deep understanding of HRMS/LMS platforms, payroll systems, audit processes, and compliance standards. Understanding on API integrations, workflow automation, and Hands-on experience with process improvement initiatives. Strong proficiency in Excel, HR analytics, HR automation, and HR operations. At least 3 years of experience as Adrenalin Max Super Admin is mandatory. ________________________________________ Key Skills Expertise in HR process design and documentation Strong command of HRMS platforms and data management High accuracy in payroll and compliance handling Audit preparation and coordination skills Detail-oriented with a process-driven mindset Strong communication and stakeholder/vendor management capabilities

Seeking a Compensation & Benefits expert to manage & optimize India and international payroll operations,benefits programs and performance management,HR digital transformation,HRMS enhancements & ensure compliance with global and local policies.

Global Human Resources PMO Lead Transforming how we interact with our vehicles to make the driving experience more enjoyable, connected, and safe. Be a Part of the Technology Revolution There has never been a more exciting time to be part of a cockpit electronics and electrification technology company like Visteon. The mobility industry is transforming how we interact with our vehicles to make the driving experience more enjoyable, connected, and safe. Technology is at the heart of that transformation and is fueling the digital, electric, and autonomous evolution of our global automotive customers. Our core products align with key industry trends and include digital instrument clusters, displays, Android-based infotainment systems, domain controllers, advanced driver assistance systems and wireless battery management systems for electric vehicles. Mission of the Role: Partner with Global HR & TA teams to drive Strategic HR projects via right project management toolkits, challenge/redesign existing HR process for better efficiency, enable functional teams with industry insights, create framework and enable the functional teams with required tools to deliver the outcome. Key accountabilities / How You Will Spend Your Days 1. Project Management: • Plan, initiate, and manage HR projects from concept to completion. • Define project scope, objectives, and deliverables. • Develop detailed project plans, including timelines, budgets, and resource allocation. • Monitor project progress and ensure adherence to timelines and budgets. • Identify and mitigate risks and issues that may impact project success. 2. HR Process Improvement: • Work closely with HR leaders and teams to identify process improvement opportunities. • Streamline HR processes, systems, and workflows to increase efficiency and effectiveness. • Implement best practices and standards for HR project management. • Evaluate the impact of process changes on HR metrics and KPIs. • Stay updated on HR industry trends, best practices, and emerging technologies. • Recommend and implement process enhancements to increase HR project efficiency. 3. Stakeholder Management • Collaborate with HR leads, CoE Leads and cross-functional HR teams • Establish and maintain strong relationships with key stakeholders (networking & collaboration is key) • Track/Publish the project status, call out risks and galvanize support to deliver project outcome. • Ensure alignment between HR projects and the organization's strategic goals. 4. Reporting, Metrics and Documentation • Develop and maintain project dashboards and reports. • Provide regular status updates on project performance and key metrics. • Analyze data to identify trends and areas for improvement. • Assess and mitigate risks related to HR projects. • Maintain accurate project documentation. 5. Change Management: • Develop change management strategies for HR projects. • Ensure smooth transition and adoption of new HR processes or technologies. • Collaborate to create playbooks/guides and support HR teams/employees affected by these initiatives. Key Year One Deliverables: o Strengthen the existing HR Project Management framework aligned with organization's business objectives and long-term growth plans. This includes defining the roadmap, identifying critical talent needs, and establishing key performance indicators (KPIs) to measure success. o HR Process Architecture Framework : Assess and optimize end-to-end HR Processes to improve efficiency, quality thus impacting employee experience. Streamline workflows, eliminate bottlenecks, and implement technology solutions to enhance employee experience. o Risk Register : Create/implement risk register that can help pro-actively identify open risks, create an agile project team work mitigate the same for the organization. Skills, Experience & Qualification o Bachelors degree in business management (Full time PG, preferred) with 12 14yrs of work experience. o Project Management Professional (PMP) or equivalent certification is a plus. o Proven experience in project management, especially in HR along with thorough understanding of the function is a MUST. o Strong knowledge of HR processes, HRIS systems, and best practices. o Excellent communication and interpersonal skills. o Proficient in MS Office tools (specially PowerPoint & excel) is a MUST. Exposure to other PM tools, Sig Sigma/Lean or Design thinking methodology would be an added advantage. o Analytical and problem-solving abilities. Key Leadership Behaviors • Lead from the front • Business Acumen • Critical thinker • Adaptability and Agility • Customer Obsession