Overview:
This position undertakes several key responsibilities. Firstly, it is tasked with providing support to the APAC HR Systems & Platforms lead regarding all technology implementations. This involves actively participating in the planning, execution, and follow-up of various technological initiatives to ensure their smooth rollout and integration within the APAC context.
Secondly, the APAC HR Analyst is responsible for ensuring that systems continuous improvement and governance models are firmly established. This entails regularly assessing the existing systems, identifying areas for enhancement, and implementing strategies to optimize their performance. Moreover, the analyst must develop and enforce governance frameworks to maintain data integrity, security, and compliance with relevant regulations and internal policies.
Furthermore, the role requires ensuring the delivery of the necessary system service levels. This means closely monitoring system availability, responsiveness, and overall functionality to meet the operational needs of the HR department and the wider organization in the APAC region. Additionally, the APAC HR Analyst is expected to build new system capabilities for managing HR processes. This is achieved by carefully analyzing the process gaps within different Sectors or Business Units (BUs) and translating them into viable digital solutions that can be adopted effectively. In doing so, the analyst must also ensure consistency across the APAC sector in line with global standards, thereby facilitating seamless collaboration and information sharing on a global scale while also catering to the specific requirements of the local region.
Overall, the APAC HR System Solution Analyst serves as a key link between the HR function and the technological infrastructure in the APAC region, enabling the organization to operate smoothly and make informed decisions based on accurate and accessible HR data.
Responsibilities:
Qualifications:
The APAC HR System Solution Analyst assumes a pivotal role in guaranteeing the efficient management and utilization of the HR system solution throughout the Asia-Pacific (APAC) region.
This position undertakes several key responsibilities. Firstly, it is tasked with providing support to the APAC HR Systems & Platforms lead regarding all technology implementations. This involves actively participating in the planning, execution, and follow-up of various technological initiatives to ensure their smooth rollout and integration within the APAC context.
Secondly, the APAC HR Analyst is responsible for ensuring that systems continuous improvement and governance models are firmly established. This entails regularly assessing the existing systems, identifying areas for enhancement, and implementing strategies to optimize their performance. Moreover, the analyst must develop and enforce governance frameworks to maintain data integrity, security, and compliance with relevant regulations and internal policies.
Furthermore, the role requires ensuring the delivery of the necessary system service levels. This means closely monitoring system availability, responsiveness, and overall functionality to meet the operational needs of the HR department and the wider organization in the APAC region. Additionally, the APAC HR Analyst is expected to build new system capabilities for managing HR processes. This is achieved by carefully analyzing the process gaps within different Sectors or Business Units (BUs) and translating them into viable digital solutions that can be adopted effectively. In doing so, the analyst must also ensure consistency across the APAC sector in line with global standards, thereby facilitating seamless collaboration and information sharing on a global scale while also catering to the specific requirements of the local region.
Overall, the APAC HR System Solution Analyst serves as a key link between the HR function and the technological infrastructure in the APAC region, enabling the organization to operate smoothly and make informed decisions based on accurate and accessible HR data.
- Collaborate with BUs & Service Capability Center team to spot process/technology gaps and drive automation opportunities for regional efficiency
- Manage end-to-end system lifecycle for APAC-specific HRIS solution (e.g., payroll, time management), ensuring alignment with local labor laws and cultural nuances.
- Lead cross-border system harmonization initiatives to standardize processes while respecting regional diversity
- Accountable for system business requirements, design, UAT, and sign-off in coordination with GHROPs for all new implementations (e.g., SuccessFactors EC, MyP&D, iCIMS, UKG Pro).
- Deliver and sustain technical/data/process elements of HR digital projects, with a focus on APAC scalability and cost optimization.
- Evaluate and analyze sector/local systems performance to maximize efficiency and minimize risk.
- Periodically review role-based permissions for APAC users, balancing global standards with regional operational needs.
- Liaise with global system support team on APAC Change Requests, Data Mass Uploads, Audit with a focus on APAC local requirements and business continuity.
- Lead APAC HRIS solution implementations in partnership with IT and vendors for smooth execution and undisturbed employee experience.
- Support systems integrations and legacy migrations
- Communicate APAC system issues/enhancements to global stakeholders, translating regional needs into technical requirements.
- Act as Data Governance Gatekeeper for APAC system changes, ensuring cross-border data flows comply with regional regulations.
Qualifications:
- Bachelor’s degree required, PMP/Agile certification or equivalent preferred.
- Minimum 6+ years in HR system implementation and support.
- Hands-on experience managing global HRIS platforms (e.g., SAP SuccessFactors, Workday, UKG Pro) preferred
- Track record of delivering cross-border HR system solution across APAC countries (e.g., China, Thailand, Australia) preferred.
- Proficiency in HR process automation, system integrations, and data governance.
- Knowledgeable in APAC data privacy regulations and labor laws.
- Stakeholder management expertise with ability to influence at all organizational levels.
- Customer-centric mindset with focus on delivering user-friendly solutions.
- High cultural intelligence (CQ) for navigating multicultural teams and regional nuances.
- Fluency in English.