Vice President, HR Shared Services, HRIS & Transformation

Role Summary

The Vice President, HR Shared Services, HRIS & Transformation is responsible for leading the Group's HR operations, shared services and HR technology transformation agenda. The role will establish a consistent, controlled and scalable HR service delivery model across the Group, with accountability for payroll governance, employee data administration, HR operational services, HR systems, process standardization, automation and workforce analytics.

The incumbent will lead the stabilization and optimization of Workday and payroll-related systems, improve employee and manager self-service, strengthen HR data integrity and controls, and drive measurable improvement in HR service efficiency and cost effectiveness.

Key Responsibilities

1. HR Shared Services Leadership

• Lead and establish the Group HR Shared Services operating model covering core HR administration, employee data, payroll coordination, absence administration and other centralized HR operational services.
• Define service scope, ownership, service level agreements and escalation protocols.
• Standardize HR operational processes across Group companies while ensuring appropriate local statutory requirements are maintained.
• Implement service performance monitoring and continuously improve HR service delivery.

2. Payroll Governance & Operational Control

• Establish Group-wide payroll governance, calendars, roles, approval controls and segregation of duties.
• Ensure payroll inputs, validation, approval and payment processes operate in accordance with agreed timelines and controls.
• Drive payroll accuracy and timely closure of payroll exceptions.
• Work closely with Finance, HR Business Partners, HRIS and payroll providers to improve payroll integration and control.
• Identify and address payroll process risks, control gaps and recurring errors.

3. HRIS Strategy & Governance

• Lead the HR technology roadmap and governance for Workday and other HR-related platforms.
• Ensure HR systems support approved Group HR policies, organization structures and business processes.
• Establish system ownership, change control, access governance, configuration governance and issue escalation procedures.
• Prioritize system enhancements based on business value, operational risk and user impact.
• Manage HR technology vendors and service providers against agreed deliverables and service levels.

4. Workday & System Optimization

• Lead the stabilization, optimization and adoption of Workday across the Group.
• Improve Core HCM, Absence, Time Tracking, Expenses and future HR modules.
• Ensure organization structures, supervisory organizations, work schedules, approval workflows and employee master data are accurately maintained.
• Drive Employee Self-Service and Manager Self-Service adoption.
• Reduce offline, manual and duplicated HR processes through system-enabled workflows.

5. HR Process Transformation & Automation

• Lead end-to-end HR process reviews to simplify, standardize and automate HR operations.
• Identify manual activities, duplicated controls and non-value-added processes for redesign.
• Develop clear future-state processes, RACI, approval workflows and operating procedures.
• Build measurable business cases and ROI for HR transformation initiatives.
• Track transformation benefits including hours saved, process cycle time, cost avoidance and reduction in errors.

6. HR Data Governance & Analytics

• Establish HR data governance standards covering data ownership, accuracy, completeness and security.
• Implement regular employee data integrity and exception reviews.
• Develop reliable HR dashboards and workforce reporting for Group management.
• Ensure a consistent source of truth for headcount, organization, employee movement and other key workforce data.
• Partner with Group HR Centers of Excellence and HR Business Partners to improve evidence-based decision making.

7. HR Service Experience & Self-Service

• Improve the employee and manager experience when accessing HR services.
• Develop clear service channels, HR process guides, self-service materials and escalation routes.
• Drive adoption of Employee Self-Service and Manager Self-Service.
• Monitor service requests, recurring issues and user feedback to identify opportunities for service improvement.

8. Governance, Risk & Compliance

• Ensure HR operational processes comply with Group policies, approved authorities and applicable statutory requirements.
• Maintain HR operations documentation, SOPs, control matrices and audit evidence.
• Support internal and external audits relating to HR systems, employee data and payroll processes.
• Ensure identified HR operational and system risks are tracked and closed within agreed timelines.

9. Team & Vendor Leadership

• Build and lead a capable HR Shared Services and HRIS team.
• Set clear accountabilities and performance standards for the function.
• Develop internal system and process capability to reduce unnecessary dependency on external service providers.
• Manage HR technology and payroll vendors based on service, cost and performance.

Qualifications and Experience

• Degree in Human Resources, Business Administration, Information Systems or a related discipline.
• Minimum 12–15 years of progressive HR experience.
• Significant leadership experience in HR operations, shared services, HR technology or HR transformation.
• Demonstrated experience managing an HRIS or enterprise HR platform.
• Workday experience is strongly preferred.
• Strong knowledge of payroll operations and HR process controls.
• Experience operating across multiple companies, business units or countries is an advantage.
• Proven ability to lead HR process transformation and system adoption programs.

Working Location:

Kuala Lumpur, Malaysia

Consultant In-charge:

Jason | [email protected]