Manager, IT – BRM (HR)

Visteon Corporation; Coimbatore District; On-site; INR 4,200,000 - 6,800,000; Full time

Job summary

Visteon Corporation in India seeks a hands-on IT Manager – BRM (HR) to own the HR technology stack, drive implementations, and lead a small IT team, bridging people strategy and technology.

The role requires deep HR domain knowledge, multi-module HRIS experience (Workday, SAP SuccessFactors, Oracle HCM, DarwinBox), strong project management, and the ability to translate HR needs into actionable system configurations.

Qualifications

• 7+ years IT experience with 4+ years in hands-on HR tech role.
• Experience configuring, implementing and supporting HCM platforms.
• Functional HR knowledge across multiple domains: talent acquisition, core HR/HRIS, compensation and payroll.
• Led end-to-end HCM implementations or major module rollouts globally.
• Strong PM skills; PMP or similar preferred.
• Hands-on HR system integrations and middleware (MuleSoft, Dell Boomi) and HR analytics tools.
• Familiarity with HR compliance (GDPR, pay equity) and translating into configs.
• Knowledge of AI-driven HR tools, skills-based planning, RPA/AI.
• Excellent communication with HR leaders; translate needs into technical solutions.
• Lean/Agile mindset; simplify HR processes via tech.

Responsibilities

• Lead core HCM platform delivery and blueprint/design workshops to ensure high-quality configurations.
• Own end-to-end HR technology processes across the employee lifecycle; manage change and risk.
• Partner with HR stakeholders to translate policies into system configurations and data governance.
• Manage the HR IT project portfolio and drive value-focused roadmaps.

Education

Bachelor’s degree in Information Technology or related field; Master’s degree preferred

Tools

Workday

SAP SuccessFactors

Oracle HCM

DarwinBox

MuleSoft

Dell Boomi

HR analytics tools

Job description

Mission of the Role

This is a hands-on leadership role for a practitioner who understands HR from the inside out. The Manager, IT – BRM (HR) serves as the primary technology partner to the HR function – someone who can sit in a compensation review or a talent calibration session, understand what’s being discussed, and translate that directly into system solutions. You will own the full HR technology stack, drive implementations, lead a small team of IT professionals, and act as the trusted advisor who bridges the gap between people strategy and technology execution.

Qualifications & Technical Skills

• Bachelor’s degree in Information Technology, Computer Science, Business Administration, or related field; Master’s degree preferred.


• 7+ years of progressive IT experience with at least 4 years in a hands‑on HR technology role – configuring, implementing, and supporting HCM platforms (Workday, SAP SuccessFactors, Oracle HCM, DarwinBox, or equivalent).


• Demonstrated functional HR knowledge across at least three domains: talent acquisition, core HR/HRIS, compensation & benefits, payroll, learning & development, or workforce management.


• Proven track record of personally leading end-to-end HCM implementations or major module rollouts in a global, multi-country environment.


• Strong project and program management skills; PMP or equivalent certification preferred.


• Hands‑on experience with HR system integrations, middleware (e.g., MuleSoft, Dell Boomi), and HR data reporting/analytics tools.


• Familiarity with HR compliance requirements (e.g., GDPR, pay equity regulations, statutory reporting) and how they translate into system configuration.


• Up‑to‑date knowledge of HR technology trends including AI‑driven talent tools, skills‑based workforce management, and HR process automation (RPA/AI).


• Exceptional communication skills with the ability to engage credibly with HR business leaders and translate operational HR needs into actionable technical solutions.


• Continuous improvement mindset (LEAN/Agile) with a track record of simplifying HR processes through technology.

Key Accountabilities / How You Will Spend Your Days

Hands-On HR Technology Delivery

• Serve as a subject‑matter expert and active practitioner on core HCM platforms (e.g., Workday, SAP SuccessFactors, Oracle HCM, DarwinBox)


• Lead and personally contribute to HCM transformation projects – from blueprint and design workshops through configuration, UAT, cutover, and hyper‑care – with direct accountability for system quality.


• Own end‑to‑end HR technology processes across the employee lifecycle: talent acquisition, onboarding, compensation, benefits, payroll, learning & development, performance management, and off‑boarding.


• Perform business process analysis alongside HR stakeholders, documenting current‑state workflows, identifying gaps, and designing improved future‑state configurations.

Deep HR Functional Partnership

• Partner with HR Business Partners, Total Rewards, Talent Acquisition, L&D, and Payroll teams – attending functional meetings, understanding operational pain points, and proactively proposing technology solutions.


• Act as the primary escalation point for HR system issues; investigate root causes, engage vendors as needed, and drive resolution with urgency and transparency.


• Translate HR policy and regulatory changes (e.g., pay equity, compliance reporting, new benefit structures) into system requirements and actionable configuration changes.


• Champion data integrity across HR systems – establishing data governance standards, audit routines, and remediation processes in collaboration with HR operations teams.


• Support workforce analytics by ensuring HR data structures, reporting hierarchies, and BI integrations are accurate, timely, and meaningful for HR and business leaders.

Project & Portfolio Management

• Manage the HR IT project portfolio with discipline: scope definition, resource planning, risk management, status reporting, and stakeholder communication – keeping projects on time, within budget, and delivering measurable outcomes.


• Define and maintain a rolling HR technology roadmap, prioritizing investments based on business value, HR strategy alignment, and total cost of ownership.


• Conduct rigorous cost‑benefit analyses for new system investments, upgrades, and vendor decisions, presenting clear business cases to IT and HR leadership.


• Lead post‑implementation reviews to capture lessons learned and continuously improve delivery practices.

Vendor & Contract Management

• Own vendor relationships for HR technology platforms and third‑party integrations – managing SLAs, escalating performance issues, and negotiating contract renewals with a value‑for‑money mindset.


• Evaluate new HR technology vendors and solutions with structured RFP/RFI processes, personally assessing demos and conducting reference checks to make informed recommendations.

Team Leadership & Capability Building

• Lead and mentor a team of HR IT analysts and developers, providing technical guidance, code/configuration reviews, and career development support.


• Build team capability in HR functional knowledge alongside technical skills – ensuring the IT team understands what HR does, not just how the system works.


• Foster a culture of continuous improvement, psychological safety, and learning from both successes and failures.

Technology Innovation & Process Improvement

• Stay current with HR technology trends – AI‑driven talent intelligence, skills‑based workforce tools, RPA, and employee experience platforms – and pilot relevant innovations in a structured, value‑focused way.


• Identify and lead process automation opportunities across HR operations, reducing manual effort and improving data accuracy.


• Drive adoption of deployed tools through targeted training, user enablement, and change management activities developed in close collaboration with HR leadership.

Key Performance Indicators

• 95% of projects delivered on time and within budget.


• Achieve a project success rate of 90% based on defined project objectives.


• Improve application uptime and availability.


• Reduction in application‑related incidents by 20%.


• Adherence to the IT budget with a variance of less than 5%.


• Achieve a team satisfaction score of 85% or higher in annual surveys.


• Proactively identify and mitigate potential risks and vulnerabilities.


• Upgrade outdated, unsupportive IT Infrastructure & Software, supporting Finance and HR operations, with latest technology to improve system uptime and availability to 99%.

Key Year One Deliverables

• Complete a thorough audit of the existing HR technology landscape, documenting gaps, risks, and quick‑win improvement opportunities.


• Establish a trusted partnership with the CHRO and HR leadership team, becoming the go‑to advisor for technology decisions.


• Drive at least one significant HR technology improvement (e.g., HCM module implementation, process automation, or integration) from design through go‑live.


• Publish a 3‑year HR IT roadmap aligned to HR and business strategy.


• Implement operational governance practices for HR system support, change management, and release management.

Key Leadership Behaviors

• Lead from the front – models accountability, transparency, and a growth mindset for the IT‑HR team.


• Stakeholder Management – builds deep trust with CHRO, HR Business Partners, and People leadership as a strategic advisor.


• Drives Innovation & Focus – champions AI, automation, and emerging HR tech to improve workforce outcomes and employee experience.


• Employee & HR Customer Obsession – places the employee experience at the center of every technology decision and service delivery model.


• Business Acumen – understands HR operating models, workforce economics, and people strategy to ensure IT solutions deliver measurable business value.


• Critical thinking & problem solving – applies structured analytical thinking to navigate complex HR technology landscapes and competing organizational priorities.