HRIS Lead

Confidential Company; Metro Manila; On-site; PHP 2,600,000 - 3,800,000; Full time

Job summary

Confidential Company in the Philippines is seeking an HRIS Lead to own strategy, architecture, and optimization of HRIS platforms. You will bridge HR, IT, Finance, and vendors, ensuring technology aligns with workforce needs and business goals.

You will drive end-to-end implementations, data integration, security, analytics, and governance while mentoring the HRIS team and enforcing data privacy. Strong leadership, communication, and project management are essential to deliver scalable HR

Qualifications

• Minimum 5+ years in HRIS administration or HR technology.
• Proven experience leading at least one full lifecycle HRIS implementation.
• Strong collaboration with HR, IT, Finance, and external vendors.

Responsibilities

• Drive end-to-end HRIS implementations and module expansion.
• Oversee data architecture, migration, and security governance.
• Lead analytics, dashboards, and workforce reporting for executives.
• Mentor HRIS staff and manage vendor relationships.

Skills

HRIS lifecycle management

Data modeling

System integrations

MS Excel

Cross-functional leadership

Analytical problem-solving

Strategic orientation

Communication

Education

Bachelor’s degree (IT/CS/HR/BA)

Tools

Workday

SAP SuccessFactors

Oracle HCM

UKG

Darwinbox

Dayforce

Job description

The HRIS Lead owns the strategy, operational administration, architecture, and continuous optimization of the organization's Human Resources Information Systems (HRIS). Acting as the primary strategic bridge between HR, IT, Finance/Payroll, executive leaders, and external software vendors, this role ensures HR technology directly aligns with organizational objectives and workforce operational needs.

The HRIS Lead drives end-to-end system implementations, modules expansion, complex data integrations, process automation, data security, and workforce analytics. Additionally, this role supervises and mentors HRIS team members, maintains strict data privacy compliance, and establishes governance standards across all core and module platforms.

Key Responsibilities & Essential Functions

• Drive end-to-end implementation and expansion of HRIS platforms from strategy through requirements gathering, configuration, data migration, testing, go-live, and post-stabilization.
• Translate HR operational goals and workforce needs into clear technical requirements and system architecture specifications.
• Oversee comprehensive process mapping, workflow design, approval chains, business rules, and automation opportunities across HR functions.
• Manage project plans, resource allocation, milestone tracking, risk registers, and change management procedures.

2. System Governance, Support & Administration

• Oversee day-to-day administration, functionality, and security of core HR platforms and associated modules (e.g., Core HR, Onboarding, Time & Attendance, Payroll Integration, Performance, L&D, Employee/Manager Self-Service).
• Manage environment upgrades, patch evaluations, new feature releases, and change management control protocols.
• Serve as the top-tier escalation point for complex technical issues, system bugs, and service requests.

3. Integrations, Data Architecture & Migration

• Oversee data architecture, data cleansing, validation, and historical data migration strategies during implementations or system rollouts.
• Partner with IT, Payroll, and third-party vendors to build and manage secure, automated integrations (APIs, sFTP, middleware) across Payroll, ERP, Timekeeping/Biometrics, ATS, and Identity Access Management systems.
• Establish automated error handling and job monitoring to preserve real-time data synchronization.

4. Security, Data Privacy & Regulatory Compliance

• Design and enforce role-based access control (RBAC), security profiles, user permissions, and approval matrices in compliance with company security and global/local data privacy laws.
• Conduct regular user access reviews, security audits, and system vulnerability assessments alongside IT Security and Data Privacy officers.
• Maintain audit trails and controls to ensure the integrity, confidentiality, and protection of sensitive workforce records.

5. Analytics, Reporting & Stakeholder Enablement

• Lead the creation and distribution of enterprise HR reporting, operational dashboards, and strategic workforce analytics for business leaders.
• Identify opportunities to leverage advanced business intelligence (BI) tools to automate executive reporting and predictive HR metrics.
• Design and execute change management plans, training programs, and comprehensive documentation (SOPs, user guides, admin guides) to maximize end-user adoption.
• Direct, coach, and develop HRIS staff and project teams, balancing workloads, defining KPIs, and fostering technical capability growth.
• Manage relationships with system vendors and implementation partners, monitoring performance against SLAs, contract terms, and project scope.

Key Performance Indicators (KPIs)

• Implementation Success: On-time, on-budget delivery of HRIS module launches and system integrations.
• System Health & Uptime: Maintaining high system availability, data accuracy, and reliable integration job performance.
• SLA & Support Quality: Meeting or exceeding ticket resolution SLAs and post-implementation satisfaction metrics.
• User Adoption: High engagement and utilization rates across Employee and Manager Self-Service features.
• Governance & Compliance: Zero critical audit findings related to user access, data privacy, or audit controls.

Qualifications & Competencies

Education & Experience

• Education: Bachelor’s degree in Information Technology, Computer Science, Human Resources, Business Administration, or a related field.
• Required Experience: Minimum 5+ years of dedicated experience in HRIS administration, HR technology, or HR system project management.
• Implementation Track Record: Mandatory proven experience leading at least one full lifecycle end-to-end enterprise HRIS implementation (e.g., Workday, SAP SuccessFactors, Oracle HCM, UKG, Darwinbox, Dayforce, or equivalent).
• Leadership Experience: 2–3+ years of experience leading teams, managing project workstreams, or supervising technical analysts.

Technical Skills & Capabilities

• Deep expertise in end-to-end HRIS module lifecycle management (Core HR, Time/Attendance, Payroll interface, Talent, Onboarding).
• Advanced capabilities in data modeling, system configuration, user acceptance testing (UAT), and data migration execution.
• Hands-on knowledge of system integrations, APIs, sFTP file structures, and database logic.
• High proficiency in MS Excel (advanced formulas, data analysis) and HR analytics/BI tools.
• Cross-Functional Leadership: Proven ability to build consensus across non-technical HR users, IT specialists, Finance teams, and external vendors.
• Analytical Problem-Solving: Rigorous attention to detail with strong capabilities in isolating root causes and optimizing workflows.
• Strategic Orientation: Ability to connect backend technology capabilities directly to strategic business outcomes and employee experience goals.
• Communication: Exceptional verbal, written, and presentation skills suited for all levels of organizational stakeholders.