HRIS Regional Manager - Oracle

BF JADE E-SERVICES PHILIPPINES INC.; Philippines; On-site; PHP 7,500,000 - 12,500,000; Full time

Job summary

ZALORA is seeking a Regional HRIS Manager to oversee Oracle HRIS (Fusion HCM) across Southeast Asia, ensuring data integrity, system efficiency and strategic HR insights. You will drive HR digital transformation, implement automation, and align IT with HR across countries.

You will partner with HRBPs and leadership to enable data-driven workforce planning, develop automated reports, and manage end-to-end HRIS projects while maintaining compliance with local regulations.

Qualifications

• Bachelor’s degree in Information Technology, Computer Science, Human Resources, or related field.
• Minimum 6–8 years of HRIS experience, with at least 3 years of hands-on Oracle HRIS (Fusion HCM or similar).
• Strong expertise in HR data management, reporting, and analytics (Excel, Power BI, Tableau or equivalent).
• Proven experience in HRIS implementation, system upgrades, or digital transformation projects.
• Experience managing multi-country HRIS operations, preferably within Southeast Asia.
• Strong understanding of HR processes across the employee lifecycle.
• Exposure to automation tools (RPA, Power Automate) and emerging technologies (e.g., Generative AI) is an advantage.
• Excellent stakeholder management, communication, and problem-solving skills.
• Ability to balance hands-on operational work with strategic initiatives in a fast-paced environment.

Responsibilities

• HRIS System Management & Data Governance — Serve as the regional owner of the Oracle HRIS (Fusion HCM or equivalent), ensuring stable and efficient system operations across all markets.
• Maintain high standards of data accuracy, integrity, and governance across employee records, organizational structures, and system inputs.
• Manage system configurations, workflows, and approval hierarchies aligned with regional policies and business needs.
• Conduct regular data audits and resolve discrepancies in collaboration with local HR teams.
• Act as the primary point of contact for HRIS-related issues, coordinating with IT and system vendors for resolution.
• Ensure seamless integration and data synchronization between HRIS and other systems (e.g., payroll, timekeeping, performance management).
• Develop and automate standard and ad-hoc HR reports (e.g., headcount, turnover, workforce planning).
• Provide meaningful data analysis and insights to support strategic decision-making by regional leadership.
• Partner with HRBPs and business leaders to enable data-driven workforce planning and performance tracking.
• Leverage tools such as Excel, Power BI, or similar platforms to enhance reporting capabilities and visualization.
• Drive continuous improvement initiatives to streamline HR processes (e.g., onboarding, offboarding, employee lifecycle changes) through system enhancements and automation.
• Lead business process re-engineering (BPR) initiatives to improve efficiency, scalability, and user experience.
• Evaluate Oracle quarterly releases and new features, implementing relevant enhancements across the region.
• Document HRIS processes, SOPs, and user guides to standardize practices across countries.
• HR Technology Strategy & Digital Transformation — Partner with HR leadership, IT, and regional stakeholders to define and execute the HR technology roadmap.
• Identify, evaluate, and implement emerging HR technologies (e.g., AI-driven tools, automation platforms, digital employee experience solutions).
• Drive adoption of automation tools (e.g., RPA, workflow automation) to reduce manual processes and improve service delivery.
• Act as a strategic advisor on HR technology trends and opportunities to continuously enhance organizational effectiveness.
• Project Management & Vendor Management — Lead end-to-end HRIS and HR technology projects, including requirement gathering, system design, testing, deployment, and post-implementation support.
• Collaborate closely with HR, IT, and external vendors to ensure projects are delivered on time, within scope, and aligned with business requirements.
• Evaluate and manage HR technology vendors, including selection, implementation, and performance monitoring.
• Ensure effective change management and user adoption during system implementations and enhancements.
• Compliance, Risk & Training — Ensure HRIS compliance with local labor regulations across SEA and applicable data privacy laws (e.g., GDPR, PDPA).
• Develop and deliver training programs for HR teams and end-users to maximize system utilization.
• Establish governance frameworks and controls to safeguard data privacy, security, and system integrity.

Skills

HRIS data management

Reporting & analytics

Excel

Power BI

Tableau

Stakeholder management

Oracle HRIS

Project management

Education

Bachelor’s degree in Information Technology, Computer Science, Human Resources

Tools

Oracle HRIS

Power BI

Excel

Tableau

RPA

Job description

We areseekinga highly capableRegional HRIS Managerto lead andoptimizeour HR technology landscape acrossZALORASoutheast Asia (Indonesia, Philippines, Malaysia, Singapore, Vietnam, Hong Kong, and China).

This roleis responsible forensuringdata integrity, system efficiency, and actionable HR insights, while also drivingHR digital transformation initiativesto enhance employee experience and operational excellence.

The ideal candidate combinesstrong HR domainexpertise, hands-on HRIS experience (Oracle), and project management capabilities, and acts as a key bridge betweenHR, IT, and business stakeholdersto deliver scalable and future-ready HR solutions.

Responsibilties :

1. HRIS System Management & Data Governance

• Serve as the regional owner of the Oracle HRIS (Fusion HCM or equivalent), ensuring stable and efficient system operations across all markets.

• Maintainhigh standardsof data accuracy, integrity, and governance across employee records, organizational structures, and system inputs.

• Manage system configurations, workflows, and approval hierarchies aligned with regional policies and business needs.

• Conduct regular data audits and resolve discrepancies in collaboration with local HR teams.

• Act as the primary point of contact for HRIS-related issues, coordinating with IT and system vendors for resolution.

• Ensure seamless integration and data synchronization between HRIS and other systems (e.g., payroll, timekeeping, performance management).

2. Reporting, Analytics & Insights

• Develop and automate standard and ad-hoc HR reports (e.g., headcount, turnover, workforce planning).

• Provide meaningful data analysis and insights to support strategic decision-making by regional leadership.

• Partner with HRBPs and business leaders to enable data-driven workforce planning and performance tracking.

• Leverage tools such as Excel, Power BI, or similar platforms to enhance reporting capabilities and visualization.

3. Process Improvement & System Enhancement

• Drive continuous improvement initiatives to streamline HR processes (e.g., onboarding, offboarding, employee lifecycle changes) through system enhancements and automation.

• Lead business process re-engineering (BPR) initiatives to improve efficiency, scalability, and user experience.

• Evaluate Oracle quarterly releases and new features, implementing relevant enhancements across the region.

• Document HRIS processes, SOPs, and user guides to standardize practices across countries.

4. HR Technology Strategy & Digital Transformation

• Partner withHRleadership, IT, and regional stakeholders to define and execute the HR technology roadmap.

• Identify, evaluate, and implement emerging HR technologies (e.g., AI-driven tools, automation platforms, digital employee experience solutions).

• Drive adoption of automation tools (e.g., RPA, workflow automation) to reduce manual processes and improve service delivery.

• Act as a strategic advisor on HR technology trends and opportunities to continuously enhance organizational effectiveness.

5. Project Management & Vendor Management

• Lead end-to-end HRIS and HR technology projects, including requirement gathering, system design, testing, deployment, and post-implementation support.

• Collaborate closely with HR, IT, and external vendors to ensure projects are delivered on time, within scope, and aligned with business requirements.

• Evaluate and manage HR technology vendors, including selection, implementation, and performance monitoring.

• Ensure effective change management and user adoption during system implementations and enhancements.

6. Compliance, Risk & Training

• Ensure HRIS compliance with locallaborregulations across SEA and applicable data privacy laws (e.g., GDPR, PDPA).

• Develop and deliver training programs for HR teams and end-users to maximize systemutilization.

• Establish governance frameworks and controls to safeguard data privacy, security, and system integrity.

Requirements :

• Bachelor’s degree in Information Technology, Computer Science, Human Resources, or related field.

• Minimum6–8 years of HRIS experience, with at least3 years of hands-on Oracle HRIS (Fusion HCM or similar).

• StrongexpertiseinHR data management, reporting, and analytics(Excel, Power BI, Tableau or equivalent).

• Proven experience inHRIS implementation, system upgrades, or digital transformation projects.

• Experience managingmulti-country HRIS operations, preferably within Southeast Asia.

• Strong understanding of HR processes across the employee lifecycle.

• Exposure toautomation tools (RPA, Power Automate) and emerging technologies (e.g., Generative AI)is an advantage.

• Excellent stakeholder management, communication, and problem-solving skills.

• Ability to balancehands-on operational work with strategic initiativesin a fast-paced environment.

• The ZALORA Story
  ZALORA is Asia’s leading online fashion, beauty and lifestyle destination, part of Global Fashion Group. As one of the region’s pioneer large scale e-commerce platforms, ZALORA has established a strong presence throughout the region, particularly in Singapore, Indonesia, Malaysia, Brunei, the Philippines, and Hong Kong enjoying over 50 million visits per month.

• ZALORA is not obligated to accept resumes from any third parties on behalf of potential candidates for any position (advertised or otherwise) by any means, unless ZALORA has executed a written agreement with such third party and has expressly requested such third party for candidate referrals. Third parties who provide unsolicited resumes of candidate(s) shall waive and forfeit all rights to claim for any placement fees or referral fees in the event that such candidate is eventually engaged or employed by ZALORA or Global Fashion Group.