Deputy Manager, HRIS
Singapore
Job Responsibilities
HR Process Improvement and Automation
• Review existing HR workflows and routine activities to identify inefficiencies, manual effort, recurring issues and
opportunities for process simplification or automation.
• Identify and support process improvement opportunities, working with HR stakeholders to simplify workflows,
reduce manual effort and implement practical improvements, including automation where feasible.
• Identify opportunities to use automation, AI tools or other technologies to reduce repetitive HR tasks, improve data
accuracy and enhance operational efficiency. Support the evaluation, development and implementation of suitable
solutions.
• Work with HR teams to streamline and standardise processes, simplify approvals, and reduce repetitive manual
tasks while maintaining appropriate controls.
• Support assessment of the feasibility, benefits and risks of proposed solutions, working with the HRIS Manager, IT,
vendors and relevant stakeholders to implement sustainable improvements.
• Document improved processes, prepare user guides and support change management, training and adoption of
new ways of working.
HRIS Projects and System Integration
• Take ownership of assigned HRIS project activities and deliverables, including requirements gathering, testing, UAT
coordination, deployment and post-go-live support, working closely with the HRIS Manager and project stakeholders.
• Support integrations between iHR (SuccessFactors) and other HR or business systems, including global payroll, by
assessing employee data requirements, field mapping, APIs, dependencies and downstream impacts.
• Coordinate with internal project teams, local HR, IT and external vendors to clarify requirements, validate
solutions, track deliverables and resolve issues.
• Prepare end-to-end test scenarios and scripts, perform system and integration testing, validate data flows,
document defects and retest fixes.
• Coordinate UAT activities with HR stakeholders across countries, guide testers, monitor progress and evidence,
follow up on blockers and support timely completion and sign-off.
• Support data preparation, validation and migration activities, and maintain project documentation, risks, issues
and action tracking.
SuccessFactors Support and Advisory
• Provide functional support for SuccessFactors modules, advising COEs, HRBPs and local HR teams on system
functionality, process flows and best practices.
• Manage BAU queries and incidents, investigate system or data issues, validate root causes and coordinate timely
resolution with the SuccessFactors AMS vendor.
• Manage HRIS change requests from requirements clarification and impact assessment through testing,
deployment and post-implementation support.
• Assess changes for impact on HR processes, employee data, integrations, reporting, permissions and user
experience; recommend solutions aligned with SuccessFactors standards and system governance.
• Create and maintain SuccessFactors reports for HR operations, data validation, project tracking and management
reporting.
• Support SuccessFactors release impact assessments, testing and rollout of relevant enhancements, while
strengthening data quality, access controls and system governance.
Job Requirements
• Diploma or Degree in Human Resources, Information Systems, Business or a related discipline.
• 5 to 8 years of experience in HRIS, HR technology implementation or HR systems support.
• Working experience with SuccessFactors is required, particularly in Employee Central; exposure to Learning,
Performance and Compensation is preferred.
• Experience with SuccessFactors configuration, role-based permissions, reporting, system testing, UAT and
incident or change request management in a regional or global environment.
• Demonstrated ability to independently manage assigned deliverables, clarify requirements, write test scenarios,
validate integrations or data, manage defects and coordinate stakeholders during implementation.
• Strong understanding of HR processes, employee data, organisational structures, workflows and integration
dependencies.
• A commitment to continuous improvement, with the ability to challenge existing ways of working, identify root
causes and recommend and support practical process improvements.
• Experience with process automation, workflow tools, Microsoft Power Automate, AI tools or similar technologies to
streamline HR operations will be an advantage; specific tool expertise is not mandatory.
• Experience with HR system integrations, APIs or payroll integrations will be an advantage.
• Strong stakeholder and vendor management, communication, problem-solving and documentation skills;
comfortable working across countries and time zones.
• Organised and self-directed, with sound judgement and the ability to balance project work, continuous
improvement initiatives and day-to-day support.