Job Openings HR MIS Manager

About the job HR MIS Manager

A. PROFILE

Role Title: HR MIS Manager
Reporting to: Compensation & Benefits Senior Manager
Division: Compensation & Benefits
Department / Section: People & Culture

B. CONTEXT

Purpose: The role drives the HR system transformation initiative, ensuring integrated, secure, and scalable HRIS/ ERP solutions, while strengthening data governance, automation, reporting capabilities and HR operations that support organizational goals and scalable growth.
Context: People & Culture Department sets the strategic direction and runs day to day operation of P&C and facility management. It is responsible for creating and implementing an integrated P&C vision and operating plan that align P&C strategies with business strategy.

The role operates within a complex, telecom-driven environment, working closely with P&C leadership, IT, Finance, and business stakeholders to deliver reliable HR insights, optimize HR processes, and drive HR digital transformation. The HR MIS Manager also leads the development of HR MIS capabilities, ensuring strong system performance, data integrity, and continuous improvement across the P&C function.

C. ROLE ACCOUNTABILITIES

HRIS, ERP & System Governance

  • Lead HRIS/ERP implementation, enhancements, and system governance.
  • Oversee system architecture, configuration, integrations, and upgrades.
  • Partner with IT and vendors to ensure system stability, security, and continuity.
  • Establish system standards, documentation, and change control processes.

Database Management & Data Architecture

  • Own HR data architecture to ensure accuracy, integrity, and a single source of truth.
  • Define data structures, access controls, and system data flows.
  • Ensure effective database performance, backup, and recovery practices.

HR Analytics & Strategic Reporting

  • Drive executive dashboards, predictive analytics, and enterprise HR reporting for leadership decision-making.
  • Translate workforce data into strategic insights supporting planning, productivity, and performance outcomes.
  • Establish data standards and reporting governance to ensure consistency and credibility.

Process Automation & Digital Transformation

  • Sponsor HR process automation and digital initiatives to improve efficiency, scalability, and employee experience.
  • Ensure HR systems via ERP workflows are optimized end-to-end across the employee lifecycle.
  • Continuously identify technology-driven improvement opportunities to modernize HR operations.

Data Governance, Risk & Compliance

  • Define and enforce HR data governance, privacy, and compliance frameworks across all HRIS/ ERP systems.
  • Oversee audits, controls, and risk mitigation related to HR data, systems, and access.
  • Act as data custodian ensuring confidentiality, integrity, and regulatory adherence.

Change Management & Adoption

  • Lead the change management for HR systems, rollouts, implementation and enhancements.
  • Drive communication, training, and adoption strategies to maximize system utilization.
  • Ensure structured user support models and service excellence standards.

Leadership, Team Development & Capability Building

  • Lead, coach, and develop the HR MIS team to build advanced HR technology, database, and analytics capability.
  • Define team structure, roles, succession plans, and continuous skill development.
  • Set performance goals and foster a high-performance, solution-oriented team culture.

Stakeholder & Telecom Industry Alignment

  • Partner with internal P&C team and IT, Finance, and business leaders to align HR systems as needed.
  • Apply telecom industry knowledge to deliver workforce insights aligned with operational and network needs.
  • Leverage industry trends to guide workforce planning, system scalability, and capability optimization.

D. KEY PERFORMANCE INDICATORS

  • HRIS system uptime ensuring stable and uninterrupted HR operations.
  • HR data accuracy and integrity maintaining a reliable single source of truth.
  • Timely delivery of HR analytics, dashboards, and management reports.
  • Efficiency gains achieved through HR process automation and digitalization.
  • User adoption and satisfaction with HR systems and tools.
  • Compliance and audit issue closure within agreed timelines.
  • HR MIS team capability and service delivery effectiveness.

E. WORKING RELATIONSHIPS & DECISION MAKING

Interacts with:
Internal: Management Team, Finance, Technology, all cross the U9 employees
External: HRIS/ERP vendors and partners for system support and enhancements.

F. EXPERIENCE AND QUALIFICATIONS

Minimum Experience & Essential Knowledge

  • 5-7 years of working experience in HR services or related area.
  • 3 years' Experience with HRIS System/ERP and Database knowledge.
  • Proficiency in HRMS tools such as SAP, ESS/MSS, or similar systems.
  • Strong skills in Microsoft Office Suite, particularly Excel, for data management and reporting.
  • Good understanding of local labor laws and regulations, especially concerning employee records, offboarding processes, and interactions with labor offices.

Minimum Entry Qualifications

  • Bachelor's degree in HR, IT, Computer Science, Business, or related field or a related field.

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