Global HRIS Manager/ HRIS Lead

<Key Responsibilities>

• Global HRIS Strategy and Governance
• Develop and execute the global HRIS roadmap in alignment with business and HR priorities.
• Serve as the primary HRIS partner to the HR COE Head, regional HR teams, HR process owners, IT, Finance, Payroll, and business stakeholders.
• Establish global HR system governance, including system ownership, approval controls, data standards, security roles, documentation, and change management.
• Translate HR and business needs into practical system requirements and scalable technology solutions.
• Evaluate HR technologies and recommend solutions that improve efficiency, user experience, data quality, and management decision-making.

• SuccessFactors Enhancement and Implementation
• Lead the continuous improvement of the existing SuccessFactors modules:

1. Employee Central (EC)
2. Recruiting Management (RCM)
3. Onboarding (ONB)

-Manage system enhancements, configuration requirements, workflows, interfaces, testing, releases, and user support.

• Lead the implementation of the following SuccessFactors modules over the next year:

1. Learning Management System
2. Performance & Goals Management (PMGM)
3. Compensation

• Partner with HR process owners to define global processes, business requirements, workflows, approval rules, reporting needs, and local variations.
• Manage project plans, implementation partners, system configuration, data migration, integration testing, user acceptance testing, training, go-live, and post-launch support.
• Monitor SuccessFactors releases and assess the potential impact and value of new features.

• HR Analytics and Business Intelligence
• Work with COE team to develop the HR Business Intelligence roadmap and reporting framework.
• Establish HR dashboards and analytics covering workforce, recruitment, turnover, performance, compensation, learning, payroll, attendance, and other key HR indicators.
• Integrate data from SuccessFactors and local HR systems to provide consistent global and regional workforce reporting.
• Partner with HR and business leaders to identify reporting requirements and translate HR data into meaningful business insights.
• Improve reporting automation, data visualization, management dashboards, and self-service reporting capabilities.

• Local HR System Implementation and Integration
• Lead the implementation of a new US local HR system supporting:

1.Recruiting and applicant tracking
2.Onboarding
3.Payroll and payroll services
4.Time and attendance management
5.HR administration
6.Auditing and reporting
7.US employment and payroll compliance

• Define the integration and data synchronization requirements between the US HR system and SuccessFactors Employee Central.
• Evaluate and recommend a new Vietnam local HR system to support similar local HR requirements, including payroll, time and attendance, HR administration, reporting, and compliance.
• Ensure that local systems follow global HR data standards while meeting country-specific operational and compliance requirements.

• Integration, Data and Security Management
• Define the global HR system architecture and integration requirements among SuccessFactors, local HR systems, payroll systems, time and attendance platforms, and other business applications.
• Establish clear system-of-record and data-ownership principles for global and local employee information.
• Manage employee master-data interfaces and ensure timely and accurate data synchronization.
• Conduct regular data validation, reconciliation, and quality reviews.
• Maintain appropriate role-based access, system security, audit trails, and data-privacy controls.
• Partner with IT and vendors to investigate and resolve system, interface, data, and access issues.