Team Leader – HR Technology

Ramraj Cotton

Tiruppur, India

8-12 Years

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Posted 17 hours ago
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Job Description

Job Purpose

Responsible for enterprise governance of HR technology, HR data, analytics, audits, and HR systems enablement through the Centre of Excellence.

The role ensures HR technology platforms are stable, compliant, decision-ready, and future-fit, by supervising COE team members, enforcing data and system governance, managing risk, and enabling continuous improvement aligned to HR operations and business needs.

Principal Accountabilities

HR Technology Governance and Ownership (COE)

Own enterprise-level governance of HR technology covering HRIS, Odoo HR modules, HR analytics, dashboards, and HR audit systems.
Define and enforce standards for HR system usage, data ownership, access controls, approval workflows, and documentation discipline.
Ensure HR technology operates as a single source of truth for HR operations, payroll interfaces, compliance, and leadership reporting.
Approve prioritisation of HR technology work items, enhancements, and issue resolution based on risk, impact, and governance needs.
Prevent parallel systems, shadow trackers, or unauthorised system workarounds that dilute data integrity or audit readiness.
Review systemic technology risks, dependency points, and control gaps and initiate corrective actions.
Act as the first escalation authority for HR technology risks before matters move to the Lead – COE – HR Operations.
Ensure HR technology governance remains aligned to organisation scale, compliance complexity, and leadership expectations.

Supervision of HR Technology Team Members

Provide clear role clarity, execution boundaries, and accountability to HR Technology team members.
Review outputs from Team Members related to HRIS updates, analytics, dashboards, audit evidence, and system operations for accuracy and governance compliance.
Ensure effective coordination between HR Technology, HR Operations, Payroll, and Talent Acquisition teams.
Balance workload across HRIS, audit, and Odoo streams to manage peak cycles such as payroll runs, audits, or large system updates.
Coach team members on judgement, documentation discipline, escalation protocols, and stakeholder communication.
Ensure team members do not commit to system changes, data updates, or timelines beyond approved authority.
Address repeated errors, system misuse, or data integrity lapses through structured corrective action.
Escalate persistent performance, capacity, or skill gaps to the Lead – COE – HR Operations with evidence.

HRIS, Analytics, and Dashboard Governance

Ensure HRIS configuration accurately reflects approved organisation structures, policies, payroll rules, and statutory requirements.
Approve HR metric definitions, calculation logic, and reporting standards used for analytics and dashboards.
Ensure HR dashboards are decision-focused, consistent, and aligned to leadership review forums.
Review data accuracy, reconciliation between systems, and dashboard reliability on a periodic basis.
Ensure analytics are interpretation-ready and support manpower planning, workforce risk assessment, and governance reviews.
Prevent misuse or misinterpretation of HR data by enforcing standard definitions and review protocols.
Escalate data integrity or reporting risks that may impact leadership decisions or compliance outcomes.

HR Audit Readiness and Risk Control

Oversee HR audit planning, execution, and closure activities coordinated by the HR Audit team member.
Ensure HR systems, data, and documentation remain audit-ready at all times, not only during audit periods.
Review audit observations, root causes, and corrective action plans for adequacy and sustainability.
Ensure preventive controls are embedded into HR processes and systems based on audit learnings.
Monitor trends in audit findings to identify systemic risk areas requiring structural intervention.
Escalate high-risk audit observations, repeat findings, or control failures to the Lead – COE – HR Operations.
Ensure audit governance strengthens long-term compliance and not just short-term closure.

Odoo System Governance and Platform Enablement

Oversee stability, accuracy, and effective usage of Odoo HR modules across the organisation.
Ensure Odoo configurations align with approved HR processes, authority matrices, and compliance requirements.
Approve system changes, enhancements, and UAT outcomes before production deployment.
Ensure Odoo outputs integrate seamlessly with payroll, compliance, and reporting requirements.
Review recurring system issues or workaround practices and approve corrective or preventive actions.
Ensure vendor performance is monitored and issues are resolved within agreed timelines.
Escalate platform limitations or scalability risks that impact HR operations or governance.

Continuous Improvement and Future Readiness

Identify opportunities to simplify, standardise, or automate HR processes through technology enablement.
Drive reduction of manual HR work, duplicate MIS, and individual dependency risks.
Support development of HR technology roadmaps aligned to organisational growth and maturity.
Review effectiveness of implemented improvements through error reduction, audit outcomes, and cycle time improvement.
Encourage learning from system failures, audit findings, and data trends to strengthen controls.
Ensure HR technology evolves proactively to meet future compliance, scale, and decision-making needs.
Provide structured HR technology performance and risk updates to the Lead – COE – HR Operations.

Qualification

Bachelor's or Master's degree in Human Resources, Information Systems, Commerce, or related discipline.

Relevant experience

8–12 years of experience in HR Technology, HRIS, HR Analytics, or ERP-enabled HR Operations, with experience managing audits and system governance in a multi-location environment.

Knowledge