Role Introduction

Reports to: Employee Experience and Process Optimisation Manager

As the Assistant Manager Human Resources Management System (HRMS) Process Optimisation, you are responsible for driving business process alignment and change as part of the HRMS Transformation Program.

You will contribute by understanding, mapping, and improving HR processes, translating business requirements into clear and usable inputs for system design, and ensuring processes are consistently adopted across business units.

Key Responsibilities

• Lead the end‑to‑end mapping of current‑state and future‑state Human Resources (HR) processes, identifying gaps, inefficiencies, and opportunities for standardisation and improvement
• Capture, consolidate, and document business requirements and existing process
• flows across business units, regions, and subsidiaries
• Act as the primary process focal point for business units in the HRMS project,
• supporting understanding of process changes and addressing gaps through
• collaboration
• Facilitate discussions to align diverse business practices into scalable and consistent HR processes
• Support decision‑making by clearly articulating trade‑offs, impacts, and options
• related to process design
• Act as a change agent, challenging existing practices where appropriate and
• promoting new, improved ways of working
• Support business impact assessments and change readiness activities, working
• closely with the Change Management Lead
• Partner with stakeholders to ensure process changes are well understood, accepted, and embedded into daily operations
• Participate in project governance, sprint ceremonies, and delivery activities, ensuring business and process alignment throughout the project lifecycle
• Support training, knowledge transfer and business cutover activities

Requirements

• Bachelor's degree in relevant discipline, e.g. HR Management, Information, Technology, etc
• 6+ years of HR experience, including HR technology experience (working with HR solution design and implementation)
• Strong understanding of end-to-end HR processes (e.g. core HR, employee lifecycle, organisation data, manager/employee self-service)
• Experience with using SAP SuccessFactors would be advantage
• Proven ability to proactively engage stakeholders, clarify ambiguous requirements, and drive outcomes without relying on detailed instructions
• Strong judgment in navigating complex HR process discussions and balancing standardisation with business needs
• Comfortable operating in a dynamic, evolving project environment, managing multiple workstreams in parallel
• Strong change mindset, with the confidence to challenge existing practices constructively and influence new ways of working
• Highly detail oriented, logical and methodical in approach
• Excellent communication and organising skills