About the Role:
We are seeking a HRIS & Excellence Engineer to lead our HR digital transformation and operational excellence initiatives. This role combines strategic HRIS architecture planning with deep-dive process engineering. You will lead a major Global HRIS Project while redefining our local HR system landscape to ensure scalability, efficiency, and data integrity.
A key focus of this role is to provide essential support to HR process and operations, ensuring that data flows seamlessly through our systems without manual intervention. The ideal candidate is a product designer and solution provider who views HR operations through an engineering lens, optimizing system logic and data accuracy for ~5,000 employees.
Key Responsibilities
1. Global HRIS Project Implementation
- Project Leadership: Lead the end-to-end implementation of the new global Core HR platform (based on SAP SuccessFactors). Act as the primary bridge between local business needs, global IT standards, and outsourcing vendors.
- Integration Management: Oversee the data flow from local source systems into the global core, and downstream to the LVMH Talent Connect Ecosystem (Rise, Hi, 360°) and Active Directory. Ensure seamless synchronization and adapt to evolving technical requirements.
- Data Governance & Migration: Develop and execute robust data migration strategies. Establish strict data governance protocols to ensure accuracy, consistency, and compliance with GDPR/PIPL during the transition.
- Testing & Adoption: Coordinate SIT/UAT testing, manage vendor deliverables, and drive user adoption through comprehensive training and hyper-care support.
2. Local HRIS Optimization & Operations
- System Performance: Oversee the daily operation and continuous improvement of local HR systems.
- Efficiency Enhancement: Identify pain points and bottlenecks in current systems. Implement targeted optimizations to reduce manual work, improve data accuracy, and enhance user experience.
- Vendor Management: Manage relationships with local HRIS vendors, ensuring service level agreements (SLAs) are met, systems remain stable, and issues are resolved promptly.
3. Strategic HRIS Layout & Architecture
- Ecosystem Design: Evaluate the current local HR tech stack and design a future-proof architecture. Move beyond siloed tools to create a cohesive, integrated ecosystem that supports long-term business growth.
- Roadmap Planning: Develop a mid-to-long-term HRIS roadmap. Identify opportunities for automation, advanced analytics, and self-service enhancements that align with global standards and local nuances.
- Solution Selection: Assess and recommend new tools or modules to fill functional gaps. Lead the evaluation process for potential vendors, ensuring solutions are scalable, secure, and cost-effective.
- Process Re-engineering: Collaborate with HR stakeholders to redesign underlying HR processes before digitizing them, ensuring technology enables best-in-class practices rather than just automating inefficient workflows.
4. C&B Operational Excellence
- Process-System Alignment: Map out end-to-end employee lifecycle processes (Onboarding, Mid-cycle Changes, Offboarding) and clearly define the boundary between system automation and manual operational tasks. Identify gaps where system logic does not match operational reality.
- Workflow Optimization: Redesign operational workflows to maximize system utilization. For example, ensure that compensation changes entered in the system automatically trigger the correct payroll codes and benefit eligibility updates without manual re-entry.
- Data Flow Validation: Establish validation checkpoints at each stage of the employee lifecycle to ensure data integrity from source entry (e.g., Offer Letter) to final output (e.g., Payroll File). Troubleshoot discrepancies between system records and actual operational outcomes.
- SOP & System Logic Integration: Update Standard Operating Procedures (SOPs) to reflect system capabilities. Train HR operations teams & HRBPs on how to leverage system features for C&B tasks, reducing reliance on offline spreadsheets and manual calculations.
Qualifications
Education & Experience
- Bachelor’s degree in Information Systems, Computer Science, Industrial Engineering, or Human Resources.
- 5–8 years of experience in HRIS implementation, process engineering, or HR operations excellence.
- Proven track record in mapping and optimizing end-to-end employee lifecycle processes within complex system environments.
- Experience with SAP SuccessFactors or similar global ERP implementations is highly preferred.
Technical & Strategic Skills
- Process Engineering: Strong ability to map "As-Is" and "To-Be" processes, identify bottlenecks, and design automated workflows.
- HRIS Expertise: Deep understanding of how Core HR, Attendance, and Payroll systems interact technically (APIs, flat files, middleware).
- Data Analytics: Advanced proficiency in Excel (Macros, Pivot Tables); experience with SQL, Power BI, or Tableau is a strong advantage for data validation and troubleshooting.
- Regulatory Knowledge: Solid understanding of local labor laws and statutory requirements to ensure system logic complies with legal standards.
Soft Skills
- Analytical Mindset: Ability to deconstruct complex operational problems into logical, solvable system components.
- Attention to Detail: Extreme precision in handling data logic and system configurations.
- Stakeholder Management: Excellent communication skills to translate technical system constraints to HR users and business needs to IT/vendors.
- Language: Fluent in English (written and spoken); Mandarin is required.