HRIS Expert

This role owns the HR information systems (HRIS) and HR data agenda for ZEISS COM China.

• It defines and executes the HRIS strategy and annual project roadmap, drives the implementation, go-live and continuous improvement of core HR systems including Workday, Beisen and PLATINUM,
• Governs the accuracy, security and compliance of HR data, and builds an HR Data Hub covering organization, employee, compensation and performance data.
• The role translates HR business needs into system solutions — module development, interface integration and reporting — and works closely with the IT team and external vendors to deliver projects end to end.

Responsibilities

1. HRIS Strategy & Project Execution

• Define and execute the China HRIS strategy and annual roadmap aligned with business strategy, HR priorities and the global HR system landscape, with clear priorities, milestones and resourcing.

• Establish HRIS project governance covering the demand backlog, schedule, risks and change control, and report project status and value realization to HR leadership.

• Track HR technology trends and industry practices, assess new tools and capabilities, and drive HR digitalization initiatives.

2. System Implementation & Support

• Lead implementation, configuration, testing, go-live and release upgrades of HR systems such as Workday, Beisen and PLATINUM, including UAT and user acceptance.

• Provide day-to-day system operations and user support with tiered issue management and response SLAs, ensuring stability at critical cycles (monthly payroll close, annual salary review, performance cycle).

• Maintain the integrity and consistency of master data, organization structure, security roles and workflow configuration; develop SOPs and training materials.

3. Requirement Management & Solution Design

• Proactively collect and structure system requirements from HR functions and business stakeholders, run requirement reviews, and deliver requirement specifications with prioritization recommendations.

• Design system optimization solutions covering module development, interface integration, reporting design and process automation, with evaluation, cost and impact analysis.

• Partner with the IT team and external vendors to drive development, testing and go-live, and manage delivery quality, timeline and acceptance.

4. HR Data & Security Management

• Establish and operate HR data monitoring and management mechanisms defining ownership, quality rules and validation processes for organization, employee, compensation and performance data, ensuring accuracy, completeness and timeliness.

• Establish data security and compliance controls covering role-based access, sensitive data handling, audit logging and privacy protection, in line with PIPL, the Data Security Law and ZEISS global data compliance requirements.

• Build and operate the HR Data Hub to establish a single, trusted and traceable source of HR data.

5. HR Data Analytics & Insights

• Build and maintain HR dashboards and analytical reporting covering labor cost, headcount and workforce structure, hiring efficiency, performance and productivity, and attrition.

• Conduct targeted analyses on business questions and deliver actionable insights supporting management and business decisions.

• Build HR analytics capability across the HR team through data tools, analytical methods and self-service support.

6. Collaboration & Vendor Management

• Act as the key interface between HRIS and IT, Finance, business and global teams, aligning system, data and process standards and driving resolution of cross-functional topics.

• Manage external vendors and implementation partners through clear scope, delivery standards and SLAs, and evaluate delivery performance.

7. AI in HR: Forward-looking Thinking & Implementation

• Lead or co-drive end-to-end delivery of HR AI use cases — use case evaluation, POC and scale-up — partnering with IT, data, business and external ecosystem, managing demand, risk and change to realize business value.

• Build AI literacy and adoption across HR and business stakeholders through training, enablement, self-service and community operations; measure usage, adoption, efficiency and experience gains.

Job Specifications

Education / Professional Certification

Bachelor's degree or above in Information Management, Computer Science, Human Resources, Statistics or a related field; HR system or data analytics certification is a plus.

Experience

• 5+ years of experience in HRIS, HR system implementation/operations or HR digitalization, with at least 2 years independently owning end-to-end system delivery.

• Hands-on experience implementing, configuring or rolling out Workday or comparable global HR systems; experience with local HR systems such as Beisen and PLATINUM is a plus.

• Experience in HR data governance, data hub/warehouse or people analytics projects, with solid understanding of HR data models and analytics logic.

• Full project management experience across requirement, solution, development, UAT, go-live and adoption, with knowledge of project management methods and tools.

Skills

• Systems thinking & business acumen: able to translate HR business processes into system and data solutions.

• Project management & drive: manages multiple projects in parallel and delivers under resource and time pressure.

• Data sensitivity & analytics: advanced Excel and Power BI; SQL and data handling capability preferred.