Deputy General Manager - Digital HR

Digital HR Functional Lead

The Group is a diversified conglomerate operating across multiple businesses and geographies with a large and diverse workforce. As part of the Group's broader digital transformation agenda, there is a strategic focus on modernizing HR capabilities through a scalable, integrated and future-ready HR technology ecosystem.

The organization is seeking to appoint a Digital HR Functional Lead who will scope, design and digitalize end-to-end HR functional processes, translate business needs into Oracle Fusion HCM solutions, and drive adoption across the enterprise.

Key Responsibilities

HR Functional Process Redesign (Operating Model, Policy & Controls)

• Lead end-to-end HR functional process redesign in response to operating model changes, business growth, evolving HR policies (hire-to-retire), regulatory updates and efficiency goals.
• Create future-state artifacts (process maps, user stories, functional specifications, matrix controls, reporting needs) and lead fit-to-standard decisions to enable scalability across entities and geographies.
• Define standardized process variants, global templates, SOPs and governance to ensure consistent execution, compliance and readiness for scale.
• Work with HR COEs, Business, Legal, Compliance, Risk and Audit to translate policy and audit requirements into process steps, approvals, segregation-of-duties, control points, and evidence/traceability.
• Continually examine the functional upgrades and other innovations within HCM solution space, evaluate relevance to Adani context and propose relevant interventions

Solution Architecture Design & Product / Platform Choice

• Translate business requirements into end-to-end solution options across Oracle Fusion HCM and the wider HR tech ecosystem, including APEX, OIC and HR Data-lake and third-party applications; recommend the right solution architecture (configure vs extend vs integrate) to meet evolving needs and scalability.
• Define end-to-end solution design including integrations, data flows, and non-functional requirements (performance, security, auditability), ensuring alignment with enterprise architecture.
• Design for user experience: simplify journeys, enable self-service, and implement intelligent workflows (rules-based routing, approvals, notifications, SLAs) supported by automation/RPA and AI/GenAI where relevant.
• Estimate effort, timelines and dependencies; define delivery and partnering strategy (internal teams vs vendors) and prepare inputs for business cases and approvals.
• Ensure that functional configuration of Oracle Fusion HCM modules including Core HR, Workforce Planning, Talent Management, Absence/Time & Labor, Recruiting, Learning and Compensation (as applicable) are appropriately achieved.
• Configure and govern workflows, approvals, rules, security roles, profiles, journeys and templates; ensure alignment with policy, audit and control requirements.
• Lead integration scoping and functional design with internal IT and vendors (inbound/outbound interfaces, extracts, middleware), including data mapping, validation, reconciliation and error handling.
• Drive SIT/UAT, defect triage, cutover planning and hypercare; ensure design-to-build traceability and high-quality releases.

Reporting, Security, Access Rights & Control Framework

• Design and manage native reporting and analytics in Oracle Fusion HCM (OTBI, BI Publisher, extracts) including report cataloging, definitions, and governance.
• Define control points and audit evidence requirements (approvals, SoD, logs, maker-checker) and ensure they are implemented and testable in processes and workflows.
• Own role-based access and security considerations (roles, privileges, data access, privacy) and partner with Cybersecurity/IT to address security concerns and compliance needs. Support in building data pipeline between HCM and data lake.

Program Management, Governance & Risk

• Plan and manage delivery end-to-end: scope, milestones, dependencies, resourcing, budget inputs, and delivery commitments across internal teams and vendors.
• Run governance cadence (working groups/steering), monitor RAID (risks, assumptions, issues, dependencies), and ensure timely decisions, escalations and mitigation.
• Establish quality gates and change control; manage quarterly updates/upgrades, regression testing, release notes, and ensure documentation and audit readiness.

Outcome Realisation & Stakeholder Adoption

• Partner with stakeholders throughout the lifecycle—from requirements and design to testing, go-live and stabilization—ensuring solutions meet user needs and process intent.
• Drive change management and adoption: change impact assessment, communications, training, super-user network, and role-based enablement for HR and business users.
• Define and track outcomes and benefits (usage, cycle time, SLA, self-service, data quality, NPS) and drive continuous improvements post go-live.

Digital HR Innovation & 3rd-Party Product Ecosystem

• Continuously explore emerging developments in Digital HR (AI/GenAI, automation, EX platforms, talent intelligence, skills clouds, case management) and identify relevant use cases for the organization.
• Evaluate 3rd-party products through demos/RFPs/POCs, build business cases, and recommend inclusion in the digital HR ecosystem considering scalability, security, integration and TCO. This includes leading Pilots and PoC for new solutions and technologies in the Digital Ecosystem

Overall Experience

The successful candidate will typically demonstrate:

• 15+ years of experience in Digital HR / HR Technology with strong functional depth in scoping, process design and HR operating model standardization.
• Demonstrated experience in leading at least two large scale HR process transformation program, covering Workforce planning, talent management and other core and transaction processes
• Well versed with native Oracle Fusion HCM capabilities including functional data architecture (work structures, person/assignment/position/org models), security/roles, and reporting possibilities (OTBI, BI Publisher, extracts) along with understanding integration patterns across HR, payroll, finance and identity systems.
• Working knowledge of emerging HR technologies and products (AI/GenAI, automation/RPA, case management, digital assistants, EX/engagement platforms, talent intelligence, skills and learning platforms).
• Demonstrated ability to independently deliver complex programs with strong planning and execution discipline—meeting timelines, influencing stakeholders, and driving adoption with measurable business outcomes.

Skills Required:

• HR Functional Process best practices, Process mapping, BPR, Value stream mapping, Value Realization
• Change Impact Analysis, Stakeholder management and Leadership Engagement
• OF Modules Configuration: Workforce Planning, Talent Management and other core modules
• Exposure to 3^rd party niche products and Contract Labor Management systems.
• HDL, Spreadsheet Loader, FBDI
• Data Governance, Security, Role management and approval workflows configuration
• SIT/UAT support, defect analysis, production issue resolution
• Jira, ServiceNow, MS Excel, documentation tools