Cadila Pharma

Major Purpose of the Job: 
Enable efficient HR operations through technology by managing, optimizing, and integrating HR systems to ensure data accuracy, security, and seamless employee experience.
Drive HR digital transformation by leading projects, vendor partnerships, and process automation initiatives that enhance efficiency, reduce manual effort, and support evolving business needs.
Provide strategic insights through analytics by leveraging data to inform workforce planning, talent management, and organizational performance, aligning HR outcomes with business objectives.


Principal Accountabilities:
•	HR Systems Management:
o	Oversee the administration, configuration, and optimization of HR systems, including Uknowva, UKG (Ultimate Kronos Group), Phenom, Otomeyt 
o	Ensure data integrity, accuracy, and security across all HR systems.
o	Manage system upgrades, patches, and enhancements, coordinating with IT and vendors as needed.
o	Develop and maintain system documentation, including process flows, configuration settings, and user manuals.
o	Provide technical support and troubleshooting for HR staff and employees related to HR systems.
•	Project Management:
o	Lead HR IT projects, including system implementations, upgrades, and integrations, from initiation to closure.
o	Define project scope, objectives, and deliverables, in collaboration with HR stakeholders.
o	Develop project plans, timelines, and budgets, and track progress against established metrics.
o	Manage project risks, issues, and changes, and escalate as appropriate.
o	Ensure projects are completed on time, within budget, and to the satisfaction of stakeholders.
•	Vendor Management:
o	Manage relationships with HR IT vendors, including Uknowva, UKG, Phenom, Otomeyt.
o	Evaluate vendor performance, ensuring adherence to service level agreements (SLAs) and contractual obligations.
o	Negotiate contracts, renewals, and pricing with vendors.
o	Collaborate with vendors to resolve technical issues, implement system enhancements, and stay abreast of product roadmaps.
o	Monitor vendor invoices and ensure accurate billing.
•	Process Improvement and Automation:
o	Identify opportunities to streamline HR processes and improve efficiency through technology.
o	Develop and implement automated workflows and self-service tools to reduce manual effort and improve the employee experience.
o	Evaluate and recommend new HR technologies to support evolving business needs.
•	Data Analysis and Reporting:
o	Design and implement advanced HR analytics frameworks to support workforce planning, talent management, and employee engagement.
o	Utilize predictive analytics and statistical models to forecast workforce trends such as attrition, hiring needs, and productivity.
o	Collaborate with HR leadership to translate analytics into actionable strategies that improve organizational performance.
o	Develop KPIs and metrics to measure HR effectiveness and align with business objectives.
o	Provide insights on diversity, equity, inclusion, and employee well-being through analytics.

•	Collaboration and Stakeholder Management:
o	Work closely with HR Business Partners, Talent Acquisition, Compensation & Benefits, and other HR functions to understand their system needs and provide effective solutions.
o	Partner with the IT department to ensure seamless integration of HR systems with other enterprise applications.
o	Communicate effectively with stakeholders at all levels of the organization.






KRA (Key Result Area)	Objective	KPI (Key Performance Indicator)	Weightage (%)
HR Systems Management	Ensure smooth functioning, optimization, and security of HR systems	- System uptime % 
- Number of critical incidents resolved 
- Data accuracy & integrity score	20
Project Management	Deliver HR IT projects on time, within scope and budget	- % of projects delivered on time 
- Budget adherence rate 
- Stakeholder satisfaction score	20
Vendor Management	Maintain strong vendor relationships and ensure SLA adherence	- SLA compliance rate 
- Vendor performance rating 
- Cost savings achieved through negotiations	15
Process Improvement & Automation	Drive efficiency and employee experience through automation and innovation	- Number of processes automated 
- Reduction in manual HR tasks (%) 
- Employee adoption/usage rate	15
Data Analysis & Reporting	Provide actionable insights to support HR strategy and workforce planning	- Accuracy of HR dashboards 
- Frequency of analytics reports delivered 
- Impact of insights on HR decisions	15
Collaboration & Stakeholder Management	Strengthen partnerships across HR, IT, and business functions	- Stakeholder satisfaction survey score 
- Number of successful cross-functional initiatives 
- Integration success rate	15


Professional Qualifications
Graduate/Post-Graduate in HR


Experience
Minimum 12-15 year of experience.


Certifications Required (if any)



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