HR Digitization & Automation

Associate – HR Digitisation & Automation

To implement and continuously enhance digital, automated and data-driven HR processes, ensuring scalability, accuracy, regulatory compliance, and superior employee experience across the employee lifecycle. The role acts as the execution engine and thought partner to the Lead HR Digitisation & Automation.

Key Responsibilities

1. HR Process Digitisation & Automation

Translate HR policies and processes into digital workflows across Hire-to-Retire.

Identify automation opportunities (RPA, workflow tools, system rules) to eliminate manual effort, duplication, and errors.

Lead digitisation of complex processes such as:Performance & rewards

Disciplinary / DAC / MDAC workflows

Learning journeys & certifications

Workforce analytics & dashboards

Ensure automation is control-friendly and audit-ready, not just efficient.

2. HR Systems Ownership & Integration

Act as product owner for HRMS, LMS (LUMOS), and allied HR tech platforms.

Manage system configurations, enhancements, UAT, releases, and vendor coordination.

Drive integration between HRMS, payroll, learning, performance, and analytics tools.

Ensure system changes align with RBI expectations, internal governance, and data security norms.

3. HR Analytics & Decision Enablement

Design and maintain HR dashboards for leadership, NRC, RMC, and MD & CEO reviews.

Enable analytics on:Talent movement, promotions, attrition risk

Capability building and learning impact

Performance distributions and workforce health

Move the function from reporting to insight generation.

4. Stakeholder & Change Leadership

Partner with HR COEs, HRBPs, IT, Risk, Compliance, and vendors to drive adoption.

Simplify complex systems for business and HR users through intuitive design and communication.

Lead change management for new tools, releases, and process shifts.

5. Governance, Controls & Continuous Improvement

Embed checks, validations, audit trails, and maker checker logic in all digital workflows.

Support internal audits, regulatory reviews, and system audits.

Track KPIs for digitisation impact: cycle time, error reduction, adoption, cost savings.

Continuously scan for new HR tech, AI use cases, and automation opportunities relevant to banking.

Key Outcomes (what success looks like)

Reduced manual intervention and rework across HR processes.

High adoption and trust in HR systems by employees, managers, and leadership.

Faster, cleaner, data-backed HR decisions.

Strong regulatory comfort on HR controls and data integrity.

HR positioned as a digitally mature, insight-led function.

Experience & Capability Profile

Experience

8–12 years in HR digitisation, HRMS, automation, HR analytics, or HR transformation roles.

Exposure to BFSI / regulated environments strongly preferred.

Capabilities

Strong understanding of HR processes + ability to convert them into system logic.

Hands-on experience with HRMS, LMS, workflow tools, or RPA platforms.

Analytical mindset with comfort in dashboards, metrics, and storytelling with data.

High stakeholder maturity can balance speed, controls, and practicality.

Structured thinker with strong execution discipline.