HR Data Management & Data Quality: Oversee the maintenance and accuracy of workforce records, employee registers, HR master data, and staffing records in HRIS/1C. Establish data quality standards, validation procedures, and regular reconciliations between HR systems, employment documentation, and approved staffing structures. Identify root causes of data inconsistencies and coordinate corrective actions. HR Reporting & Analytics: Lead the preparation of statutory, statistical, operational, and management HR reports, dashboards, and standard analytics. Establish consistent definitions, calculation methodologies, and authoritative data sources for key HR metrics, including workforce size, employee movements, turnover, vacancies, workforce structure, and employment contract timelines. Provide reliable workforce data to university leadership, HR teams, Finance, and Strategic Planning. HRIS Strategy & Digital Transformation: Develop and maintain the HRIS vision and HR process automation roadmap in collaboration with the Director of HR Operations & Employee Relations and relevant HR functions. Consolidate and prioritize business requirements for HR systems, reporting, integrations, and digital solutions, ensuring alignment with the University’s HR priorities and operational needs. Business Requirements & System Implementation: Represent HR as the functional business owner in the selection, implementation, enhancement, and ongoing development of HRIS and other HR technologies. Translate HR needs into business processes, user scenarios, functional specifications, data requirements, reporting requirements, and access rules. Coordinate with IT teams and external vendors to ensure solutions meet business needs. Data Migration, Testing & System Acceptance: Lead HR-side preparation, validation, cleansing, mapping, and reconciliation of data during system migrations. Coordinate user acceptance testing (UAT), functional reviews, defect prioritization, and resolution tracking. Ensure HR functionality is properly validated before implementation and support user training, documentation, communications, and change adoption. Data Governance, Access & Audit Readiness: Establish and maintain data ownership principles, data definitions, reference data, classification standards, and quality controls. Define business requirements for role-based access to HR data and support access reviews in accordance with the principle of least privilege. Ensure data confidentiality, personal data protection, and audit readiness, and coordinate the resolution of findings related to HR data, reporting, and system controls. Stakeholder Engagement & Cross-functional Collaboration: Work closely with HR functional teams, HR Business Partners, Organizational Design, IT, Finance, and other stakeholders to ensure consistent workforce data, effective reporting, and alignment of HR systems with business processes. Coordinate with Organizational Design on approved staffing structures, positions, and grades, ensuring accurate reflection in HR systems while maintaining clear accountability for staffing structure ownership. Team Leadership & Continuous Improvement: Lead and develop the HR data and reporting team, set priorities and performance expectations, and ensure timely, high-quality delivery. Document key processes, reporting methodologies, business rules, and system requirements. Identify opportunities to streamline workflows, reduce manual operations, improve data reliability, and strengthen the efficiency and sustainability of HR services.