HR Transformation Manager

Overview

Pillar 1 — Darwinbox HRMS Implementation

• Act as the internal project manager for the Darwinbox implementation — owning the project plan, vendor relationship, and go-live milestones
• Lead data migration: audit existing employee records across all four markets, cleanse data, and manage the load into Darwinbox
• Configure core modules: Core HR, Leave & Attendance, Payroll (UAE & India), Performance, and Recruitment (ATS)
• Design and document all HR workflows in Darwinbox — onboarding, offboarding, probation, promotion, contract changes
• Train the HR team and people managers across all markets on Darwinbox usage
• Act as system administrator post-go-live: manage user access, module configuration, upgrades, and integration with Finance/payroll
• Serve as the primary liaison with Darwinbox's customer success and technical teams

Pillar 2 — Payroll Outsourcing & Compliance

• Design the payroll outsourcing operating model for all four markets — defining what is outsourced vs retained in-house
• UAE: manage WPS compliance, EOSB/gratuity calculations, GPSSA contributions, and MOL reporting through the payroll vendor
• India: oversee PF, ESIC, TDS, state-wise PT, and LWF through the outsourced payroll provider; manage the monthly reconciliation cycle
• KSA: coordinate Gosi contributions, Nitaqat reporting, and salary certificate requirements through the local payroll agent
• China: manage the FESCO agent relationship — monthly data export, net salary reconciliation, social insurance, and housing fund (Gongjijin)
• Build and own the monthly payroll calendar and cut-off schedule across all markets
• Conduct quarterly payroll audits to ensure statutory accuracy and vendor SLA adherence
• Manage payroll vendor relationships, contracts, and renewals
• Pillar 3 — HR Automation & People Analytics
• Map all manual HR processes and identify the highest-value automation opportunities (onboarding workflows, approval chains, document generation, leave management)
• Design and maintain the HR data model — ensuring headcount, payroll cost, and people data are clean, consistent, and audit-ready
• Build the core HR analytics dashboard: headcount by market and function, attrition rate and reasons, cost-per-hire, time-to-fill, payroll cost as % of revenue
• Deliver monthly people metrics report to the Head - HR and quarterly HR scorecard to the CEO and Head - Finance
• Build predictive models over time: attrition risk scoring, workforce demand forecasting, compensation equity analysis
• Support the Head - HR in board-level people reporting — translating HR data into business narrative
• What we are looking for

Must-Have

• 6–10 years of HR experience with a significant portion in HRIS, HR operations, or HR technology roles
• Hands-on experience implementing an HRMS — Darwinbox, Workday, SAP SuccessFactors, or equivalent — as a project lead or core team member
• Deep working knowledge of payroll compliance in at least two of: UAE (WPS/EOSB), India (PF/ESIC/TDS), KSA (Gosi/Nitaqat)
• Strong data skills — Excel/Google Sheets at advanced level; Power BI, Tableau, or Looker for dashboarding
• Demonstrated ability to map and re-engineer HR processes — you have built SOPs, workflows, and automation before
• Project management discipline — comfortable owning a Gantt chart, managing dependencies, and reporting status to senior stakeholders
• Good to have
• SQL or Python for data querying and analysis
• Experience in a startup or high-growth scale-up across multiple geographies
• PMP or equivalent project management certification