Role Objectives:
The role is responsible for driving digital transformation initiatives to enhance the Employee Experience (EX) across the organization, while also delivering operational HRBP support to ensure smooth people processes. This position serves as a bridge between HR technology, employee engagement, and HR operations, helping to create a seamless, future-ready workplace.
Job Descriptions:
1. Digital Employee Experience (70%)
a. Digital Experience Design & Execution
- Design and implement digital solutions in touchpoints of employee lifecycle that support employee engagement, onboarding, learning, performance and career development.
- Collaborate with relevant HR workstreams and IT to ensure platforms (e.g., intranet, HRIS, AI-driven tools etc) are intuitive, accessible, and aligned with employee needs.
- Monitor and improve the usability of HR digital tools and portals.
- Innovation & Benchmarking: study best practices in Digital EX and proactively propose new solutions (AI, mobile apps, engagement platforms, digital learning tools).
b. Employee Journey Mapping
Analyze and map the digital employee journey from pre-hire to exit.
- Identify pain points and opportunities for improvement across digital touchpoints.
- Recommend enhancements based on user feedback and data analytics.
c. Content & Communication
Partner with internal communications to deliver targeted messaging via digital channels.
- Create and manage digital content for HR platforms (FAQs, guides, onboarding materials, etc.).
- Ensure consistent branding and tone across all digital HR communications.
d. Change Management & Enablement
- Lead digital transformation initiatives within HR.
- Train HR teams and employees on new tools and features.
- Act as a change champion to drive adoption of digital solutions.
2. Operational HR Business Partner (30%)
- Provide operational daily HR support for designated functions
- Monitor and ensure timely and accurate execution of all people lifecycle activities (e.g onboarding, probation, exits, contract renewals, learning nomination).
- Act as the primary liaison between assigned business units and various HR functions, escalating critical issues and providing insights that could influence People Agenda.
