Specialist – HR System & Data

Job Description

JOB PURPOSE/SUMMARY:

To administer, support, and continuously improve the organization’s HR systems and workforce data environment, with primary responsibility for ERP HCM platforms. The role ensures reliable, accurate and secure employee data, effective reporting and analytics, controlled system changes, and seamless integration between HR and other applications.

The role works closely with HR process owners, Information Technology, Finance, external vendors, and business stakeholders to translate operational requirements into effective system solutions, strengthen data governance, and enable informed workforce decision-making.

KEY RESPONSIBILITIES AND ACCOUNTABILITIES

1.HR System Administration and Operational Support

• Administer and provide functional support for Oracle and/or SAP HR modules, including payroll-related data, absence, performance, recruitment, learning, and employee self-service, workflows, approval in accordance with approved HR policies and processes.
• Provide the first line support to Investigate user incidents, determine root causes, and coordinate resolution with Information Technology, vendors, and relevant HR teams.
• Maintain an organized log of incidents, service requests, system defects, resolutions, and recurring issues.
• Provide functional guidance and timely support to HR users, employees, and managers.
• Develop user guides, process documentation, frequently asked questions, and system support materials.

2.HR Data Management and Governance

• Maintain the accuracy and perform regular data-quality reviews, completeness, consistency, and integrity of employee, position, organization, and other workforce data across HR systems.
• Establish and maintain HR data definitions, validation rules, coding standards, ownership requirements, and data-maintenance procedures.
• Coordinate data cleansing, migration, conversion, and validation activities during system implementations, upgrades, and organizational changes.
• Support the maintenance of organizational structures, positions, reporting lines, job information, grades, cost centres, and workforce records within the system.

3.Dashboards, Reporting, Analytics and Information Management

• Work with HR stakeholders to clarify reporting requirements and translate them into practical dashboards, reports, and data solutions.
• Develop and maintain standard and ad hoc HR reports, dashboards, and workforce data extracts using Power BI, ERP, or approved business-intelligence tools.
• Provide accurate and timely workforce information covering headcount, turnover, vacancies, Emiratization, absence, employee movement, demographics, performance, and other HR indicators.
• Validate reports against source-system records and reconcile discrepancies before information is released.

4.System Enhancement, Testing and Integration – 15%

• Analyse, and document HR requirements for enhancements, automation, integrations, and initiatives.
• Translate business requirements into functional specifications, process maps, configuration requirements.
• Participate in system implementations, upgrades, and integration projects involving HCM, payroll, recruitment, performance, learning, time-management, finance, and other enterprise systems.
• Prepare and execute functional testing, system integration testing, and user-acceptance testing.
• Document test results, identify defects, coordinate corrective actions, and verify resolution.
• Coordinate with Information Technology and vendors to ensure accurate and secure data exchange between integrated systems.
• Support change implementation, user communications, training, and post-go-live stabilization.
• Identify opportunities to simplify HR processes, reduce manual transactions, improve employee experience, and increase the use of automation and self-service.

5.Security, Controls, Compliance and Documentation

• Support the administration and periodic review of HR system access, user roles, approval authorities, and segregation-of-duties controls.
• Ensure system access is granted, amended, and removed based on approved requests and assigned responsibilities.
• Support internal and external audits by providing system records, data extracts, evidence, and responses.
• Monitor compliance with applicable HR policies, information-security requirements, data-privacy.
• Escalate material system, data, access, integration, or compliance risks to the Senior Director – HR.
• Track agreed corrective actions arising from audits, data reviews, access reviews, or assessments.

4. QUALIFICATIONS, EXPERIENCE AND COMPETENCIES

Minimum Qualifications:

(Education/Certification/

Licensure/Professional Membership)

• Bachelor’s degree in Human Resources, Management Information Systems, Information Technology, Computer Science, Business Administration, Data Analytics, or a related discipline.

1. One or more of the following would be advantageous: Oracle HCM Cloud or Oracle E-Business Suite certification.
2. IFS / SAP SuccessFactors or SAP HCM certification.
3. HR analytics or data-management certification.
4. Business analysis, project management, or IT service-management certification.
5. Power BI, SQL, or other reporting and analytics certification.

Minimum Experience:

• 5 years of relevant experience in HR systems, HR data management, HR reporting, or HR technology.
• At least three years of hands-on functional experience with IFS, Oracle HCM, Oracle E-Business Suite, SAP HCM, and/or SAP SuccessFactors.
• Experience supporting HR system implementation, configuration, testing, upgrades, integrations, or data-migration activities.
• Experience preparing workforce reports, dashboards, data reconciliations, and management information, system access controls, and audit requirements.
• Aviation, engineering, manufacturing, MRO, or another regulated-industry background would be advantageous.

Job Specific Competencies:

1. HR Systems and Digital Enablement

• Demonstrates strong functional understanding of HR technologies, particularly IFS, Oracle and/or SAP, and applies this knowledge to support operations, configure solutions, automate processes, improve system usability, and enhance the employee and manager experience.

2. Data Governance and Analytical Thinking

• Maintains accurate, complete, consistent, and secure HR data. Analyses workforce information systematically, identifies trends and discrepancies, and converts data into reliable insights that support management decision-making.

3. Accuracy and Attention to Detail

• Completes system transactions, configurations, reports, testing, and documentation with a high level of precision. Carefully verifies information, detects inconsistencies, and corrects errors before they affect employees, payroll, reporting, or business operations.

4. Problem-Solving and Root-Cause Analysis

• Investigates system, process, and data issues logically to identify their underlying causes. Develops practical and sustainable solutions, evaluates potential impacts, and takes appropriate corrective or preventive action.

5. Customer and Employee Service Orientation

• Responds promptly and professionally to system users and HR stakeholders. Understands their requirements, provides clear guidance, manages expectations, and delivers solutions that are practical, user-friendly, and aligned with approved policies and processes.

6. Collaboration and Stakeholder Management

• Builds effective working relationships with HR teams, Information Technology, Finance, system vendors, managers, and other stakeholders. Communicates requirements clearly, coordinates activities, and facilitates agreement on system, data, and process solutions.

7. Planning, Organization and Delivery

• Prioritizes and manages multiple operational requests, reports, testing activities, system changes, and projects effectively. Meets agreed deadlines, follows through on commitments, and maintains proper documentation and progress tracking.

8. Confidentiality, Integrity and Accountability

• Handles employee and organizational data with discretion and in accordance with applicable policies, access controls, and data-privacy requirements. Takes ownership of assigned responsibilities, acts ethically, and promptly escalates errors, risks, or control concerns.