About the Role
The role combines ownership of existing HR systems with responsibility for driving future technology transformation initiatives. The ideal candidate will bring strong HR process understanding, HRIS implementation and administration experience, problem-solving ability, and a passion for leveraging technology to improve HR effectiveness and employee experience.
This role is suited for a strong individual contributor or first-time manager who can balance day-to-day system ownership with strategic transformation initiatives.
Responsibilities
- Support the HR technology roadmap and digital transformation initiatives.
- Identify opportunities for process simplification, automation, and AI adoption.
- Evaluate and implement new HR technology solutions aligned to business needs.
- Drive process redesign and technology-enabled improvements across the employee lifecycle.
Gather business requirements and translate them into functional specifications, user stories, solution designs, and system configurations.
Manage implementations, enhancements, upgrades, testing, go-lives, and post-implementation support.
Act as the functional owner and administrator for HR technology platforms.
Manage system configurations, workflows, business rules, user roles, and permissions.
Ensure platform stability, data integrity, seamless user experience, and operational excellence.
Monitor system performance, manage issue resolution, and coordinate with vendors and internal teams.
Translate business requirements into practical and scalable technology solutions.
Identify process gaps and system limitations and recommend enhancements or workarounds.
Drive system optimization, automation, integrations, and continuous improvement initiatives.
Troubleshoot complex system and process issues using logical and structured problem-solving.
Manage vendor relationships, enhancement backlogs, SLAs, and support models.
Maintain process documentation, SOPs, governance standards, and compliance requirements.
Ensure timely delivery of projects, upgrades, and enhancements.
Drive user adoption of HR technology platforms.
Conduct training and enablement sessions for HR teams and stakeholders.
Promote best practices and standardized HR processes
Existing HR systems are stable, well-governed, and effectively utilized.
HR users have a reliable and seamless technology experience.
Technology-driven process improvements and automations are consistently delivered.
System gaps are proactively identified and addressed with practical solutions.
The HR technology landscape becomes increasingly integrated, scalable, data-driven, and AI-ready over the next 12–24 months.
The individual is viewed as the trusted HR technology expert and solution partner across HR and business teams.
1. HR Technology Transformation
2. HR Systems Implementation & Administration
3. Solutioning & Continuous Improvement
4. Governance & Vendor Management
5. Adoption & Capability Building
What Success Looks Like
Desired Skills & Experience
4–5 years of experience in HR Technology, along with 3+ years of experience implementing HR and enterprise systems.
Strong understanding of the HR domain, with the ability to effectively communicate with business stakeholders and translate business requirements into technology solutions.
Proven experience in integrating HRMS/HCM platforms with other enterprise systems.
Hands-on experience with configuration, testing, troubleshooting, and process automation.
Strong analytical, problem-solving, and solution design capabilities.
Ability to bridge business requirements with system capabilities.
Familiarity with integrations, workflows, automation, and AI-enabled HR solutions.
Strong project management, stakeholder management, and execution skills.
Good working knowledge of dashboards and reporting tools such as Tableau.
Qualifications
Graduate/Postgraduate degree in HR, Engineering, Information Systems, or related fields.
Experience with HRMS/HCM platforms such as Darwinbox, SAP SuccessFactors or similar systems.
Experience in digital transformation, platform implementation, or HR technology modernization initiatives.
Exposure to AI, automation, chatbot, or workflow technologies is preferred.
Experience working within high-growth, agile, and rapidly evolving organizations will be an advantage.
Skills Required
- 4-5 years of experience in HR Technology and 3+ years implementing HR and enterprise systems
- Proven experience integrating HRMS/HCM platforms with other enterprise systems
- Hands-on experience with system configuration, testing, troubleshooting, and process automation
- Manage implementations, enhancements, upgrades, testing, go-lives and post-implementation support
- Strong understanding of HR domain and ability to translate business requirements into technical solutions
- Strong project management, stakeholder management, and execution skills
- Good working knowledge of dashboards and reporting tools such as Tableau
- Graduate or Postgraduate degree in HR, Engineering, Information Systems, or related field
- Experience with HRMS/HCM platforms such as Darwinbox or SAP SuccessFactors
- Exposure to AI, automation, chatbot, or workflow technologies
- Experience working within high-growth, agile, and rapidly evolving organizations
Zeta Compensation & Benefits Highlights
The following summarizes recurring compensation and benefits themes identified from responses generated by popular LLMs to common candidate questions about Zeta and has not been reviewed or approved by Zeta.
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Fair & Transparent Compensation — Pay is considered competitive for some roles and markets, with market-aligned offers in certain senior or U.S.-based positions. Overall compensation tends to be seen as fine-to-good rather than top-tier.
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Parental & Family Support — Parental leave, adoption/fertility support, and childcare coverage are part of the package. These offerings contribute to a well-rounded family support mix even if specifics vary by location.
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Wellbeing & Lifestyle Benefits — Flexible hours, paid volunteer time, public-transport incentives, concierge services, and workplace perks are highlighted. These lifestyle-oriented perks add breadth beyond core pay and health coverage.
Zeta Insights
What We Do
Founded in 2015, Zeta is a provider of next-gen credit card processing platform. Zeta’s cloud-native and fully API-enabled stack offers a comprehensive range of capabilities, including processing, issuing, lending, core banking, fraud detection, and loyalty programs. With a strong focus on technology, Zeta has over 1700+ employees and contractors, with more than 70% dedicated to technology roles. Operating across the US, UK, Middle East, and Asia, Zeta has served a global customer base of 35+ clients who have issued over 15 million cards on Zeta's platform to date. Backed by prominent investors such as Softbank Vision Fund 2 and Mastercard, Zeta has raised $280 million, at a valuation of $1.5 billion.
