Senior Manager - Data Governance HRSS (Audit, Compliance)

Job description

Job Purpose To drive HR Process Governance, Data Governance, Audit Readiness, Continuous Improvement, and Standardization across the employee lifecycle. The role will be responsible for establishing robust governance frameworks, maintaining HR process documentation and SOPs, ensuring version control, conducting process audits, and embedding industry best practices to enhance operational excellence, compliance, and employee experience ISO/Internal Auditor certification desirable. Key Responsibilities HR Process Governance • Design and implement governance frameworks for core HR processes across Hire-to-Retire lifecycle. • Establish process ownership, RACI matrices, control mechanisms, and process accountability. • Drive standardization and harmonization of HR processes across functions and locations. • Ensure adherence to defined SLAs, KPIs, compliance requirements, and governance protocols. SOP Management & Version Control • Own end-to-end repository of HR SOPs, Process Flows, Policies, Work Instructions, and Playbooks. • Maintain document governance, revision history, and version control mechanisms. • Conduct periodic reviews to keep process documents updated and audit-ready. • Ensure controlled distribution and communication of process changes across HR teams. • Build and maintain centralized digital repositories for HR process documentation. Process Improvement & Transformation • Identify process inefficiencies and drive continuous improvement initiatives. • Lead process re-engineering, automation, digitization, and simplification projects. • Leverage Lean, Six Sigma, Design Thinking, and best practice methodologies to enhance productivity and employee experience. • Partner with HR Operations, Payroll, Talent Acquisition, HRBP, and HR Technology teams to improve service delivery. Audit & Compliance Management • Lead internal and external HR process audits. • Track audit observations, risk mitigation plans, and closure of corrective actions. • Support ISO, ISMS, Data Privacy, and other governance-related compliance initiatives. • Monitor process adherence and establish preventive controls across HR operations. • Plan and execute periodic internal audits of critical HR processes including: • Background Verification (BGV) • Onboarding & Documentation • Employee Lifecycle Changes • Exit & Full & Final Settlement • HR Helpdesk Operations • Payroll Inputs & Controls • Employee Data Management Data Governance • Drive HR data governance frameworks and data quality programs. • Define data ownership, data controls, and governance standards. • Monitor data accuracy, completeness, consistency, and regulatory compliance. • Support privacy, information security, and risk management requirements related to HR data. Best Practices & Knowledge Management • Research and implement industry-leading HR operating models and governance practices. • Develop knowledge repositories, governance dashboards, and metrics. • Facilitate capability-building programs on SOP adherence, compliance, and governance. • Promote a culture of operational excellence and continuous improvement across HR teams. Reporting & Analytics • Develop governance dashboards and management reviews. • Provide leadership visibility on process performance, compliance status, audit findings, and improvement opportunities. • Track governance metrics, SOP compliance, audit scores, and process health indicators. Required Qualifications Education • MBA / PGDM in Human Resources, Operations, Business Management, or related discipline. • Lean Six Sigma Green Belt certification preferred. • ISO/Internal Auditor certification desirable. Experience • 8-12 years of experience in HR Operations, HR Shared Services, Process Excellence, Governance, Audit, or HR Transformation. • Hands-on experience in SOP development, process mapping, governance frameworks, and audit management. • Experience working with large-scale HR operations and technology-enabled environments. Success Metrics • SOP adherence and process compliance score. • Timely review and update of HR process documentation. • Audit observations closure rate. • Number of process improvement initiatives implemented. • Reduction in process defects and compliance risks. • Data quality and governance compliance scores. • Automation and productivity gains delivered. • Employee and stakeholder satisfaction with HR services. • Develop audit frameworks, control checklists, sampling methodologies, and risk assessment mechanisms for HR processes. • Conduct process walkthroughs, identify control gaps, compliance risks, and operational inefficiencies, and recommend corrective actions • Maintain audit observations tracker and ensure timely closure of audit findings through coordination with process owners. • Act as the central coordinator for all HR-related internal and external audits including: • Internal Audit • Statutory Audit • ISO/ISMS Audits • Data Privacy & Information Security Audits • Regulatory and Compliance Reviews • Partner with HR, Payroll, Finance, IT, Compliance, Risk, and external auditors to provide audit evidence, process documentation, SOPs, and management responses • Track implementation of corrective and preventive actions (CAPA) and monitor audit readiness across HR operations. • Establish continuous monitoring mechanisms and governance dashboards to proactively identify process risks and compliance deviations.