Associate Vice President

InfoEdge · Noida

Source and collection record

Last observed by our collector: 9 October 2026 at 4:20 am IST. This is not a manual review or a confirmation from the employer.

Employer requisition: 15673

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Collected role description

KEY RESPONSIBILITIES 1. HR Applications, Architecture & System Integrations Own and provide strategic oversight of the HR technology ecosystem, including HRMS, payroll, onboarding platforms, HR applications, and third-party integrations, ensuring scalability, reliability, data accuracy, security, and performance. Act as the technology partner to HR, working closely with HR leadership, IT teams, and implementation partners to translate business requirements into scalable technology solutions. Define and drive the integration architecture and technology roadmap across HR systems, enabling seamless data flow, reducing system dependencies, and eliminating manual interventions. Evaluate the existing HR technology landscape and identify opportunities for system optimisation, process simplification, automation, and technology-led transformation. Establish a robust framework for incident, problem, and service management, including SLAs, escalation mechanisms, root-cause analysis, and preventive controls. Define and maintain appropriate technology governance, documentation, data architecture, access controls, data dictionaries, and process frameworks across HR applications. Drive continuous improvement of HR technology platforms by evaluating emerging technologies, integration capabilities, and best practices relevant to the organisation. 2. HR Technology Implementation & Transformation Lead end-to-end implementation and transformation of HR technology solutions, from business requirement definition, solution evaluation, and vendor selection through implementation, testing, deployment, and post-go-live stabilisation. Partner with HR and business stakeholders to define the technology roadmap and prioritise initiatives based on business impact, employee experience, scalability, and ROI. Lead and govern implementation partners and technology vendors, ensuring delivery quality, timelines, service levels, commercial discipline, and adherence to agreed outcomes. Drive structured project governance across major technology initiatives, covering solution design, project planning, UAT, data migration, training, change management, deployment, and contingency/rollback planning. Lead change management and adoption of new HR technology across stakeholders, ensuring effective communication, training, process transition, and sustained utilisation. Establish a structured framework for evaluating and prioritising change requests, enhancements, and technology investments, considering business impact, complexity, risk, and value delivered. Identify opportunities for process re-engineering and digital transformation rather than simply automating existing manual processes. 3. AI, Automation & Digital Transformation Own and drive the HR Automation and AI roadmap, identifying high-impact opportunities to simplify processes, improve employee experience, increase operational efficiency, and reduce dependency on manual interventions. Identify and prioritise automation opportunities across high-volume and transactional HR processes such as employee onboarding, HR queries, data management, reporting, workflow management, and employee lifecycle processes. Design and drive implementation of intelligent automation solutions, leveraging RPA, workflow automation, AI-enabled tools, APIs, and other emerging technologies. Evaluate existing HR processes from an end-to-end technology and automation perspective, identifying opportunities for process redesign, straight-through processing, and integration-led automation. Partner with HR, IT, data, and technology teams to develop scalable and reusable automation solutions, ensuring alignment with enterprise architecture and technology standards. Establish governance frameworks for the responsible adoption of AI and automation in HR, including data privacy, security, access controls, auditability, transparency, and appropriate human oversight. Evaluate emerging Generative AI, AI agents, intelligent workflows, and automation technologies and identify relevant use cases that can create measurable value for the HR function. Define and track automation success metrics, including effort reduction, process cycle-time improvement, error reduction, adoption, employee experience, productivity gains, and ROI. Build a culture of continuous technology-led improvement within HR, encouraging teams to identify opportunities to simplify, automate, and digitise processes.