AVP - Workday HRIS Lead

Oaktree is a leader among global investment managers specializing in alternative investments, with over $200 billion in assets under management. The firm emphasizes an opportunistic, value-oriented and risk-controlled approach to investments in credit, private equity, real assets and listed equities. The firm has over 1400 employees and offices in 25 cities worldwide.

We are committed to cultivating an environment that is collaborative, curious, inclusive and honors diversity of thought. Providing training and career development opportunities and emphasizing strong support for our local communities through philanthropic initiatives are essential to our culture.

For additional information please visit our website at www.oaktreecapital.com.

AVP, HRIS
Hyderabad, India
Position Summary

Our global HR team is actively seeking a people manager and hands-on practitioner to own the strategy, design, and development of global HR processes, policies and practices that drive improved workforce performance as our HRIS AVP

Reporting to the Vice President of HR Services, this AVP role will be accountable for all phases of HRIS management and support, will oversee the efficiency and effectiveness of Workday and related managed HR systems, and ensure processes and systems are scalable, sustainable and are aligned with business objectives. Supporting a population of approximately 7,000 employees within 6 client areas (Corporate, Real Estate, Infrastructure, Power, Private Equity, Other Operating Companies), this position is tasked with creating best-practice solutions (reporting, security, integrations) within Workday and HRIS ecosystem.

The AVP is responsible for establishing regular and effective communication with each client group to ensure that each groups' unique needs and requirements are documented following HRIS team guidelines, thus ensuring that proposed solutions are both technically sound and aligned with business goals. The AVP will contribute and coordinate projects/tasks with their HRIS co-workers, 3rd party vendors, HR Service Desk and other HR Services functional groups to ensure that all operational management components are executed in a timely, cohesive, and compliant manner, while still fulfilling all approved client requirements. The AVP will also build and foster a HRIS team culture of thinkers and innovators.

Responsibilities

• Lead our Global HRIS team to design, implement and manage technology enabled programs globally leveraging Workday
• Support client’s efforts to expand functional footprint to gain efficiencies and value, empower managers and employees, and move Workday beyond a HR transactional tool towards cross-functional use
• Act as primary point of contact for Workday production support as it relates to existing functionality, future functionality per project scope and service enhancements / upgrades
• Partner with client teams for new functionality rollouts and work with team leader to aligning resources to deliver transformational functionality (modules) for domestic and global client teams
• Cultivate and drive a customer service mindset through the team of HRIS Managers, Analysts and vendor subject matter experts
• Coach and assess the effectiveness of team members and vendors across all components of the HRIS service delivery model
• Ensure all HRIS vendors are managed and serves as a primary contact for all HR team escalations

Qualifications & Requirements

• Experience managing a HRIS function to include design, cost/benefit analysis, communication and implementation across multiple locations – 10 years of experience preferred
• Highly effective communications skills to collaborate, develop partnerships and encourage trust of vendors, managers, employees and other HR team members
• Strong analytical skills to develop comprehensive analysis and proposals
• Demonstrate an ability to translate vision into action, manage multiple priorities, improve operations, and maintain positive and productive relationships while delivering results
• Experience in Workday Configuration
• Overseeing Release Managements (Workday updates 2 times a year)
• Highly organized with the ability to manage multiple high priorities in a fast-paced environment
• Strategic vision and the ability to see where the client group is headed, define opportunities
• Strong leadership skills, including the ability to consider multiple audiences, bring people along the change curve and articulate the rationale for change throughout the organization
• Employs exceptional interpersonal skills
• Prioritizes process improvement consistently
• Balances work assignments based on communicated or observed priority
• Maintains continuous level of engagement between team, department and functional leads as required

Job Description

Position Summary:

The AVP of HRIS will lead the strategic direction, management, and optimization of Workday. This role is responsible for leveraging HR technology to drive efficiency, managing data integrity, enhancing process efficiency, and driving continuous improvement to support organizational goals. The AVP will work cross-functionally to streamline HR processes and provide seamless service to employees through HR technology and a responsive service desk function. The position requires a deep understanding of Workday functionalities, team leadership, cross-departmental collaboration, and strategic thinking to ensure the HRIS meets the evolving needs of the business. This role is responsible for developing and managing a high-performing team, establishing best practices and implementing processes and technology that streamline HR service requests, inquires and issue resolution. The AVP will play a critical role in shaping a responsive, efficient, and employee-centered HR service experience across the organization.

Travel will be required based on business needsl

Key Responsibilities:

Strategy, Leadership and Operations

• Develop and execute the strategic vision for the Workday HRIS platform to align with organizational goals.
• Act as a key advisor to HR leadership, ensuring HR technology supports overall business objectives.
• Identify opportunities for process improvements and automation within Workday to enhance user experience and efficiency.
• Serve as a key point of contact for HR service-related escalations, working directly with managers and senior leaders to resolve complex or sensitive issues
• Build strong relationships with HR business partners and other stakeholders to ensure alignment and provide consistent, proactive support.
• Collaborate with HR leadership and stakeholders to understand business needs, translating them into effective HRIS solutions.
• Manage Workday’s Release management process from planning to execution.
• Partner with HR leadership to assess and implement new functionalities, enhancements, and updates within Workday.
• Innovative thinker, with the ability to anticipate future HR technology trends and recommend initiatives to stay ahead of organizational needs.
• Flexibility to adapt to changing business needs and priorities, with strong organizational skills and the ability to work well under pressure
• Work with other global HR Service Desk operation teams to develop and implement a strategic vision for the HR service desk, aligning HR support operations with organizational goals and employee needs.
• Enhance service level agreements (SLAs), performance metrics, and reporting to track and improve service desk efficiency.
• Lead efforts to standardize, automate, and streamline HR processes, creating a seamless and consistent employee service experience.

System Management and Optimization

• Oversee the design, configuration, and maintenance of Workday modules, including HCM, Payroll, Benefits, Talent Management, Recruiting, and Time Tracking.
• Ensure data integrity, accuracy, and security across the HRIS.
• Monitor system performance and lead troubleshooting efforts to resolve issues in a timely manner.
• Lead the planning and execution of Workday system releases (twice a year).
• Manage vendor relationships and collaborate with Workday consultants and internal stakeholders to achieve project goals.
• Oversee change management initiatives, including training and communication, to ensure smooth adoption of new features and processes.

Team Leadership and Development

• Build, lead, and develop a high performing team promoting a culture of accountability, continuous improvement and excellent customer service
• Foster a collaborative and supportive team environment, encouraging open communication and cross functional teamwork as well across Human Resources.
• Monitor and analyze performance metrics, using data to identify trends, improve processes and enhance employee experience
• Stay current on technological trends and best practices leveraging new solutions to drive efficiency and support a high-quality service experience.

Qualifications:

• Bachelor’s degree in Human Resources, Information Technology, Business Administration, or a related field
• Minimum of 10 years of progressive experience in HRIS, HR Operations, or related fields, with at least 5 years of experience managing HR technology systems, ideally with Workday.
• Extensive experience in HR operations management, especially in implementing and overseeing a service desk or employee support function.
• Strong knowledge of HR processes, data structures, and best practices, including experience with reporting, compliance, and HR data analytics.

Technical Skills

• In-depth expertise in Workday modules (examples: HCM, Payroll, Benefits, etc.) and the ability to configure, maintain, and troubleshoot the system.
• Familiarity with change management principles as they apply to HRIS implementations and upgrades.
• Strong analytical skills with the ability to interpret performance metrics, generate reports and provide actionable insights

Communication & Interpersonal Skills

• Excellent verbal and written communication skills, capable of conveying complex technical information in an accessible manner to non-technical stakeholders.
• Strong customer service orientation, with a commitment to providing responsive, efficient, and empathetic support through the HR service desk.
• Analytical & Detail-Oriented
• High attention to detail with an analytical mindset, capable of managing multiple priorities and complex projects while maintaining accuracy.
• Ability to identify and analyze data trends, interpret HR metrics, and create actionable insights that drive data-informed decision-making.

Equal Opportunity Employment Policy

Oaktree is committed to diversity and to equal opportunity employment. Oaktree does not make employment decisions on the basis of race, creed, color, ethnicity, national origin, citizenship, religion, sex, sexual orientation, gender identity, gender expression, age, past or present physical or mental disability, HIV status, medical condition as defined by state law (genetic characteristics or cancer), pregnancy, childbirth and related medical conditions, veteran status, military service, marital status, familial status, genetic information, domestic violence victim status or any other classification protected by applicable federal, state and local laws and ordinances. This policy applies to hiring, placement, internal promotions, training, opportunities for advancement, recruitment advertising, transfers, demotions, layoffs, terminations, recruitment advertising, rates of pay and other forms of compensation and all other terms, conditions and privileges of employment.

This policy applies to all Oaktree applicants, employees, clients, and contractors.

Equal Opportunity Employment Policy

Oaktree is committed to diversity and to equal opportunity employment. Oaktree does not make employment decisions on the basis of race, creed, color, ethnicity, national origin, citizenship, religion, sex, sexual orientation, gender identity, gender expression, age, past or present physical or mental disability, HIV status, medical condition as defined by state law (genetic characteristics or cancer), pregnancy, childbirth and related medical conditions, veteran status, military service, marital status, familial status, genetic information, domestic violence victim status or any other classification protected by applicable federal, state and local laws and ordinances. This policy applies to hiring, placement, internal promotions, training, opportunities for advancement, recruitment advertising, transfers, demotions, layoffs, terminations, recruitment advertising, rates of pay and other forms of compensation and all other terms, conditions and privileges of employment. This policy applies to all Oaktree applicants, employees, clients, and contractors. Staff members wishing to report violations or suspected violations of this policy should contact the head of their department or Human Resources.

For positions based in Los Angeles

For those applying for a position in the city of Los Angeles, the firm will consider for employment qualified applicants with a criminal history in a manner consistent with applicable federal, state and local law.