Centralized HRIS
HRIS Project Management
A centralized HRIS initiative that aligned requirements, access permissions, and employee data across seven subsidiaries to support a structured implementation.
Year
2025
Services
HRIS Project Management
Business & System Analysis
Requirements Documentation
Access Control Mapping
Vendor Coordination
UAT & Data Validation
Key impact
7 subsidiaries aligned • 700+ employee records validated • 23% fewer iteration cycles
Overview
Centralized HRIS Project Management was an enterprise HR transformation initiative at PT Mahaghora focused on standardizing HR operations across seven subsidiaries. As an HRIS Project Manager Intern, I coordinated internal HR stakeholders and an external vendor, translated business needs into structured system requirements and 30+ role-based access permissions, and supported the implementation of six core HRIS modules. To protect company confidentiality, all portfolio visuals and data have been anonymized or recreated.
Challenge
Each subsidiary operated with different HR workflows, data structures, approval hierarchies, and access needs. The challenge was to consolidate these variations into one consistent HRIS foundation while keeping seven subsidiary HR teams and an external vendor aligned. The project also required improving incomplete employee data and reducing repeated development revisions caused by unclear or conflicting requirements.
Approach
I gathered and validated requirements with HR stakeholders, documented business rules and acceptance criteria for six core modules, and defined more than 30 role-based access permissions. I maintained a shared requirement and UAT tracker, reviewed vendor deliverables, and translated stakeholder feedback into clear and traceable action items. In parallel, I organized and validated more than 700 employee records to prepare reliable data for implementation.
Outcome
All documented requirements within the agreed project scope were reviewed and confirmed by the relevant HR stakeholders and vendor. Data completeness for more than 700 employee records improved from 20% to 100%, while structured reviews and UAT contributed to a 23% reduction in development iteration cycles. The initiative established a clearer, traceable, and implementation-ready foundation for scalable HR operations across seven subsidiaries.