HR Enablement Manager

PurposeThe HR Enablement Manager is responsible for the development and management of HR data and systems including innovative AI applications. The core priorities of the role are to 1) drive automation and control of key HR processes, 2) drive the augmentation of HR staff with systems and AI tools, 3) deliver management information critical for control and business performance, and 4) empower line managers with effective HR systems and AI to augment their capabilities in all people‑related responsibilities. In addition, the role supports the development of strong digital and AI capabilities in HR and across the business.Strategic ResponsibilitiesDefine the vision and roadmap for HR data and system architecture to deliver the core priorities.Support the design, implementation, and continuous improvement of HR systems and AI initiatives, including EIA’s new ERP implementation of Oracle Fusion (e.g., HR Core, Manpower Planning, Payroll, Talent Management, Recruitment, Learning).Align HR system functionality with organisational objectives, HR policies, and UAE regulatory frameworks.Contribute to HR digital transformation initiatives aimed at enhancing efficiency, improving user experience, and enabling data‑driven decision‑making.Align HR data and systems with EIA’s AI strategy to optimise AI capabilities across HR and business functions.Support automation and integration projects between the ERP, AI and other HR technology platforms.Participate in system strategy discussions to ensure scalability, compliance, and adherence to industry best practices.Establish a governance framework for prioritisation, compliance, and risk management.Develop and deliver training programmes for stakeholders on AI features and ERP best practices.Core ResponsibilitiesProvide day‑to‑day functional and technical support for HR ERP modules, resolving user issues and ensuring system reliability.Coordinate with IT to conduct system health checks, fit‑gap and feasibility assessments, impact evaluation, and system testing, while leading troubleshooting and root cause analysis for incidents and enhancement requests.Collaborate with IT and implementation vendors to configure, upgrade, or customise ERP functionalities based on HR requirements.Collaborate with cross‑functional teams to identify AI use cases such as process automation, predictive analytics, and intelligent reporting.Ensure compatibility between ERP systems and AI platforms/tools.Maintain data accuracy and integrity across HR systems and ensure compliance with organisational and audit standards.Generate and validate HR reports, dashboards, and analytics to support management and operational decisions.Support training and onboarding for HR system users, ensuring effective system adoption and utilisation.Develop and maintain documentation including process maps, standard operating procedures, user manuals and FAQs.Coordinate with Finance and other departments for data interfaces, payroll integration, and shared workflows.Monitor system performance, identify areas for improvement, and recommend process enhancements.Lead and participate in release planning and product increment cycles.Collaboration and Influence ResponsibilitiesProvide guidance and support to HR team members on ERP and AI usage and functionality.Foster collaboration between HR, IT and cross‑functional teams to ensure a cohesive approach to HR system‑related activities.Promote a culture of continuous learning and innovation within HR system operations.Support change management efforts during system implementation, upgrades, process transitions and enhancements.Management AccountabilityAccountable for system stability, accuracy, and internal policy compliance across HR ERP operations.Ensure compliance with relevant UAE and international data privacy and information security regulations.Own the HR data model, ensuring accuracy and consistency of data across HR and business systems.Work closely with IT to ensure timely resolution of user requests and system incidents in HR systems.Ensure continuous improvement and optimisation of HR digital tools and workflows.Support HR data governance, system security, and audit readiness.Support vendor selection, contract evaluation and ongoing performance reviews of HR technology providers.Manage HR technology budgets, planning and spend.Ensure HR department and individual members are skilled in the identification and management of AI governance particularly in terms of ethics, bias, transparency and explainability.Establish specific internal guidelines for responsible use of AI in HR within the wider EIA policies and procedures.Key Success FactorsHR systems support an error‑free payroll and accurate core HR data.HR digital roadmap is clear, comprehensive, integrated with EIA’s digital strategy and aligned with IT, business and other relevant stakeholders.50% reduction in manual HR processes within 18 months.100% user adoption in HR of HR AI tools.90% user adoption in line manage