Program Manager – HR Tech Transformation

Program Manager HR Tech Transformation (Hire-to-Retire)

The Program Manager HR Tech Transformation is accountable for driving the end-to-end digital transformation of the HR Hire-to-Retire value chain across the Group. This role owns the integrated HR digital roadmap, ensuring HR processes, enterprise platforms, data, and ways of working evolve in a coherent, business-led, and execution-focused manner. The role is not a system owner and not an HR operations role.

It is a business transformation program role that orchestrates people, process, technology, and change to deliver measurable outcomes.

• Workforce planning & requisition to hire
• Onboarding & employee lifecycle management
• Performance, goals & rewards
• Learning, skills & talent development
• Engagement, mobility & retention
• Offboarding & workforce insights

Own and maintain the Group HR digitalization roadmap across the Hire-to-Retire value chain.

Ensure initiatives are sequenced logically across:

• Process maturity
• Platform readiness
• Change capacity

Align HR digital initiatives with broader Group technology, data, and AI strategies.

Drive cross-functional transformation across the HR value chain, avoiding siloed, system-led initiatives. Ensure HR digital initiatives are framed around:

• Employee experience
• Manager effectiveness
• Operational efficiency
• Decision quality

Challenge fragmented or point-solution approaches.

Establish and run the HR digital transformation program, including:

• Clear outcomes and success metrics
• Integrated plans and dependencies
• Risk and issue management

Coordinate delivery across HR Functional Leads, Enterprise Solutions teams, Change, Learning, and Communications, Vendors and system integrators. Maintain momentum across multi-year initiatives.

Ensure enterprise platforms (e.g. Oracle Fusion HCM, Cornerstone, Betterworks) are leveraged coherently across the value chain, enabled in line with process redesign. Work with functional owners to ensure:

• Native and embedded capabilities are prioritized
• Customization is minimized

Ensure HR digital initiatives are platform-led, not tool-driven.

Coordinate with the Enterprise AI Enablement program to introduce embedded AI capabilities into HR processes (e.g. skills inference, talent recommendations, learning personalization). Ensure responsible, explainable use of AI in HR decision-making. Ensure AI is used to augment HR and managers, not create opaque automation.

Own the change and adoption strategy for HR digital initiatives. Ensure HR leaders, managers, and employees understand:

• What is changing
• Why it matters
• How success will be measured

Track and report realized benefits, not just delivery milestones.

Act as the single orchestration point for HR digital transformation. Provide clear, outcome-focused updates to Group HR leadership, Technology leadership, Executive stakeholders. Escalate trade-offs and decisions early, with options and recommendations.

• Progress against the Hire-to-Retire digital roadmap
• Reduction in manual HR processes and workarounds
• Improved employee and manager experience metrics
• Adoption of core HR digital capabilities
• Alignment and coherence across HR platforms
• Clear linkage between HR digital initiatives and business outcomes

• 10-15+ years in digital transformation or large-scale program management
• Proven experience leading HR or people-related transformation programs
• Strong understanding of HR value chains and operating models
• Experience working with enterprise HR platforms (Oracle Fusion HCM, Cornerstone, etc.)
• Comfortable operating in complex, multi-entity organizations

• Strong transformation and program leadership
• End-to-end value chain thinking
• Ability to bridge HR, technology, and business
• Structured, disciplined execution mindset
• Strong change and stakeholder management capability
• Comfortable challenging HR and IT constructively