Senior Director, Global HR Technology and Digital Transformation

• Senior leadership experience in HR Technology, Digital HR, HR Transformation or related disciplines within large, complex and global organisations.
• Proven record leading enterprise-scale HR technology and digital transformation programmes, ideally including SAP SuccessFactors, Workday or both.
• Strong understanding of HR shared services, employee experience, HR data, integrations, governance and digital service delivery models.
• Experience gained in a progressive global organisation with a mature HR digitalisation agenda; consulting or enterprise transformation experience is advantageous.
• Demonstrated ability to build teams, lead change, influence senior stakeholders and convert digital strategy into measurable business outcomes.

• Strategic, enterprise-minded and commercially aware.
• Digitally fluent, with strong technology, AI and transformation vision.
• Change Agent: managing resistance, ambiguity, and competing priorities across a global HR organization
• Customer- and employee-centric, with a bias for simplicity and adoption.
• Able to influence at CPO, HRLT, IT and senior business leadership level.
• Confident challenging legacy thinking and creating momentum for change.

The Senior Director, Global HR Technology, Digitalisation & Transformation will define and lead the global HR technology, AI and digital transformation agenda. As a full member of the HR Leadership Team, the role will shape a modern, scalable and future-ready HR technology ecosystem that improves employee and manager experience, increases HR efficiency and enables data-led decision-making.

A key priority will be leading the transition from Workday to SAP SuccessFactors while establishing the longer-term digital HR roadmap, including AI, automation, intelligent workflows, self-service and digital adoption across the global HR function.

• Define the global HR technology, digitalisation and transformation strategy aligned to business priorities and the future HR operating model.
• Build a multi-year roadmap that converts digital ambition into clear investment priorities, delivery plans and measurable business outcomes.
• Apply process redesign / design-thinking methods to challenge and rewire existing processes before applying technology.
• Lead the global HR technology portfolio, including SAP SuccessFactors, associated HR applications and future digital capabilities.
• Provide strategic governance of platforms, integrations, data, security, compliance, resilience and adoption.
• Lead major programmes including migration, optimisation, rationalisation and continuous improvement of HR technology.
• Define the HR AI strategy and responsible adoption framework.
• Identify and deploy AI-enabled services, automation, digital assistants, workflow automation and advanced analytics to improve HR productivity, insights, and service delivery
• Partner with HR leaders to redesign processes and services around simple, digital-first and scalable delivery models.
• Create intuitive, consumer-grade digital HR experiences across the employee lifecycle.
• Drive self-service, knowledge management and adoption strategies that reduce administrative burden and improve service quality.
• Build AI fluency and a "think AI-first" mindset among HR colleagues - coaching teams to reimagine processes rather than digitize them as-is.
• Act as an internal thought leader and evangelist for digital & AI in HR, bringing external trends, benchmarks, and best practices to inspire HR teams to imagine future ways of working.
• Build and lead a high-performing HR Technology and Digitalisation function.
• Develop capability in digital HR, AI, data, platforms, change and technology-enabled service delivery.
• Contribute as an enterprise HRLT leader to the broader people strategy, transformation agenda and operating model evolution.
• Build a culture of continuous improvement and digital adoption across HR teams globally.
• Establish and maintain strong governance for HR systems, data quality, security, access, reporting, and compliance.
• Oversee HR reporting, dashboards, and analytics capabilities to enable strategic workforce insights and executive decision-making.
• Ensure global HR data is accurate, consistent, and fit for purpose across systems and reporting processes.
• Support the development of a data-driven HR function through standards, tools, and clear ownership of data quality.

This is not a traditional HRIS leadership role. The ideal candidate will bring external perspective from a progressive global organisation and combine digital vision, AI literacy, transformation leadership and execution discipline to redefine how HR delivers value.