Senior Director, Global HR Technology and Digital Transformation

Executive Purpose

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.

Executive Accountabilities

1. Set and lead the global HR digital strategy

• 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.

2. Transform the HR technology landscape

• 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.

3. Embed AI automation and digital innovation

• 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.

4. Improve employee and manager experience

• 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.

5. Build digital HR capability and leadership impact

• 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.

6. HRIS Data Governance & Analytics

• 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.

Executive Experience Profile

• 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.

Leadership Capabilities

• 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.

Success Measures

• SAP SuccessFactors established as the global HR platform with effective governance and adoption.

• A clear HR digital strategy and roadmap embedded across the function.

• Improved employee and manager experience through self-service automation and digital workflows.

• AI-enabled HR capabilities deployed responsibly and delivering measurable value.

• Improved HR data quality insights and decision support.

Talent Profile

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.

Talent acquisition based on Nexperia vacancies is not appreciated. Nexperia job adverts are Nexperia copyright material and the word Nexperia is a registered trademark.

D&I Statement

As an equal-opportunity employer Nexperia values diversity not just because it is the right thing to do but because diverse teams perform better. We are dedicated to being inclusive and a proof point of this dedication is that we were the main partner of the very first Dutch Paralympic Team NL House during the Paris 2024 Paralympic Games. Our recruitment process is inclusive and accessible to all and we consider all applicants fairly as well as providing a safe work environment and reasonable adjustments where requested.

In addition we offer our colleagues the possibility to join employee resource groups such as the Pride Network Group or global and local Womens groups. Nexperia is committed to increasing women in management positions to 30% by 2030.