Director, Workforce Strategy and Skills (AI Driven)

A Career at HARMAN

As a technology leader that is rapidly on the move HARMAN is filled with people who are focused on making life better. Innovation inclusivity and teamwork are a part of our DNA. When you add that to the challenges we take on and solve together youll discover that at HARMAN you can grow make a difference and be proud of the work you do every day.

About the Role

The Director of Workforce Strategy and Skills is a strategic leader within the People Experience organization and serves as the head of the Workforce Strategy and Skills Center of Excellence (COE). This role is a key enabler of HARMAN NEXT the companys enterprise strategy focused on a relentlessly focused portfolio a culture built for speed and scale and making bold moves to win in rapidly evolving markets. As HARMAN operates in a fast changing highly competitive environment with rising expectations for innovation speed and access to critical skills this role plays a central part in enabling the companys next phase of growth. This role partners with senior leaders Centers of Excellence and People Enablement to reexamine how work is performed today and to define how the workforce operating models and must evolve to remain competitive.

This role leads the shift toward a skills-based organization moving beyond traditional role and job-based models to more agile skills driven approaches to workforce planning talent deployment and development. By leveraging digital platforms AI advanced analytics and human centered design the Director translates business strategy into actionable workforce solutions that increase organizational agility unlock internal talent and improve speed to capability. Through enterprise-wide transformation initiatives this leader shapes how work gets done how talent is developed and mobilized and how culture evolves to support sustained innovation and performance in a rapidly changing landscape.

What You Will Do

Strategic Leadership Workforce Transformation and Skills

• Partner with business and HR leaders to leverage workforce analytics employee insights and labor market datacodeveloping strategies that drive futureready workforce outcomes.
• Colead complex crossfunctional transformation initiatives by engaging stakeholders in operating model design restructuring reskilling and location strategy ensuring solutions are jointly designed aligned and adopted across the enterprise.
• Collaborate with digital technology and functional teams to embed digital platforms AIdriven solutions and experimentation into skills intelligence strategic workforce planning and broader workforce transformation effortsfostering shared ownership and continuous improvement.
• Serve as a change agent for skillsbased workforce planning and futureofwork initiatives enabling HARMAN NEXT by evolving workforce models skills and operating practices to support speed scale and sustained innovation.

Workforce Planning Career Architecture & Skills-Based Design

• Collaborate with business and HR partners to codesign and implement enterprise career architectureincluding job structures skills frameworks and proficiency expectationsto ensure clarity consistency and shared ownership across the organization.
• Partner with business leaders Finance and People Analytics to jointly lead longterm workforce planning efforts aligned with strategic priorities future skills and growth needs using predictive analytics to shape forwardlooking talent decisions.
• Cocreate and collaboratively govern enterprise talent and capability programs that support skills enablement workforce readiness and internal mobility ensuring programs are businessaligned and cochampioned by stakeholders.
• Design and scale an internal Opportunity Marketplace (projects gigs roles mentorship) that matches employees to work based on skills and aspirations enabling faster talent deployment internal mobility and capability building across the enterprise.
• Maintain and continuously evolve skills frameworks taxonomies and capability models in partnership with functional leaders to ensure they remain consistent relevant and reflective of emerging business needs.

AI-Enabled Talent & Skills Platforms

• Collaborate with leaders and crossfunctional partners to cointerpret workforce and skills data equipping them with shared datadriven insights that guide talent decisions and workforce planning.
• Partner closely with HR Technology People Analytics and external vendors to jointly scale and enhance digital talent platforms ensuring solutions are usercentric businessaligned and built through collective input.
• Lead the strategy governance and adoption of an Opportunity Marketplace platform by partnering with HR Technology and business leaders to define use cases integrate skills and talent data and drive a strong usercentric employee experience.
• Work with business and HR stakeholders to translate workforce and skills data into actionable codeveloped insights that inform investment decisions prioritization and longterm capability building across the enterprise.

Inclusive Talent Practices & Early Career Pipelines

• Partner with HR business leaders and talent acquisition teams to coembed inclusive skillsbased hiring and onboarding practices across the enterprise ensuring shared ownership of equitable talent processes.
• Collaborate with functional leaders early career programs and learning partners to strengthen early career apprenticeship and reskilling pipelines through jointly designed equitable talent identification and development approaches.
• Apply inclusive humancentered design principles in partnership with employees leaders and crossfunctional teams to cocreate workforce initiatives that reflect diverse needs and enhance the overall employee experience.

Talent Assessment Selection & Legal Defensibility

• Collaborate with HR business leaders and crossfunctional partners to codesign and govern enterprise skills and aptitude assessments for hiring development and reskilling ensuring tools meet shared needs and support equitable talent practices.
• Partner with Legal Compliance and People Analytics teams to ensure assessment programs collectively meet legal ethical validity and adverseimpact standards fostering transparent defensible and inclusive decisionmaking.
• Advise and consult with HR and business leaders across all levels to codevelop assessment strategies that align with organizational goals enhance talent selection quality and support consistent fair and datainformed talent decisions.

Program Leadership Governance & Agile Delivery

• Guide and codevelop highperforming teams by using agile methods shared OKRs and transparent KPIbased accountability fostering a culture of partnership learning and continuous improvement.
• Collaboratively manage portfolios of workforce transformation initiatives by engaging crossfunctional partners in prioritization solution design and value realization to ensure outcomes are jointly owned and sustained.
• Partner with senior leaders to deliver executivelevel updates insights and recommendations ensuring decisions are informed by shared understanding cocreated strategies and alignment across key stakeholders.

What You Need

• Demonstrated expertise in career architecture and skillsbased workforce design including job structures skills frameworks and proficiencybased expectations that enable internal mobility and targeted development.
• Experience leading longterm workforce planning aligned to future skills needs and growth targets leveraging analytics predictive modeling and digital workforce platforms.
• 10 years of progressive experience in skills intelligence strategic workforce planning workforce strategy and/or workforce transformation (including HR transformation) within complex global organizations or management consulting.
• Handson experience with AIenabled talent and skills solutions including advanced analytics or emerging technologies to support workforce insights learning and career development.
• Strong partnership experience across Talent Acquisition Culture and Belonging People Analytics Finance Operations and HR Technology to embed inclusive skillsbased talent practices.
• Experience designing or governing talent assessment and selection strategies with understanding of validity adverse impact and legal considerations.
• Bachelors degree required; Masters degree (MBA or related field) preferred.

Preferred Skills

• Strategic thinker with operational rigor able to connect skills intelligence strategic workforce planning and workforce transformation initiatives to business outcomes and drive measurable impact.
• Skilled in cross-functional collaboration and influence partnering effectively across HR Operations Finance Technology and executive leadership.
• Comfortable navigating ambiguity and driving enterprise-wide change in dynamic global environments.
• Experience in global or matrixed organizations with a global mindset and cultural fluency
• Strong analytical facilitation and executive communication skills; adept at financial modeling business case development and data-driven decision-making.
• Proven ability to lead cross-functional enterprise-wide transformation programs including operating model design organizational restructures mergers & acquisitions and location strategy.
• Innovative and experimental approach to workforce strategy with a commitment to continuous improvement and value realization.
• Passionate about inclusive leadership coaching and developing high-potential talent.
• Strong business acumen and ability to influence at the executive level.

What Makes You Eligible

• Be willing to travel up to 10% domestic and international travel.
• Willingness to work from the India office.
• Any offer of employment is conditioned upon the successful completion of a background investigation.

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HARMAN is proud to be an Equal Opportunity / Affirmative Action employer. All qualified applicants will receive consideration for employment without regard torace religion color national origin gender (including pregnancy childbirth or related medical conditions) sexual orientation gender identity gender expression age status as a protected veteran status as an individual with a disability or other applicable legally protected characteristics.