Program Manager HR Tech Transformation

VDart Digital

Key Accountabilities

1. HR Digital Transformation Roadmap Ownership

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.

2. End-to-End Value Chain Transformation

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.

3. Program Governance & Execution

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.

4. Platform & Capability Enablement (Non-Technical)

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.

5. Embedded AI & Advanced HR Capabilities

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.

6. Change, Adoption & Value Realization

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.

7. Executive & Stakeholder Management

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.

Success Measures (12 24 Months)

• 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