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 Women's groups. Nexperia is committed to increasing women in management positions to 30% by 2030.