Senior Director, Global HR Technology and Digital Transformation

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.

Your profile

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

D&I Statement

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.

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.

Wir zeigen einen Auszug und einen Link je Anzeige, und den vollen Text, wenn die Quelle es erlaubt. Genannte Marken und Logos gehören ihren Inhabern.

Quelle: Statistisches Bundesamt (Destatis), Tabelle; dl-de/by-2-0; eigene Berechnung