Director Global HR - Technology and Digital Transformation

Executive Purpose

As a full member of the HR Leadership Team, reporting to the Chief People Officer, you will set the global HR digital strategy and lead the transformation of how HR works and delivers value. You will combine digital vision, AI advocacy and practical execution to build a modern, scalable and future-ready HR technology ecosystem, improve employee and manager experience, increase HR efficiency and enable data-led decision-making. Your mandate goes beyond technology implementation: you will turn digital and AI opportunities into adopted ways of working and measurable business outcomes.

You will establish a multi-year digital HR roadmap spanning AI, automation, intelligent workflows, self-service and digital adoption across the global HR function. A key delivery priority within this roadmap is leading the transition from Workday to SAP SuccessFactors, connecting the platform programme to simpler processes, better user experiences and the longer-term transformation of HR.

Executive Accountabilities

1. Set and own the global HR digital transformation strategy

• Define how technology, AI and new ways of working will advance business priorities and the future HR operating model. Translate that direction into clear choices about what HR will transform, simplify and scale.
• Build and secure alignment on a multi-year roadmap, making clear investment and sequencing choices along with the digitalization team across platforms, AI, automation and digital capability. Translate priorities into delivery plans with accountable owners, adoption outcomes and measurable business benefits.
• 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 implementation of SAP SuccessFactors, associated HR applications and future digital capabilities.
• Support the 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 and lead the HR AI transformation strategy, connecting priority opportunities to clear business needs and a responsible adoption framework. Establish how use cases are assessed, tested and scaled, with appropriate human oversight, data protection and evaluation of outputs.
• Identify and enable the deployment 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.

7. Executive Experience Profile

• Senior leadership experience in HR Technology, Digital HR, HR Transformation or a related discipline within large, complex and global organisations, with clear evidence of setting digital strategy and leading changes in how people work, not only delivering systems.
• A proven record of leading enterprise-scale HR technology and digital transformation programmes from strategy through implementation and sustained adoption, with measurable business outcomes. Experience with SAP SuccessFactors, Workday or both is advantageous; platform expertise complements rather than substitutes for transformation leadership.
• Demonstrated experience translating AI opportunities into practical use cases and sustained adoption, with examples of the business need, your personal contribution, how users were enabled and how results were assessed. Combine credible AI advocacy with the judgement to recognise limitations and apply appropriate safeguards.
• 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.

8. 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.

9. Success Measures

AI and digital strategy:

An agreed HR digital and AI transformation strategy guiding investment, prioritised use cases and a multi-year roadmap, with clear ownership and measurable business outcomes.

AI adoption and value:

Priority AI use cases scaled beyond pilots into responsible, sustained use, demonstrating improvements in HR productivity, service quality or employee experience.

AI capability and advocacy:

Stronger AI fluency across HR, with leaders actively sponsoring adoption and teams confidently applying AI to reimagine everyday work.

Employee and manager experience:

Simpler HR journeys through self-service, automation and digital workflows, evidenced by user feedback, sustained usage and reduced administrative effort.

Technology foundations:

SAP SuccessFactors established as the global HR platform, with effective governance, reliable services and sustained adoption supporting the broader transformation agenda.

Data and decision-making:

Improved HR data quality and actionable insights, enabling trusted reporting and better-informed workforce decisions.

Talent Profile

This is not a traditional HRIS leadership role. We are looking for a strategic digital transformation leader who can define and drive HR’s AI strategy, translating business priorities into a clear roadmap, focused investment choices and measurable outcomes. The ideal candidate brings external perspective from a progressive global organisation and combines digital vision, practical AI expertise and execution discipline. A credible AI advocate, you will inspire leaders, build capability across HR and turn experimentation into responsible, sustained adoption—reimagining how HR works, not simply digitizing existing processes.

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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.