HR Knowledge Management Program Leader

Key Responsibilities

1. Define and Execute Global HR Knowledge Management Strategy

• Define the global KM vision, roadmap, operating model, maturity path, and success measures.
• Align KM priorities with HR transformation, employee experience, self-service, Process Excellence, and AI strategies.
• Prioritize investments and coordinate delivery across regions, functions, and technology partners; own business requirements, product backlog priorities, platform adoption, vendor contribution, and benefits realization.

1. Drive Knowledge Governance and Compliance

• Own and evolve KM policies, standards, and operating procedures covering knowledge ownership, taxonomy, quality, approval, lifecycle, review cadence, access, and compliance.
• Clarify accountability with HR leaders and process owners and ensure alignment with regulatory and enterprise requirements.
• Use analytics and automation to identify stale, duplicate, conflicting, or missing content and trigger accountable remediation.

1. Enhance Knowledge-Centered Service (KCS) Adoption

• Embed KCS or comparable knowledge-centered practices that promote creation in the flow of work, reuse, feedback, and continuous improvement.
• Build contributor and manager capability through training, coaching, communications, and communities of practice.

1. Build an AI-Ready Knowledge Ecosystem and Lead Innovation

• Create trusted, structured, searchable, and reusable knowledge using fit-for-purpose taxonomy, metadata, semantic layers, ontologies, or knowledge graphs.
• Translate generative AI, retrieval-augmented generation, copilots, agents, semantic search, and virtual assistants into practical HR use cases embedded in employee workflows.
• Establish human oversight, output validation, privacy, security, and responsible-AI controls.
• Manage an innovation portfolio; test, learn, and scale solutions based on user value, feasibility, risk, and measurable outcomes.

1. Measure Value and Drive Continuous Improvement

• Define dashboards and targets for quality, coverage, findability, usage, self-service, ownership, KCS maturity, AI readiness, employee satisfaction, and operational value.
• Convert performance trends and user feedback into prioritized improvements and executive recommendations.

1. Stakeholders Management and Change Leadership

• Align HR leaders, knowledge owners, HR Services, Employee Experience, regional teams, and digital partners around common outcomes and accountabilities.
• Lead global change, communication, and adoption; influence senior stakeholders without direct authority.

Key Responsibilities

1. Define and Execute Global HR Knowledge Management Strategy

• Define the global KM vision, roadmap, operating model, maturity path, and success measures.
• Align KM priorities with HR transformation, employee experience, self-service, Process Excellence, and AI strategies.
• Prioritize investments and coordinate delivery across regions, functions, and technology partners; own business requirements, product backlog priorities, platform adoption, vendor contribution, and benefits realization.

1. Drive Knowledge Governance and Compliance

• Own and evolve KM policies, standards, and operating procedures covering knowledge ownership, taxonomy, quality, approval, lifecycle, review cadence, access, and compliance.
• Clarify accountability with HR leaders and process owners and ensure alignment with regulatory and enterprise requirements.
• Use analytics and automation to identify stale, duplicate, conflicting, or missing content and trigger accountable remediation.

1. Enhance Knowledge-Centered Service (KCS) Adoption

• Embed KCS or comparable knowledge-centered practices that promote creation in the flow of work, reuse, feedback, and continuous improvement.
• Build contributor and manager capability through training, coaching, communications, and communities of practice.

1. Build an AI-Ready Knowledge Ecosystem and Lead Innovation

• Create trusted, structured, searchable, and reusable knowledge using fit-for-purpose taxonomy, metadata, semantic layers, ontologies, or knowledge graphs.
• Translate generative AI, retrieval-augmented generation, copilots, agents, semantic search, and virtual assistants into practical HR use cases embedded in employee workflows.
• Establish human oversight, output validation, privacy, security, and responsible-AI controls.
• Manage an innovation portfolio; test, learn, and scale solutions based on user value, feasibility, risk, and measurable outcomes.

1. Measure Value and Drive Continuous Improvement

• Define dashboards and targets for quality, coverage, findability, usage, self-service, ownership, KCS maturity, AI readiness, employee satisfaction, and operational value.
• Convert performance trends and user feedback into prioritized improvements and executive recommendations.

1. Stakeholders Management and Change Leadership

• Align HR leaders, knowledge owners, HR Services, Employee Experience, regional teams, and digital partners around common outcomes and accountabilities.
• Lead global change, communication, and adoption; influence senior stakeholders without direct authority.

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* 不同国家和地区可能适用不同的计划与项目。

  你是否渴望让自己的职业生涯产生深远影响？ 当你考虑加入一个新团队时，企业文化至关重要。在施耐德电气，我们的价值观与行为准则是构建卓越文化、助力业务成功的基石。我们坚信，“IMPACT” 核心价值观—— 包容（Inclusion）、精进（Mastery）、使命（Purpose）、力行（Action）、求知（Curiosity）、共赢（Teamwork）—— 源于每一位成员的践行。 “IMPACT” 更是我们向你的诚挚邀约：无论你身处何种岗位，都能在施耐德电气将可持续发展的愿景转化为实际行动。这是一份号召，邀请你将个人职业发展与创造更具韧性、更高效率、更可持续的世界这一宏伟目标紧密相连。 我们正在寻找“影响力创造者”（IMPACT Makers）—— 那些能在自动化、电气化与数字化的交汇点，将可持续发展愿景转化为切实行动的杰出人才。我们推崇每一位“影响力创造者”，并相信每个人都有潜力成为其中一员。 加入施耐德电气，成为“影响力创造者”—— 即刻申请！ 全球营收达 400 亿欧元 有机增长率超 9% 业务遍及 100 多个国家和地区，员工超 15 万人     申请须知 所有岗位均需通过线上申请方可纳入考量。本岗位招聘将持续至合适人选到岗为止。 多元化与包容性承诺 施耐德电气致力于成为全球最具包容性与人文关怀的企业，我们为世界各地的每一个人提供公平的机会，确保所有员工都能感受到独特的价值认同，在安全的环境中全力以赴、贡献所长。我们珍视并反映所运营社区的多元性，“包容” 是我们的核心价值观之一。我们坚信，个体的差异能让企业与个人变得更加强大，我们承诺在一切工作中积极倡导包容性。 道德与合规准则 在施耐德电气，我们坚守最高标准的道德与合规要求，并坚信信任是核心价值基石。《信任宪章》（Trust Charter）是我们的行为准则，彰显了我们在道德、安全、可持续发展、质量及网络安全方面的坚定承诺，为我们业务的方方面面提供支撑，也体现了我们尊重他人、真诚对待所有利益相关方的意愿。你可通过此处了解更多关于《信任宪章》的信息。 平等就业机会声明 施耐德电气是一家倡导平等就业机会的雇主。我们的政策是，在招聘、录用、培训、调动及晋升等各个环节，为所有符合条件的个人提供平等的就业及发展机会，不因种族、宗教、肤色、性别、残疾、国籍、血统、年龄、军籍、性取向、婚姻状况或任何其他受法律保护的特征或行为而产生歧视。