Executive Director, HR Business Partnership & IT Solutions Lead

Job Description

The Opportunity

The Executive Director, HR Business Partnership & Solutions Lead is the senior Enterprise IT (EIT) leader accountable for partnering with Human Resources (HR) leadership to shape and execute the enterprise HR digital, data, technology and AI strategy. The role connects HR strategy, workforce priorities, employee experience, operating-model transformation, enterprise platforms, data, AI, products and delivery into an integrated transformation agenda.

A defining mandate is to lead AI-enabled transformation of HR: reimagining work, services, decisions and experiences through responsible use of generative AI, agents, analytics, intelligent workflow and automation. The Executive Director establishes the integrated portfolio, translates strategy into multi-year roadmaps and investment choices, and ensures adoption and measurable business value.

Role design emphasis: HR business expertise and transformation leadership are primary. The leader must have the credibility to co-shape HR strategy and operating-model change, then mobilize technology, data and AI to deliver those outcomes.

What You Will Do

HR Strategy, Transformation and Executive Partnership

Serve as the strategic EIT partner to senior HR leaders, helping shape HR strategy, transformation priorities, workforce capabilities, employee experience and the future HR operating model.

Establish an integrated multi-year HR digital, data, technology and AI strategy aligned with enterprise priorities.

Translate strategic priorities into a sequenced roadmap of process, experience, data, platform, product and AI investments, with clear business cases and outcomes.

Bring external insight on HR, workforce and technology trends to identify opportunities to reinvent work rather than digitize existing processes.

Portfolio, Decision Rights and Governance

Own the integrated HR technology and solutions portfolio and establish clear accountability across business ownership, product leadership, platforms, data, delivery, adoption and value realization.

Establish portfolio priorities, product investment recommendations, platform direction, delivery sequencing and lifecycle decisions within the HR portfolio.

Serve as the senior EIT escalation point for material HR technology decisions, cross-functional dependencies, investment trade-offs and delivery risks.

Drive reuse of enterprise platforms, data products, AI capabilities and common technology patterns while determining where differentiated HR capabilities are justified.

AI Transformation and Process Reimagination

Establish and govern an integrated HR AI transformation portfolio spanning employee and manager support, HR services, talent, recruiting, learning, workforce planning, insights, knowledge and HR operations.

Lead end-to-end reimagination of HR journeys and processes using generative AI, responsible agents, predictive analytics, intelligent workflow and automation.

Partner with HR leaders to redesign work, service models, decision points and human-machine interactions as AI changes how HR expertise and services are delivered.

Determine whether AI capabilities should be delivered through enterprise platforms, embedded HR products, reusable enterprise capabilities, HR-specific solutions or strategic partners.

Reduce fragmented experimentation through common priorities, reusable patterns, data requirements, governance and value measures.

Sponsor responsible agentic solutions with appropriate human accountability for consequential workforce, talent, employee and manager decisions.

HR Platforms, Products, Data and Experience

Lead an integrated solutions ecosystem spanning HR services, talent, learning, recruiting, workforce insights, and employee and manager experiences; align DigitalU with the broader HR strategy and talent agenda.

Translate priorities into outcome-based product strategies, roadmaps, experience designs and adoption plans, while enabling technical teams to determine implementation approaches.

Establish the data, content, knowledge, access and governance foundations required for trusted digital, analytics and AI-enabled experiences.

Orchestrate delivery across HR, product, engineering, data, architecture, cybersecurity, privacy, Legal, Compliance, vendors and enterprise platform teams.

Ensure solutions are intuitive, inclusive, accessible, globally scalable and responsive to applicable local requirements.

Value, Risk and Operational Accountability

Establish transparent governance for prioritization, funding, capacity, delivery, risk, adoption and value realization.

Define outcome commitments for major investments, including employee and manager experience, service quality, process performance, productivity, decision quality, adoption, control effectiveness and business value.

Evaluate investments against strategic alignment, adoption, delivery confidence, risk and realized value to inform future portfolio decisions.

Ensure HR products, platforms, data, AI capabilities and services meet privacy, security, compliance, architecture, resilience, accessibility and lifecycle expectations.

Be accountable for the reliability, continuity and operational performance of business-critical HR technology services, with clear service expectations, incident leadership and operational-health measures.

Ensure the portfolio remains modern, supportable, scalable and economically sustainable.

People, Capability and Ecosystem Leadership

Lead and develop a multidisciplinary organization spanning HR business partnership, product and solution leadership, digital capabilities and related technology disciplines.

Build the capabilities needed for a product-, data- and AI-enabled HR organization, including process reimagination, experience, change and value realization.

Develop leaders and talent through coaching, succession planning, capability development, purposeful mobility and continuous learning.

Shape strong partnerships across HR Centers of Excellence, HR operations, DigitalU, EIT, enterprise data and AI, architecture, cybersecurity, privacy, Legal and Compliance, and strategic vendors.

Create a culture combining deep business understanding, empathy, disciplined delivery, responsible experimentation and accountability for outcomes.

Key Partnerships

Senior HR leadership; HR Centers of Excellence; HR operations and services; DigitalU; EIT leadership; enterprise data and AI; architecture; cybersecurity; privacy; Legal and Compliance; communications and change; enterprise platform teams; and strategic technology partners.

What Success Looks Like

HR and EIT operate from one business-led digital, data, technology and AI strategy with clear priorities, sequencing, ownership and outcomes.

Technology and AI measurably simplify work and improve experiences for employees, managers and HR professionals.

HR processes and service models are redesigned around digital, data, automation and AI, not simply automated in their current form.

AI experimentation becomes a coherent portfolio with reusable capabilities, responsible governance, adoption and measurable value.

HR data, content and knowledge provide trusted foundations for analytics, digital experiences and AI.

The HR technology landscape becomes simpler, modern, secure, resilient, scalable and economically sustainable.

What You Should Have

Bachelor's degree in Human Resources, Business, Organizational Psychology, Industrial/Labor Relations, Information Systems or a related field.

15+ years of progressive experience spanning HR, HR transformation, employee experience, HR operations, digital transformation, technology or product leadership, including significant leadership in a complex global organization.

Deep understanding of HR operating models, employee and manager journeys, and multiple HR domains such as talent acquisition, learning, talent management, workforc