Global HR Technology & Program Management Leader

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GLOBAL HR TECHNOLOGY & PROGRAM MANAGEMENT LEADER

Job Location: US or EMEA. Remote and hybrid working available.

JOB SUMMARY

The Global HR Technology & Program Management Leader is responsible for driving the strategy, implementation, and optimization of DuPont’s HR technology solutions, ensuring that they align with business and HR objectives. 

Core focus:

• Ensuring HR technology solutions are functionally optimized, secure, and efficient and provide an effective user experience.
• Providing strategic direction and leadership to the HR Technology teams responsible for the day-to-day management of HRIS, Applicant Tracking, Learning Management and other core HR systems.  They will also have responsibility for invoicing, contracting, and vendor management.
• Leading Project Management, M&A and change management for the HR Technology and Operations space. 
• Providing leadership and direction for HR Data and Analytics strategy and the Data and Analytics team.
• Collaborating with HR leadership and business stakeholders to identify improvement opportunities
• Manage relationships and contracts with HR Technology vendors.

KEY RESPONSIBILITIES

• Lead the technical and functional teams supporting DuPont’s HR Technology solutions (e.g. Workday, Service Now, Saba SBX, Phenom, eTime, UKG Workforce Management), support HR processes and workflows efficiently and effectively while maintaining security and optimizing functionality.
• Ensure required data can be recorded correctly in the HR Technology systems to ensure HR Operations team can remain compliant.
• Maintain oversight of the day-to-day maintenance, administration, enhancements, and communication related to the HR Technology solutions, including managing releases/upgrades, and developing project plans to leverage new features.
• Run the Project Management Office for the HR Tech and Operations group to support technology changes, M&A projects and downstream support to other stakeholders to ensure a coordinated, on-time delivery.
• Ensure that the system design, configuration, and integrations for the HR Technology solutions are optimized for efficiency and effectiveness, proactively identifying opportunities to further improve and automate HR processes and workflows.
• Lead the approach for security, compliance, and controls within our HR systems and integrations to adjacent systems, ensuring audit readiness across our HR Technology tools, processes, and practices.
• Develop reports and dashboards to provide analysis and data insights on system adoption and usage, case management performance, resource/workload allocation, and opportunities for improvement.
• Manage and maintain the HR Technology Change Request backlog.
• Prepare and manage budget as assigned. 
• Partner with the IT Team to ensure HR Technology’s integration to the core IT stack where applicable and leveraging enterprise-wide technology solutions where appropriate.
• Build strong relationships with other HR teams and business stakeholders, partnering to ensure HR Technology solutions are meeting end user and business needs.
• Manage relationships with third-party vendors, ensuring that service-level agreements are met, and contracts are renewed or renegotiated appropriately.
• Negotiate new and renewals of vendor contracts that allow the quick mitigation of future issues in conjunction with legal and procurement.
• Provide technical and functional expertise, and leadership, during HR Technology vendor selection, utilizing Request for Proposal (RFP) processes to ensure solutions are fit for purpose and cost effective, and maximizing return on investment.
• Develop and implement HR technology strategies, ensuring they align with the overall business objectives and are scalable for future Mergers and Acquisitions (M&A) needs.
• Lead HR Technology stack implementation and integration activities related to mergers, acquisitions and divestitures.
• Develop business cases that enable the CHRO and HR Senior Leadership Team (SLT) to make informed decisions about the acquisition and implementation of new HR technologies.
• Provide consultation and subject matter expertise support on technology-related projects, issues, and escalations. 
• Provide thought leadership on emerging HR technologies, vendor trends and best practices, and how they can benefit the organization.

REQUIRED QUALIFICATIONS AND EXPERIENCE

• Bachelor’s degree in a related field or equivalent experience.
• A minimum of 12 years of experience in Human Resources and/or experience as an HR Technology leader.
• Extensive experience with HR technology strategy, implementation, and change management across multiple systems, applications, and stakeholders.
• Demonstrated proficiency in HR Technology solutions, including HR Information Systems (HRIS), Applicant Tracking Systems (ATS), Learning Management Systems (LMS), and other emerging HR technologies.
• Demonstrated strong Project Management skills leading complex projects at a global level, meeting project goals and delivering results on time and on budget.
• Strong leadership skills with a proven track record of leading teams of technical and functional resources, building strong relationships, and driving results.  Ability to mentor/coach less experienced individuals and develop people at all levels.
• Demonstrated strengths in collaboration and influencing skills and ability to anticipate challenges and opportunities. 
• Demonstrated ability to communicate effectively and persuasively, across functions, businesses, and levels in the organization.  Ability to articulate complex technical concepts to non-technical stakeholders.
• Proven experience in vendor management and contract management principles (MSA, SOW, negotiations).
• Strong analytical and problem-solving skills.

PREFERRED QUALIFICATIONS AND EXPERIENCE

• Deep understanding of the HR Tech landscape (including Talent Management and other core functions), including market dynamics, vendors, products, and strategies.
• Prior experience of leading HR Technology strategy development and HR Technology implementation for global M&A projects.

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On May 22, 2024, we announced a plan to separate our Electronics and Water businesses in a tax-free manner to its shareholders. On January 15, 2025, we announced that we are targeting November 1, 2025, for the completion of the intended separation of the Electronics business (the “Intended Electronics Separation”)*. We also announced that we would retain the Water business. We are committed to ensuring a smooth and successful separation process for the Future Electronics business. We look forward to welcoming new talent interested in contributing to the continued success and growth of our evolving organization.

(1)The separation transactions are subject to satisfaction of customary conditions, including final approval by DuPont's Board of Directors, receipt of tax opinion from counsel, the filing and effectiveness of Form 10 registration statements with the U.S. Securities and Exchange Commission, applicable regulatory approvals, and satisfactory completion of financing.  For further discussion of risks, uncertainties and assumptions that could impact the achievement, expected timing and intended benefits of the separation transactions, see DuPont’s announcement.

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