IT Director – People & HR Technology

Position Overview

The Director - People & HR Technology is responsible for defining the strategy, roadmap, and lifecycle management of the People / HR Technology product line, while directly managing one of its strategic products focused on talent, employee experience, and the transition to SuccessFactors.

This role combines product line leadership, people management, and direct product management accountability in a lean operating model. The role is accountable for shaping and progressively evolving the HR product organization in line with HR strategy, business priorities, user needs, and the company’s roadmap from current HR platforms toward SuccessFactors.

Today, the HR technology landscape relies on Oracle HCM for core HR capabilities. The role will ensure continuity on the current landscape while preparing the future-state product model and platform transition. The role also has direct people leadership responsibility for one manager accountable for the Core HR Platforms / Core HR Operations product, ensuring consistency across the product line and effective delivery across both operational and transformation-focused HR technology domains.

This position partners closely with HR leadership, regional IT teams, platform teams, enabling services, and external partners to deliver business value, improve employee experience, and support the evolution toward a product-based IT operating model.

Key Accountabilities

Product Line Strategy, Leadership and Governance

• Define the overall vision, strategy, and roadmap for the People / HR Technology Product Line, aligned with HR strategy, employee needs, and enterprise technology direction.
• Lead the product line across its main products: Core HR Platforms / Core HR Operations; and Talent, Employee Experience & SuccessFactors Transition.
• Evolve the HR product organization over time so that it remains aligned with business priorities, HR strategy, and the roadmap toward SuccessFactors.
• Guide and support the manager responsible for Core HR Platforms / Core HR Operations, ensuring alignment across priorities, delivery plans, and operating model expectations.
• Partner with HR leadership to translate business priorities into product line roadmaps, investment choices, and delivery plans.
• Drive prioritization across the product line, balancing run, compliance, transformation, and employee experience needs.
• Monitor and report on product line KPIs, progress, risks, and outcomes.
• Contribute to product line governance, funding discussions, and resource allocation decisions.

Product Management

• Act as Product Manager for the Talent, Employee Experience & SuccessFactors Transition product.
• Define and maintain the product vision, roadmap, backlog, and priorities for this product area.
• Lead transition planning from the current HR systems landscape toward SuccessFactors, in alignment with HR and IT strategy.
• Translate business needs into epics, features, and user stories; ensure clear requirements and prioritization.
• Oversee product delivery, release planning, adoption readiness, and change coordination.
• Ensure the product delivers measurable outcomes in employee experience, process effectiveness, and transformation readiness.t – Talent, Employee Experience & SuccessFactors Transition

People Leadership and Team Development

• Manage and develop the manager leading the Core HR Platforms / Core HR Operations product.
• Provide coaching, direction, and support to ensure strong performance, role clarity, and leadership growth.
• Foster collaboration across the product line team, including internal resources, regional contributors, and external partners.
• Help build a product-oriented culture focused on accountability, customer value, and continuous improvement.
• Support talent development, succession planning, and capability building across the HR technology scope.

Product Delivery, Run, and Continuous Improvement

• Oversee planning, design, development, implementation, and lifecycle management across the HR product line.
• Ensure strong coordination between product teams, platform teams, enabling services, regional IT, and external partners.
• Maintain service quality, operational continuity, and support readiness across HR technology products.
• Monitor incidents, recurring issues, technical debt, and service performance to drive continuous improvement.
• Ensure compliance with security, data, architecture, and regulatory requirements.

Stakeholder Engagement and Cross-Functional Collaboration

• Build strong relationships with HR business stakeholders, regional teams, and key IT partners.
• Foster collaboration across business, technology, and support teams to solve customer and business challenges.
• Act as a key point of contact for HR technology priorities, trade-offs, progress, and outcomes.
• Support change management, communication, and adoption activities related to HR technology transformation.
• Contribute to the maturity of the product operating model and help embed product ways of working across the organization.

Qualifications

Required

• 8–10 years of experience in Product Management, HR Technology, HRIS, or enterprise application leadership.
• Strong experience in HR systems and processes, including core HR and talent-related capabilities.
• Experience leading or supporting large-scale HR transformation programs or platform transitions.
• Demonstrated people management experience, including coaching and developing team members.
• Strong ability to define product strategy, roadmap, backlog, and business value.
• Demonstrated experience in stakeholder relationship management across business and IT leadership.
• Strong understanding of agile methods, delivery governance, and product lifecycle management.
• Ability to balance strategic thinking with operational execution.
• Strong communication, influencing, and cross-functional collaboration skills
• Experience working in global and matrixed organizations.

Preferred

• Experience with SuccessFactors and/or major HR platform transformation programs.
• Knowledge of Oracle HCM, as this is part of the current HR technology landscape.
• Experience in a product operating model or product-based organization.
• Experience working across global, regional, and corporate teams.
• Familiarity with enterprise architecture, integration, security, and data dependencies in HR ecosystems.
• Experience managing external partners, AMS providers, or system integrators.
• Fluent in French.