Program Manager HR Tech Transformation

VDart Software Services Pvt. Ltd.; Abu Dhabi; On-site; AED 60,000 - 120,000; Full time

Job summary

A leading software services company is seeking an experienced Program Manager for HR Tech Transformation. This role is pivotal in overseeing the digital transformation of the HR Hire-to-Retire value chain. Responsibilities include managing the digital roadmap, driving cross-functional initiatives, and ensuring effective stakeholder management. The ideal candidate will have 10-15 years of experience in digital transformation and a solid background in HR programs. This position is located in Abu Dhabi, UAE.

Qualifications

• 10-15+ years in digital transformation or large-scale program management.
• Proven experience leading HR or people-related transformation programs.
• Strong understanding of HR value chains and operating models.
• Experience with enterprise HR platforms.

Responsibilities

• Own and maintain the Group HR digitalization roadmap.
• Drive cross-functional transformation across the HR value chain.
• Establish and run the HR digital transformation program.
• Ensure enterprise platforms are leveraged coherently.
• Coordinate with the Enterprise AI Enablement program.

Skills

Digital transformation

Program management

HR value chain understanding

Stakeholder management

Change management

Tools

Oracle Fusion HCM

Cornerstone

Job description

Program Manager HR Tech Transformation (Hire-to-Retire)

Role Purpose

The Program Manager HR Tech Transformation is accountable for driving the end-to-end digital transformation of the HR Hire-to-Retire value chain across the Group. This role owns the integrated HR digital roadmap, ensuring HR processes, enterprise platforms, data, and ways of working evolve in a coherent, business-led, and execution-focused manner. The role is not a system owner and not an HR operations role. It is a business transformation program role that orchestrates people, process, technology, and change to deliver measurable outcomes.

Scope of Transformation (Illustrative)

• Workforce planning & requisition to hire
• Onboarding & employee lifecycle management
• Performance, goals & rewards
• Learning, skills & talent development
• Engagement, mobility & retention
• Offboarding & workforce insights

Key Accountabilities

1. HR Digital Transformation Roadmap Ownership

Own and maintain the Group HR digitalization roadmap across the Hire-to-Retire value chain.

Ensure initiatives are sequenced logically across:

• Process maturity
• Platform readiness
• Change capacity

Align HR digital initiatives with broader Group technology, data, and AI strategies.

2. End-to-End Value Chain Transformation

Drive cross-functional transformation across the HR value chain, avoiding siloed, system-led initiatives. Ensure HR digital initiatives are framed around:

• Employee experience
• Manager effectiveness
• Operational efficiency
• Decision quality

Challenge fragmented or point-solution approaches.

3. Program Governance & Execution

Establish and run the HR digital transformation program, including:

• Clear outcomes and success metrics
• Integrated plans and dependencies
• Risk and issue management

Coordinate delivery across HR Functional Leads, Enterprise Solutions teams, Change, Learning, and Communications, Vendors and system integrators. Maintain momentum across multi-year initiatives.

4. Platform & Capability Enablement (Non-Technical)

Ensure enterprise platforms (e.g. Oracle Fusion HCM, Cornerstone, Betterworks) are leveraged coherently across the value chain, enabled in line with process redesign. Work with functional owners to ensure:

• Native and embedded capabilities are prioritized
• Customization is minimized

Ensure HR digital initiatives are platform-led, not tool-driven.

5. Embedded AI & Advanced HR Capabilities

Coordinate with the Enterprise AI Enablement program to introduce embedded AI capabilities into HR processes (e.g. skills inference, talent recommendations, learning personalization). Ensure responsible, explainable use of AI in HR decision-making. Ensure AI is used to augment HR and managers, not create opaque automation.

6. Change, Adoption & Value Realization

Own the change and adoption strategy for HR digital initiatives. Ensure HR leaders, managers, and employees understand:

• What is changing
• Why it matters
• How success will be measured

Track and report realized benefits, not just delivery milestones.

7. Executive & Stakeholder Management

Act as the single orchestration point for HR digital transformation. Provide clear, outcome-focused updates to Group HR leadership, Technology leadership, Executive stakeholders. Escalate trade-offs and decisions early, with options and recommendations.

Success Measures (12 24 Months)

• Progress against the Hire-to-Retire digital roadmap
• Reduction in manual HR processes and workarounds
• Improved employee and manager experience metrics
• Adoption of core HR digital capabilities
• Alignment and coherence across HR platforms
• Clear linkage between HR digital initiatives and business outcomes

Required Experience & Profile

Experience

• 10-15+ years in digital transformation or large-scale program management
• Proven experience leading HR or people-related transformation programs
• Strong understanding of HR value chains and operating models
• Experience working with enterprise HR platforms (Oracle Fusion HCM, Cornerstone, etc.)
• Comfortable operating in complex, multi-entity organizations

Core Competencies

• Strong transformation and program leadership
• End-to-end value chain thinking
• Ability to bridge HR, technology, and business
• Structured, disciplined execution mindset
• Strong change and stakeholder management capability
• Comfortable challenging HR and IT constructively