Executive Director, HR Business Partnership & IT Solutions Lead

1000 Merck Sharp & Dohme LLC; Rahway (NJ); On-site; USD 232,000 - 365,000; Full time

Job summary

Merck & Co., Inc. in Rahway, NJ seeks an Executive Director, HR Business Partnership & Solutions Lead to shape the enterprise HR digital, data, technology and AI strategy. This senior EIT role partners with HR leadership to drive AI-enabled work redesign, services and experiences with measurable business value.

The candidate will translate strategy into multi-year roadmaps, govern portfolio investments and ensure adoption of AI-driven HR transformations across global HR functions.

Qualifications

• 15+ years of progressive HR leadership in a complex, global organization.
• Proven experience shaping HR strategy, transformation and operating models.
• Strong track record in AI-enabled HR transformations and data-driven decision making.

Responsibilities

• Act as strategic EIT partner to HR leadership, aligning HR strategy with technology priorities.
• Lead the integrated HR digital, data, tech and AI strategy across multi-year roadmaps.
• Translate priorities into sequenced product and platform investments with business cases.
• Drive HR AI transformation, intelligent automation and responsible agentic solutions.
• Orchestrate governance for portfolio priorities, funding and value realization.
• Develop leaders and cross-functional partnerships across HR Centers of Excellence.

Skills

HR Leadership

AI Transformation

Global HR Leadership

Governance Management

HR Technology

Workforce Analytics

Strategic Planning

Program Management

Change Management

Industrial Psychology

Education

Bachelor's degree in related field

Advanced degree preferred

Job description

The Opportunity

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.

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, workforce planning, core HR, rewards or HR service delivery.

Demonstrated success advising senior HR executives, shaping strategy, leading transformation, and translating priorities into roadmaps, investment decisions, operating-model change and measurable outcomes.

Demonstrated experience leading AI-enabled transformation, process reimagination, intelligent automation, advanced analytics or responsible agentic capabilities.

Strong technology fluency across enterprise HR platforms, digital products, data, integrations, workflow, automation and AI-enabled capabilities.

Proven ability to lead through influence across global, cross-functional organizations and mobilize business, product, technology, data, risk and delivery teams around shared outcomes.

Strong business and investment acumen, executive communication, transformation leadership, organizational change, commercial judgment and strategic partner-management skills.

Preferred Qualifications

Advanced degree in HR, business, organizational development, technology or a related field.

Experience with Workday, ServiceNow HR, learning ecosystems, HR data and analytics, or comparable enterprise HR platforms.

Experience in pharmaceuticals, life sciences or another highly regulated global industry.

Experience scaling responsible AI, generative AI, intelligent automation or agentic solutions within HR or another enterprise function.

Required Skills

• Accountability
• Accountability
• Benefits Management
• Business Analysis
• Business Process Improvements
• Coaching
• Competency Development
• Global HR Leadership
• Governance Management
• HR Strategic Management
• Human Resource Management
• Human Resources (HR) Technology
• Human Resources (HR) Transformation
• Human Resources Consulting
• Human Resources Operations
• Implementation Methodologies
• Industrial and Organizational Psychology
• Intelligent Agents
• Leadership
• Organizational Leadership
• Pharmaceutics
• Product Management Strategy
• Program Management
• Stakeholder Relationship Management
• Strategic Planning

Inclusion and Equal Opportunity

Our company is committed to inclusion, ensuring that candidates can engage in a hiring process that exhibits their true capabilities.

As an Equal Employment Opportunity Employer, we provide equal opportunities to all employees and applicants for employment and prohibit discrimination on the basis of race, color, age, religion, sex, sexual orientation, gender identity, national origin, protected veteran status, disability status, or other applicable legally protected characteristics.

As a federal contractor, we comply with all affirmative action requirements for protected veterans and individuals with disabilities.

For more information about personal rights under the U.S. Equal Opportunity Employment laws, visit: EEOC Know Your Rights EEOC GINA Supplement.

We are proud to be a company that embraces the value of bringing together, talented, and committed people with diverse experiences, perspectives, skills and backgrounds. The fastest way to breakthrough innovation is when people with diverse ideas, broad experiences, backgrounds, and skills come together in an inclusive environment. We encourage our colleagues to respectfully challenge one another’s thinking and approach problems collectively. Learn more about your rights, including under California, Colorado and other US State Acts.

Location and Compensation

The primary location for this posting is: USA - New Jersey - Rahway

Where required by law, the compensation range for this role is provided below.

The salary range for the primary location of this role is: $231,900.00 - $365,000.00

This range reflects the Company's reasonable expectation of the base salary applicable to this role at the time of posting. An employee’s position within the salary range will be based on several factors including, but not limited to relevant education, qualifications, certifications, experience, skills, geographic location, government requirements, and business or organizational needs.

The successful candidate will be eligible for annual bonus and long-term incentive, if applicable.

We offer a comprehensive package of benefits. Available benefits include medical, dental, vision healthcare and other insurance benefits (for employee and family), retirement benefits, including 401(k), paid holidays, vacation, and compassionate and sick days.

More information about benefits is available at https://jobs.merck.com/us/en/compensation-and-benefits.

Additional location(s): Please note the salary range above applies to the Primary Location of the position. Where a role has other listed locations, different compensation guidelines may apply. You may find the salary ranges for additional locations below. If the salary range is not listed for the location you are applying to, our Talent Acquisition team will provide further information to you relevant to your location.

Fair Chance and Local Hiring Policies

San Francisco Residents Only: We will consider qualified applicants with arrest and conviction records for employment in compliance with the San Francisco Fair Chance Ordinance.

Los Angeles Residents Only: We will consider for employment all qualified applicants, including those with criminal histories, in a manner consistent with the requirements of applicable state and local laws, including the City of Los Angeles’ Fair Chance Initiative for Hiring Ordinance.

Agency Policy

Merck & Co., Inc., Rahway, NJ, USA, also known as Merck Sharp & Dohme LLC, Rahway, NJ, USA, does not accept unsolicited assistance from search firms for employment opportunities. All CVs / resumes submitted by search firms to any employee at our company without a valid written search agreement in place for this position will be deemed the sole property of our company. No fee will be paid in the event a candidate is hired by our company as a result of an agency referral where no pre-existing agreement is in place. Where agency agreements are in place, introductions are position specific. Please, no phone calls or emails.

Job Posting End Date

Job Posting End Date: 11/19/2026 *A job posting is effective until 11:59:59PM on the day BEFORE the listed job posting end date. Please ensure you apply to a job posting no later than the day BEFORE the job posting end date.

Our Mission

Our company is a global health care leader with a diversified portfolio of prescription medicines, vaccines and animal health products. The difference between potential and achievement lies in the spark that fuels innovation and inventiveness; this is the space where we have codified our legacy for over a century. Our success is backed by ethical integrity, forward momentum, and an inspiring mission to achieve new milestones in global healthcare.