Key Responsibilities

Strategic Activities

- Define and execute the HR Technology roadmap aligned with enterprise, HR, and Digital priorities across SAP SuccessFactors, PeopleStrong, and related HR applications.
- Act as program partner to HR leadership for technology‑enabled transformation across the employee lifecycle.
- Drive process standardization, automation, data quality, and adoption while minimizing customization and technical debt.

Program Management & Governance
- Lead concurrent HR Technology initiatives from business case through design, build, testing, cutover, hypercare, and transition to operations.
- Institute governance controls including SteerCo, PMO, RAID logs, stage gates, and executive dashboards.
- Govern requirements, solution design, test readiness, go‑live criteria, cutover, hypercare exit, and BAU handover.

Functional & Integration Governance
- Coordinate requirements and solution decisions across Employee Central, Recruiting, Onboarding, Performance, Compensation, Learning, payroll, and attendance.
- Ensure requirements are complete, traceable, and translated into specifications, user stories, and acceptance criteria.
- Own release impact assessment, regression scope, business communication, and production‑readiness governance.

Stakeholder & Vendor Management
- Partner with HR leaders, process owners, and Digital teams to resolve priorities, risks, and dependencies.
- Govern implementation partners, AMS providers, and vendors for delivery quality, commercials, milestones, and service levels and Monitor vendor performance and intervene early where delivery or cost deviates.





Risk, Compliance & Operations
- Maintain risk registers and ensure timely mitigation and escalation of critical issues.
- Ensure solutions comply with internal controls, audit requirements, data‑privacy obligations, and segregation‑of‑duties principles.
- Govern incident, problem, change, release, and SLA management for HR platforms.

Skills Required

- HR Technology portfolio leadership across SAP SuccessFactors, payroll, attendance, learning, and employee‑experience platforms.
- Enterprise program management, portfolio planning, governance, and benefits realization.
- Business process analysis, solution design, data and integration governance.
- Executive stakeholder management, commercial acumen, and vendor governance.
- Risk, change, release, testing, and operational‑readiness management.

Key Performance Indicators

- Program Delivery & Adoption: Scope, milestones, budget, perks realization, stakeholder satisfaction, and timely transition to operations.
- Platform & Risk Performance: Availability, integration success, incident reduction, audit/security compliance.
- Vendor & Team Performance: SLA adherence, quality, knowledge transfer, team capability, and engagement.

Education & Experience

- Minimum: Bachelor’s in Engineering, IT, Computer Science, HR, or Business Administration.
- Preferred: MBA/PGDM and certifications (HR Tech, PMP/PRINCE2/Agile).
- Experience: 12+ years in enterprise applications, HR Technology, or digital transformation; leadership of complex programs; vendor and budget management; executive governance.

📌 Program Manager (Gurugram)
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