Senior Director, HR Technology Strategy & Architecture

Own and evolve the enterprise HR Technology Strategy and multi-year roadmap, ensuring alignment with business priorities and the HR operating model.Lead the strategy and roadmap for AI‑enabled HR service delivery, with a clear focus on expanding Tier 0 self‑service capabilities that improve employee experience and reduce cost‑to‑serve.Define and govern AI‑driven HR technology capabilities (e.g., virtual agents, intelligent knowledge, automation), ensuring responsible use, data privacy, security, and regulatory compliance.Establish the architectural and operating model foundations required to scale AI across HR, including AI‑ready knowledge management, integration standards, and performance measurement.Drive measurable business value from AI adoption by increasing case deflection, improving resolution quality and speed, and continuously optimizing digital self‑service through data‑driven insights.Serve as a trusted HR Technology business partner by working closely with HRLT, HR functional leaders, HR Technology, and IT to translate business needs into scalable, technology‑enabled solutions.Act as the primary liaison between HR and IT, ensuring alignment on strategy, priorities, and roadmaps while advocating for HR requirements.Proactively partner with stakeholders to shape system design, process integration, and change adoption, ensuring HR technology solutions enhance operational effectiveness, employee experience, and compliance.Establish architectural principles and standards that guide platform optimisation, investment decisions, and system evolution.Provide end-to-end accountability for the HR technology landscape (e.g., Workday, ServiceNow), ensuring performance, scalability, security, and compliance.Govern demand intake, prioritisation, release management, and change control to ensure disciplined and value-driven delivery.Oversee system configuration standards, integration integrity, and data governance controls across the HR ecosystem.Act as design authority for new capabilities, enhancements, and platform expansions, ensuring architectural coherence and enterprise alignment.Lead vendor and strategic partner governance, ensuring roadmap alignment, performance management, and risk mitigation.Partner with HRLT, IT, Finance, Risk, and business leaders to ensure technology decisions support enterprise strategy and regulatory requirements.Drive innovation and continuous improvement across HR technology, embedding automation, AI, analytics, and digital experience enhancements.Your Skills & Abilities: Strong functional HR knowledge, deep understanding of the HR processes within CSL and the policies that govern them.Demonstrates the ability to build and sustain trusted, collaborative relationships across functions, regions, and levels of the organization.AI‑Enabled HR Service Governance – Ability to design and scale AI‑driven HR services while ensuring architectural integrity, compliance, and risk management.Tier 0 Digital Self‑Service Enablement – Strong capability in advancing intelligent self‑service through knowledge management, automation, and user‑centric experience design.Effectively partners with key stakeholders to understand priorities, align objectives and co-create solutions that drive shared outcomes.Deep expertise in HR technology architecture, including systems, integrations, data models and user experience frameworks.Strong understanding of global HR technology ecosystems and multi-platform integration complexity.Ability to influence senior stakeholders and guide enterprise-level HR technology decisions.Strong capability to simplify complexity and drive architechural coherence across HR and other IT platforms.Experience conducting technology landscape assessments and designing future-state architectures.Experience managing global HR technology landscapes with end-to-end platform accountability.Strong vendor and strategic partner governance capability.Proven ability to lead cross-functional, multi-regional HR technology transformation initiatives.Strategic governance mindset withexperience in operating model design, continuous improvement and KPI driven performance management.Travel Requirements: To learn more about CSL, CSL Behring, CSL Seqirus and CSL Vifor visit https://www.csl.com/ and CSL Plasma at https://www.cslplasma.com/. By celebrating our differences and creating a culture of curiosity and empathy, we are able to better understand and connect with our patients and donors, foster strong relationships with our stakeholders, and sustain a diverse workforce that will move our company and industry into the future. CSL is an Equal Opportunity Employer.

Create an account to see the full posting, access our search engine, and more.