Director, Enterprise System Transformation

Hexagon

1d•Remote

About The Position

Hexagon Autonomy and Positioning (A&P) is looking for a Director, HRIS & People Systems Transformation. Global Business Services is responsible for setting the strategy, governance, and execution framework for the implementation and evolution of the organization’s global HR technology landscape. This role leads the end-to-end deployment of enterprise HRIS platforms and establishes the long-term operating model for HR systems, data, and process integration. This Director will serve as the senior leader accountable for the successful implementation, adoption, and optimization of HRIS capabilities across the business, partnering closely with HR, IT, Finance, and executive leadership to enable scalable, data-driven people processes. The role combines strategic program leadership, enterprise change management, and operational ownership to deliver improved employee experience, stronger data integrity, and increased organizational efficiency. This position requires a leader who can operate at both strategic and execution levels, defining the long-term roadmap while ensuring successful global delivery. The Location: Hexagon is a global company with offices around the world. This position can be based remotely in the United States.

Requirements

Bachelor’s degree in Human Resources, Information Systems, Business, or related field.
5+ years of experience managing HR or HRIS‑related project/program management
Proven experience managing multi‑million‑dollar project portfolios.
Strong financial acumen, including business case and ROI validation.
Hands‑on experience with systems such as SuccessFactors or equivalent.
Strong understanding of HR functional processes (Talent, Org Management, Compensation, Learning, Payroll, etc.).
Experience with system configuration, integrations, and complex HR data structures.
Strong project management background (PMP or similar certifications preferred).
Excellent communication, leadership, stakeholder alignment, and change management skills.

Responsibilities

Define and lead the global HRIS strategy aligned with business growth, workforce planning, and digital transformation priorities.
Own the end-to-end delivery of the enterprise HRIS implementation, including roadmap development, governance structure, and execution model.
Establish the long-term operating model for HR systems, ensuring scalability, standardization, and sustainability.
Serve as the senior point of accountability for HR technology outcomes, adoption, and value realization.
Partner with HR functional leaders (Payroll, Talent, Learning, Total Rewards, Performance, etc.) to define global process standards and system requirements.
Ensure solutions align with enterprise architecture principles and global design standards.
Guide decision-making on system capabilities, integrations, and configuration direction in collaboration with IT and vendors.
Provide executive oversight for system configuration, integrations, and testing activities.
Ensure consistent global deployment, balancing standardization with regional requirements.
Drive execution in partnership with the VP People & Culture and business leadership to ensure adoption and long-term success.Lead a multi-year, global HRIS transformation program across all business areas.
Oversee program timelines, budgets, risk management, and delivery milestones at an enterprise level.
Monitor program health, manage dependencies, and ensure alignment across HR, IT, and business leadership.
Embed best-in-class program management practices and governance frameworks..
Foster collaboration and transparency across business units and external partners.
Lead the change strategy for HRIS transformation, embedding structured change management into every phase of delivery.
Champion adoption across global teams through strong communication, stakeholder engagement, and training enablement.
Ensure readiness planning, impact assessments, and post-go-live stabilization plans are in place.
Establish strong HR data governance standards, ensuring accuracy, consistency, and compliance across systems.
Partner with HR, IT, and Analytics teams to enable robust reporting and people insights capabilities.
Drive alignment between HRIS, workforce analytics, and enterprise data strategies.
Build strong partnerships with HR leaders, IT, Finance, and regional HR teams.
Manage vendor relationships, ensuring service delivery aligns with project goals and SLAs.
Facilitate steering committee updates, project reviews, and decision‑making discussions.
Build strong relationships with internal and external partners.
Continuously evaluate HRIS performance, recommending enhancements or new functionality.
Support release management activities by evaluating new features and coordinating regression testing.
Maintain project documentation, system design records, and operational procedures.