Product & Delivery Lead - Human Capital

Careers at KKR•Boston, MA

6d•$230,000 - $275,000

About The Position

KKR's Technology team is seeking a Tech Product & Delivery Lead for Human Capital to own the end-to-end strategy, roadmap, and delivery of technology solutions that power KKR's people experience. This role involves partnering closely with the Chief Human Capital Officer and the broader Human Capital leadership team, as well as the Human Capital Engineering team, to shape the multi-year vision for HC technology. The leader will build and lead a team of product managers and delivery leads, and personally drive complex, high-impact programs. The role serves as a senior bridge between Human Capital stakeholders and engineering, ensuring a deep understanding of business priorities to drive the right prioritization, modernization, and AI-enabled transformation of how KKR attracts, develops, rewards, and retains its people globally.

Requirements

12+ years of experience in system implementations, product management, technology delivery, or transformation roles, with meaningful time leading Human Capital / HC technology programs, ideally within financial services, professional services, or large enterprise environments.
Proven track record of building and leading product and delivery teams, and of personally delivering enterprise HC technology programs at scale across multiple geographies, including partnering with engineering teams, vendors, and systems integrators in a matrixed environment with executive stakeholders.
Deep understanding of the end-to-end employee lifecycle and the operating model of a modern Human Capital function — including talent acquisition, onboarding, core HR, performance management, compensation and total rewards, learning and development, succession and talent management, employee engagement, and HC operations / shared services.
Hands-on familiarity with leading HC technology platforms across the stack — e.g., Workday, SAP SuccessFactors, or Oracle HCM for core HR; Workday Recruiting, Greenhouse, SmartRecruiters, or Eightfold for talent acquisition; Lattice, Culture Amp, or Workday Talent for performance; comp planning tools; Cornerstone, Docebo, or Workday Learning for LMS; Glint / Qualtrics for engagement; and ServiceNow HRSD for case management.
Knowledge of global employment, payroll, benefits, and data privacy regulatory requirements and their implications on HC technology and data architecture.
Technical fluency with enterprise human capital platforms, identity and access management, data governance, workflow automation, and emerging AI/ML tools applied to people and talent use cases; experience designing integration architectures (APIs, event streams, iPaaS) and HC data models across best-of-breed vendor systems.
Familiarity with cloud architecture, modern data management, and analytics tools (e.g., Python, SQL, Power BI, Sigma, Tableau, or equivalent) and with building a people data and analytics layer on top of operational HC systems.
Understanding of enterprise DevOps, CI/CD practices, and modern SDLC frameworks, and how they apply in a configuration-heavy SaaS HC environment.
Bachelor's degree in Computer Science, Business, Human Capital / Human Resources, Industrial / Organizational Psychology, or a related field.

Nice To Haves

MBA or advanced degree preferred.

Responsibilities

Define and own the multi-year technology strategy and roadmap for the end-to-end Human Capital technology stack – spanning talent acquisition, onboarding, core HR / employee lifecycle, performance management, compensation, learning and development, training, and human capital operations – ensuring alignment with the firm's people strategy and business priorities.
Drive prioritization and governance of the HC technology portfolio, balancing near-term operational needs (annual cycles such as performance, comp, and open enrollment) with long-term platform modernization aligned to the CHCO's and Human Capital leadership team's vision.
Stay current on emerging trends across HC technology, talent intelligence, skills platforms, people analytics, and AI-driven HC solutions – bringing innovation into the roadmap and shaping the perspective of Human Capital leadership on where to invest.
Partner with the Chief Human Capital Officer, HC Business Partners, Talent Acquisition, Total Rewards, Talent Management, Learning & Development, People Analytics, HC Operations, DEI, and Employee Relations teams to understand business requirements and translate complex people processes into practical, scalable technology solutions.
Collaborate closely with engineering leads to design scalable, secure, and efficient solutions supporting the full employee journey (e.g., recruiting and candidate experience, onboarding, position management, performance and goals, compensation planning, learning and certifications, succession, and case management).
Serve as the senior technology partner to the Human Capital function, facilitating cross-functional collaboration across HC, Finance, Legal, Compliance, and Technology, and building deep partnerships with business leaders globally.
Lead a team of product managers and delivery leads, setting standards for discovery, requirements management, delivery cadence, and adoption across the Human Capital technology portfolio.
Oversee end-to-end product lifecycle for all HC platforms – including requirements gathering, vendor selection, solution design, configuration, testing, rollout, change management, adoption, and continuous improvement.
Drive the development and implementation of platforms supporting the full employee lifecycle, including Core HCM and position management, Applicant Tracking and recruiting, Onboarding, Performance and Goals, Compensation and Total Rewards, Learning Management and training, Succession and Talent Reviews, Employee Engagement and Listening, People Analytics, and HR Service Delivery / case management.
Ensure HC technology solutions deliver an integrated, modern employee experience, with workflow automation, manager and employee self-service, and real-time insights into workforce, talent, and people operations metrics.
Own delivery accountability for the portfolio – including budget, vendor relationships, SOWs, milestones, risks, and stakeholder communication.
Champion the modernization and automation of the Human Capital technology stack, including cloud-native architecture, a consolidated people data platform, modern integration patterns, and the application of advanced analytics and AI/ML to talent, performance, comp, and learning use cases.
Evaluate and integrate best-of-breed HC technology solutions (e.g., core HCM, ATS, performance, comp planning, LMS / LXP, engagement, talent intelligence, and HR service delivery platforms) as needed to enhance capabilities.
Lead the responsible adoption of AI-enabled capabilities across the employee lifecycle – for example, in candidate sourcing and screening, internal mobility, skills inference, performance and feedback summarization, personalized learning, and HCR knowledge management – with appropriate governance and human oversight.
Drive adoption of new solutions and embed them into the day-to-day workflows of managers, employees, and the HC function, ensuring measurable impact and a best-in-class user experience.
Ensure all Human Capital technology platforms meet global regulatory expectations, employment law, data privacy (e.g., GDPR, CCPA), and internal governance standards specific to people data and sensitive HCR processes.
Partner with Legal, Compliance, Information Security, and HC Operations to align solutions with enterprise risk management frameworks and to operationalize controls across the people data lifecycle.
Implement controls, access models, and risk mitigation protocols aligned with enterprise technology policies, with particular attention to confidentiality of compensation, performance, and employee relations data.
Monitor adoption and performance of deployed HC platforms, leveraging quantitative and qualitative feedback (employee, manager, HCR user) to inform continuous enhancements.
Lead continuous improvement initiatives to enhance system performance, user experience, process efficiency, and business value delivery across the HC technology portfolio.
Define, measure, and report on key product and delivery metrics – including adoption, cycle time, NPS, time-to-hire, time-to-productivity, and ROI – to Human Capital leadership and the Technology leadership team.