Technology Transformation Manager (IT, HR, Legal)

Church & Dwight•Ewing, NJ

2d•Hybrid

About The Position

Church & Dwight is seeking a Technology Transformation Manager (IT, HR, Legal) to join our team to own the technology strategy and transformation roadmap for the Human Resources, Legal, and IT functions. The role sets the multi-year platform vision, brings deep domain expertise in HR and legal technology, and leads the adoption of AI and automation to modernize how these functions operate. The Technology Transformation Manager will work with functional leaders to identify where technology and AI can remove work, reduce cost to serve, and improve employee and legal service outcomes, then partner with architects, product owners, and delivery teams to deliver those outcomes within enterprise architecture, data, and security standards.

Requirements

Bachelor’s degree from an accredited institution in Information Systems, Computer Science, Business, Engineering or equivalent work experience
7+ years in enterprise technology, including hands-on depth in HR or Legal platforms.
Track record leading technology-enabled transformation, including process redesign and change adoption, not only project coordination.
Deep expertise in the HR and Legal technology landscape, including Workday, Workforce Software, Saba, contract lifecycle management, matter management, and IT service management.
Familiarity with good IT practices, including software development lifecycles, testing, and change and release management
Fluency in modern architecture and data concepts, including SaaS, APIs and integration, and enterprise data platforms.
Experience employing the skills at the designated proficiency level

Nice To Haves

Experience delivering AI or automation capabilities in an enterprise setting, including use case selection, value measurement, and responsible-use guardrails.
Consumer packaged goods industry experience preferred

Responsibilities

Own the multi-year technology roadmap for HR, Legal, and IT, translating functional strategy into a prioritized and funded plan.
Lead initiatives from concept through adoption with delivery teams, owning the business outcome rather than the handoff.
Prioritize and sequence demand across HR, Legal, and IT, making investment trade-offs grounded in business value.
Bring deep domain expertise across the HR and Legal technology landscape, including Workday, time and labor, learning, contract lifecycle management, matter management, and e-discovery, and advise functional leaders on where those platforms should go next.
Lead AI and automation adoption across HR, Legal, and IT, including AI-assisted employee service, contract review and analytics, agentic and copilot use cases, and intelligent process automation, with clear value cases and responsible-use guardrails.
Lead transformation programs that redesign HR and Legal processes around modern platforms and AI, rather than implementing software onto existing ways of working.
Partner with Data & Analytics and Information Security to ensure HR and Legal data is governed, high-quality, and AI-ready.
Lead and develop the team supporting HR, Legal, and IT technology, building depth in domain, product, and AI capability.
Define and report the value measures for these platforms, including adoption, process cycle time, cost to serve, and AI-driven productivity gains.
Own capacity and investment planning for the HR, Legal, and IT technology portfolio, and escalate trade-offs to functional leadership.