Vice President, HR Technology and People Operations

Coherent Corp. Vietnam•Santa Clara, CA

6d•$222,000 - $380,375•Hybrid

About The Position

The Vice President of HR Technology & People Operations is a strategic leader who will be responsible for developing and executing a comprehensive global people operations and HR strategy while optimizing HR technology systems. Reporting to the Chief People Officer, this role will oversee global HR shared services, and all technology for the global HR group. A critical part of this role is leading the buildout of the HR Global Shared Service Centers (GSSC) ensuring operational excellence, efficiency, and scalability. This leader will drive a high-performing talent function that attracts, engages, and retains top talent while leveraging HR technology to streamline processes and enhance decision-making, ensuring scalable processes are developed and implemented worldwide. For the HR Technology component of the role, the successful candidate will define and execute the enterprise HR technology strategy for our global HR team. This role is responsible for shaping an integrated, AI-enabled HR technology ecosystem that simplifies how HR delivers value, enhances the employee experience, and enables data-driven decision making.

Requirements

Bachelor’s degree in human resources, business, or a related field.
15+ years of experience in HR technology, or a related HR leadership role within a global organization.
Proven experience in implementing, developing, managing and scaling a Global HR Business Service Center or HR shared service operations.
Proven success in designing and deploying enterprise-wide HR systems and technologies that drive talent acquisition and talent management processes, learning and development, employee onboarding, compensation and benefits, executive onboard and global people operations including AI-driven technologies.
Strong expertise in HR platforms (Workday, SAP SuccessFactors, Oracle HCM, or similar) and other HR technologies.
Expertise in developing dashboard, reporting, and metrics for the business.
Deep understanding of global labor markets, talent mobility, and international compliance.
Experience in change management, process automation, and HR digital transformation.
Strong leadership experience, including managing and developing global teams to execute large-scale HR and organizational initiatives.
Exceptional leadership, strategic thinking, and stakeholder management skills.
Experience leading talent strategies during periods of growth, transformation, or M&A.
Strong project management and execution skills, with the ability to drive results across multiple business units, geographies, and HR teams.
Large-scale corporate communication, stakeholder management, and change leadership skills.
Excels at prioritizing stakeholders and assessing outcomes and the strategic return on initiatives, with the ability to pivot strategy and direction as needed.
Exceptional written and verbal communication skills, with the ability to distill complex ideas into clear, engaging messages.
Highly adaptable, with a low ego, high EQ, and strong relationship-building skills across all levels.
Exceptional attention to detail and follow through, with ability to be flexible and adapt to change.
Ability to navigate and succeed in a fast-paced global organization.
Operates with a global mindset.
Results-based leadership style with strong impact and influencing skills.
Active listening, asking probing questions and offering creative solutions that meet our organizational objectives in the most effective way.
Knowledge of dynamic talent management and development programs and emerging trends, ability to use metrics to continuously improve.
Ability to take initiative, conscientiously following through on areas of responsibility, and manage the needs of multiple stakeholders.
Flexibility and adaptability to work in a fluid environment, often working under pressure and juggling multiple deadlines.
Demonstrate strong mentoring, influencing, relationship building, planning and organizational skills.
Ability to work in a fast-paced, dynamic environment with multiple priorities.
Ability to navigate ambiguity, drive clarity.
Create a working environment where productivity can be sustained and accomplished, and where innovation and personal growth is encouraged and realized.

Nice To Haves

Prior experience in implementation of Workday desired.

Responsibilities

Lead the strategy deployment of a global people operations and HR technology group.
Lead the strategic planning, setup, and operationalization of new GSSC, supporting global HR, and other business functions.
Stabilize and enhance current GSSC operations to better support the HR community, pulling more HR and COE tasks into the GSSC allowing for more strategic business partnering from the HR community.
Identify and secure a location for a new center that aligns with cost-saving objectives, talent availability, and business scalability.
Develop talent strategies to attract, train, and retain skilled professionals for the GSSC, ensuring operational continuity and efficiency.
Collaborate with legal, finance, and HR teams to ensure compliance with local labor laws and best HR practices.
Drive process automation, standardization, and continuous improvement initiatives within the GSSC.
Oversee global immigration via the GSSC.
Oversee the HR technology strategy, ensuring HR platforms support global business needs and enable data-driven decision-making.
Drive the integration of HR tools with the company’s HRIS to enhance people-related analytics, reporting, and efficiency.
Ensure HR systems comply with global data privacy and security standards.
Leverage automation and AI-based recruitment technologies to streamline hiring processes and improve candidate experience.
Partner with IT and HR teams to continuously assess and improve HR technology infrastructure, including the addition of AI related resources to streamline workflows for the HR community and the business as a whole.
Develop talent dashboards and metrics as needed.
Foster strong partnerships with executive leadership, regional HR teams, and business unit leaders to align talent strategies with corporate objectives.
Establish and track KPIs to measure success in hiring, HR technology adoption, core HR measures and GSSC efficiency.