HR Knowledge Management Program Leader

Define and Execute Global HR Knowledge Management Strategy Define the global KM vision, roadmap, operating model, maturity path, and success measures. Align KM priorities with HR transformation, employee experience, self-service, Process Excellence, and AI strategies. Prioritize investments and coordinate delivery across regions, functions, and technology partners; own business

, product backlog priorities, platform adoption, vendor contribution, and benefits realization. Drive Knowledge Governance and Compliance Own and evolve KM policies, standards, and operating procedures covering knowledge ownership, taxonomy, quality, approval, lifecycle, review cadence, access, and compliance. Clarify accountability with HR leaders and process owners and ensure alignment with regulatory and enterprise requirements. Use analytics and automation to identify stale, duplicate, conflicting, or missing content and trigger accountable remediation. Enhance Knowledge-Centered Service (KCS) Adoption Embed KCS or comparable knowledge-centered practices that promote creation in the flow of work, reuse, feedback, and continuous improvement. Build contributor and manager capability through training, coaching, communications, and communities of practice. Build an AI-Ready Knowledge Ecosystem and Lead Innovation Create trusted, structured, searchable, and reusable knowledge using fit-for-purpose taxonomy, metadata, semantic layers, ontologies, or knowledge graphs. Translate generative AI, retrieval-augmented generation, copilots, agents, semantic search, and virtual assistants into practical HR use cases embedded in employee workflows. Establish human oversight, output validation, privacy, security, and responsible-AI controls. Manage an innovation portfolio; test, learn, and scale solutions based on user value, feasibility, risk, and measurable outcomes. Measure Value and Drive Continuous Improvement Define dashboards and targets for quality, coverage, findability, usage, self-service, ownership, KCS maturity, AI readiness, employee satisfaction, and operational value. Convert performance trends and user feedback into prioritized improvements and executive recommendations. Stakeholders Management and Change Leadership Align HR leaders, knowledge owners, HR Services, Employee Experience, regional teams, and digital partners around common outcomes and accountabilities. Lead global change, communication, and adoption; influence senior stakeholders without direct authority. Key Responsibilities Define and Execute Global HR Knowledge Management Strategy Define the global KM vision, roadmap, operating model, maturity path, and success measures. Align KM priorities with HR transformation, employee experience, self-service, Process Excellence, and AI strategies. Prioritize investments and coordinate delivery across regions, functions, and technology partners; own business requirements, product backlog priorities, platform adoption, vendor contribution, and benefits realization. Drive Knowledge Governance and Compliance Own and evolve KM policies, standards, and operating procedures covering knowledge ownership, taxonomy, quality, approval, lifecycle, review cadence, access, and compliance. Clarify accountability with HR leaders and process owners and ensure alignment with regulatory and enterprise requirements. Use analytics and automation to identify stale, duplicate, conflicting, or missing content and trigger accountable remediation. Enhance Knowledge-Centered Service (KCS) Adoption Embed KCS or comparable knowledge-centered practices that promote creation in the flow of work, reuse, feedback, and continuous improvement. Build contributor and manager capability through training, coaching, communications, and communities of practice. Build an AI-Ready Knowledge Ecosystem and Lead Innovation Create trusted, structured, searchable, and reusable knowledge using fit-for-purpose taxonomy, metadata, semantic layers, ontologies, or knowledge graphs. Translate generative AI, retrieval-augmented generation, copilots, agents, semantic search, and virtual assistants into practical HR use cases embedded in employee workflows. Establish human oversight, output validation, privacy, security, and responsible-AI controls. Manage an innovation portfolio; test, learn, and scale solutions based on user value, feasibility, risk, and measurable outcomes. Measure Value and Drive Continuous Improvement Define dashboards and targets for quality, coverage, findability, usage, self-service, ownership, KCS maturity, AI readiness, employee satisfaction, and operational value. Convert performance trends and user feedback into prioritized improvements and executive recommendations. Stakeholders Management and Change Leadership Align HR leaders, knowledge owners, HR Services, Employee Experience, regional teams, and digital partners around common outcomes and accountabilities. 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