Role Overview

• Bridge the gap between Talent Strategy and People Technology.
• Translate Talent Philosophy and frameworks into design of Talent tools and HR technology stack.
• Partner with People Technology team, HR Centers of Excellence, and stakeholders to design, implement, and optimize digital experiences supporting performance management, learning, talent development, and employee growth.

Key Responsibilities

• Partner with Talent Management, L&D, Performance, and Compensation teams to translate talent philosophies, frameworks, competency models, and development pathways into system requirements, design, and functionality.
• Collaborate with Talent and Technology teams to define functional and technical specifications for HR systems including Workday and other performance, learning, and compensation systems.
• Serve as voice of employee and HR practitioner ensuring intuitive, user-friendly solutions aligned with SIE’s cultural values.
• Design intuitive user experiences for managers and employees in talent management workflows based on workflow designs and user feedback.
• Contribute to UX and design process for HR technologies from concept to launch.
• Manage end-to-end product lifecycle including roadmap planning, feature prioritization, testing, and adoption.
• Build partnerships across HR, IT, and business to align system design with strategic talent priorities.
• Monitor and evaluate system performance using feedback, data, and analytics for continuous improvement.
• Stay informed on emerging HR technology trends and provide thought leadership to enhance Talent strategy.
• Lead change and stakeholder management during talent technology implementations and process improvements including training for HR practitioners and managers.

Qualifications

• 5-7+ years in talent management, performance management, HR technology, or product management with experience in requirements gathering, roadmap development, and product lifecycle management.
• Proven product management experience with successful change management and adoption results.
• Advanced HRIS expertise in Talent Management, Performance Management, and Compensation Planning, preferably with Workday.
• Experience with goal-setting frameworks, competency models, talent assessment, and skills-based approaches.
• Strong analytical and technical skills including HR analytics, dashboard creation, and data-driven decision making.
• Passion for designing simple, engaging employee and manager experiences aligned with talent philosophy.
• Strong collaboration and influence abilities across technical/non-technical teams, HR, IT, and business stakeholders.
• Change management skills with demonstrated stakeholder engagement to drive adoption.
• Certifications in Talent & Performance Management, WorkDay, Change Management, Project Management.