Vice President, Global HR Technology & People Platforms, Global

Job description

About Vantage Data Centers Vantage Data Centers powers, cools, protects and connects the technology of the world’s well-known hyperscalers, cloud providers and large enterprises. Developing and operating across North America, EMEA and Asia Pacific, Vantage has evolved data center design in innovative ways to deliver dramatic gains in reliability, efficiency and sustainability in flexible environments that can scale as quickly as the market demands. Position Overview This role can be based in Denver, CO following our flexible work policy (3 days in-office, 2 days flexible), or remote, US. The VP, Global HR Technology & People Platforms is the enterprise product owner for Vantage’s People technology ecosystem, responsible for transforming Workday and a new HR Service Delivery Platform into a scalable, intelligent operating system for workforce planning, talent deployment, and employee experience. Reporting to the Chief People Officer, this role will define and execute the strategy to: Embed end-to-end people processes into Workday (planning → hiring → development → mobility → promotion → backfill) Stand up a new HR Service Delivery Platform as the global service delivery layer Enable a closed-loop talent flywheel that prioritizes internal mobility, improves workforce productivity, and links talent decisions to business demand This leader will operate as a product executive, not just a systems owner, driving process standardization, automation, data governance, and AI enablement across HR, Finance and IT to delivery measurable business outcomes. Core Accountabilities 1 . Platform Strategy & Product Ownership Own the global People Technology strategy and roadmap across Workday, HR Service Delivery platform, and adjacent systems Position: Workday as the system of execution for workforce and talent decisions and HR Service Delivery platform as the employee service and experience layer Ensure platforms are designed as connected products, not siloed tools 2. End-to-End People Process Architecture (Core of the Role) Design and implement integrated, end-to-end people workflows, including: workforce planning → requisition → hiring → mobility → promotion → backfill Translate workforce demand (Adaptive planning) into approved roles, hiring actions and internal mobility opportunities Embed decision logic and automation, including internal vs external hiring (“build vs buy”), promotion and lateral movement rules and compensation triggers aligned to job architecture Drive global standardization of people processes 3. Talent Flywheel & Internal Mobility Engine Build and operationalize a closed-loop talent flywheel: demand → match → move → backfill → repeat Leverage: performance data, succession plans, skills taxonomy Enable internal-first hiring and talent deployment strategies Ensure seamless orchestration of recruiting, succession, promotions and workforce planning 4. HR Service Delivery & Employee Experience Layer Implement and scale a global HR Service Delivery platform Define and optimize service catalog & case taxonomy, knowledge management, employee and manager self-service Drive AI-enabled service delivery (case deflection, virtual agents) Align service delivery to shared services operating model 5. Data, Architecture & Enabling Foundations Ensure foundational capabilities are designed and embedded: job architecture (job families, levels), taxonomy and mapping skills, compensation structures and bands, career pathways (as needed) Enable these to support: workforce planning, talent matching, compensation decisions 6. AI, Automation & Innovation Identify and deploy AI-enabled capabilities, including talent matching and recommendations, service automation and case resolution Ensure responsible AI governance, data privacy, and compliance Drive measurable productivity and efficiency gains 7. Execution, Delivery & Scale Own global HR technology delivery: releases, integrations, enhancements Lead multi-region transformation programs Ensure platforms scale with business growth and complexity Job Requirements 10–15+ years of progressive experience in HRIS, HR Technology, or People Systems leadership roles Familiarity with AI-enabled HR technologies and experience integrating automation, intelligent workflows, or emerging AI capabilities into business processes while maintaining appropriate governance and data privacy standards. Deep, hands-on expertise with Workday HCM, including configuration, reporting, and module integration Proven experience leading HRIS teams in complex, multi-site, or global organizations Strong understanding of HR processes across core HR, compensation, benefits, talent, and payroll integrations Experience managing large-scale system implementations, upgrades, or transformations Strong stakeholder management skills across HR, IT, Finance, and executive leadership Demonstrated ability to translate business needs into scalable system solutions Bachelor’s degree required; advanced degree in HR, Information Systems, or related field preferred Experience with data governance, HR compliance, and systems controls Preferred Experience with advanced Workday capabilities (e.g., Advanced Reporting, Security, Integrations) Experience deploying or scaling AI-enabled capabilities within Workday or the broader HR technology ecosystem. Familiarity with generative AI, agentic workflows, and emerging technologies supporting employee experience, service delivery, and workforce analytics. HR Shared Services and Service Delivery Platform experience Experience in high-growth or rapidly scaling organizations Strong HR analytics / people data experience Experience leading cross-functional transformation (HR + IT + Finance) Change management and stakeholder communication expertise Why This Matters HR technology is a critical lever for growth, not just an operational support function. It determines whether the organization can deploy talent against business demand with speed, precision, and consistency at scale. This role ensures our platforms evolve into an integrated system of execution—providing trusted data, enabling automation, and embedding decision logic directly into our people processes. The outcome is a more agile organization where hiring, movement, and workforce decisions are faster, smarter, and more aligned to business priorities, while delivering consistent and scalable employee experience globally. HRIS is a foundational enabler of scale, efficiency, and workforce visibility. It determines whether the organization can effectively hire, manage, and pay talent at speed and at scale. This role ensures HR systems evolve in step with business growth, providing accurate, trusted data for decision-making while enabling efficient, automated, and consistent HR service delivery across the employee lifecycle. Ultimately, it ensures that Workday and the broader HR technology ecosystem deliver measurable business value through strong governance, reliability, and operational control. Physical Demands and Special Requirements The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodation may be made to enable individuals with disabilities to perform the essential functions. While performing the duties of this job, the employee is occasionally required to stand; walk; sit; use hands to handle or feel objects; reach with hands and arms; climb stairs; balance; stoop or kneel; talk and hear. The employee must occasionally lift and/or move up to 25 pounds. Additional Details Salary Range: $250,000- $275,000 Base + Bonus (this range is based on Colorado market data and may vary in other locations) This position is eligible for company benefits including but not limited to medical, dental, and vision coverage, life and AD&D, short and long-term disability coverage, paid time off, employee assistance, participation in a 401k program that includes company match, and many other additional voluntary benefits. Compensation for the role will depend on a number of factors, including your qualifications, skills, competencies, and experience and may fall outside of the range shown. #LI-Hybrid #LI-Remote #LI-CM1 We operate with No Ego and No Arrogance. We work to build each other up and support one another, appreciating each other’s strengths and respecting each other’s weaknesses. We find joy in our work and each other, actively seeking opportunities to inject fun into what we do. Our hard and efficient work is rewarded with an above market total compensation package. We offer a comprehensive suite of health and welfare, retirement, and paid leave benefits exceeding local expectations. Throughout the year, the advantage of being part of the Vantage team is evident with an array of benefits, recognition, training and development, and the knowledge that your contribution adds value to the company and our community. Don't meet all the requirements? Please still apply if you think you are the right person for the position. We are always keen to speak to people who connect with our mission and values. Vantage Data Centers is an Equal Opportunity Employer Vantage Data Centers does not accept unsolicited resumes from search firm agencies. Fees will not be paid in the event a candidate submitted by a recruiter without an agreement in place is hired; such resumes will be deemed the sole property of Vantage Data Centers. We’ll be accepting applications for at least one week from the date this role is posted. If you're interested, we encourage you to apply soon—we’re excited to find the right person and will keep the role open until we do!