Following SES’s acquisition of Intelsat in July 2025, this position will oversee the integration of HR systems and play a key role in developing and implementing the comprehensive Digital HR Strategy. The primary objectives include driving digital transformation, enhancing the employee experience, delivering measurable business outcomes, optimizing HR technology investments, and incorporating advanced AI and digital practices throughout the HR function.

KEY RESPONSIBILITIES

Digital Strategy & Transformation

• Co-create and execute a multi-year Digital HR strategy aligned with SES’s business and growth objectives, positioning HR as a key enabler of workforce agility and competitiveness.
• Oversee program management and risk management of the SAP SuccessFactors Employee Central implementation, including retrofit of legacy modules and subsequent migration of Intelsat employees.
• Review and optimize SuccessFactors configuration, ensuring SES leverages the latest functionality, AI capabilities, and best-in-class design.
• Evaluate the HR technology landscape, benchmark against best-of-breed solutions, and define a roadmap to drive automation, simplification, and experience-led improvements.
• Develop robust business cases and investment proposals for digital HR initiatives, linking outcomes to productivity, cost-to-serve, adoption rates, and employee engagement.
• Build deep relationships with HR technology vendors and SES IT, embedding governance processes (e.g., quarterly business reviews) to ensure alignment, accountability, and measurable progress.

Employee Experience & Engagement

• Drive a shift from process-centric HR design to product-led, employee-centric experiences, reimagining key touchpoints across the employee lifecycle.
• Lead cross-functional design thinking teams to redesign “moments that matter” — from onboarding to offboarding — integrating personalization, automation, and AI.
• Simplify and modernize digital touchpoints, self-service, and mobile experiences to improve engagement and ease of use.
• Implement tools that support hybrid and remote work, continuous learning, well-being, and the transition toward a Skills-Based Organization (SBO).
• Partner with Talent Acquisition and L&D/Engagement leaders to enhance the candidate journey, strengthen internal mobility, and embed skills transparency into core processes.
• Automate repetitive HR processes (e.g. payroll, benefits, exit management) to reduce cost, increase accuracy, and free capacity for higher-value HR work.
• Deploy AI-powered recruitment tools to improve candidate matching, quality of hire, and time-to-hire.

Technology, Governance & Innovation

• Oversee adoption and optimization of advanced HR technologies, including AI, and workflow automation.
• Rationalize and simplify SES’s HR systems ecosystem, retiring legacy tools and implementing integrated, next-generation platforms.
• Ensure compliance with global data privacy, security, and regulatory requirements across all digital HR solutions.
• Monitor digital adoption, utilization, and employee experience metrics, ensuring solutions deliver measurable impact.
• Stay ahead of HR technology and workforce trends, proactively embedding innovations into SES’s digital roadmap.

Leadership & Culture

• Build and lead a high-performing, multi-disciplinary team of HR technologists, product managers, and transformation leaders.
• Foster a digital-first, innovative HR culture emphasizing continuous learning, collaboration, and agility.
• Provide strategic guidance to senior leadership on HR technology, AI, strategic workforce planning, and organizational health.
• Champion digital fluency and adoption across the People function, enabling HR teams and business leaders to work smarter through digital solutions.

QUALIFICATIONS & EXPERIENCE

• Extensive experience in HR technology, digital transformation, and product-led design.
• Proven success in leading large-scale, cloud-based HRIS implementations (e.g., SAP SuccessFactors Employee Central).
• Strong expertise in HRIS, AI, automation, and employee experience design.
• Knowledge of governance, data privacy, and regulatory compliance in HR technology.
• Demonstrated ability to develop business cases linking digital HR investments to ROI, adoption, and employee experience outcomes.
• Track record of building and leading multi-disciplinary teams and fostering innovative, high-performance cultures.
• Strong project management, vendor management, and stakeholder collaboration skills.
• Bachelor’s degree or equivalent qualification in Human Resources, Business, or related field; equivalent professional experience will also be considered.