HR Knowledge Management Program Leader

Key Responsibilities

1. 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.

1. 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.

1. 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.

1. 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.

1. 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.

1. 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.

1. 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.

1. 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.

1. 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.

1. 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.

1. 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.

1. 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.