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.
- 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.
- Lead global change, communication, and adoption; influence senior stakeholders without direct authority.
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你是否渴望让自己的职业生涯产生深远影响？ 当你考虑加入一个新团队时企业文化至关重要在施耐德电气我们的价值观与行为准则是构建卓越文化助力业务成功的基石我们坚信"IMPACT" 核心价值观-- 包容Inclusion精进Mastery使命Purpose力行Action求知Curiosity共赢Teamwork-- 源于每一位成员的践行 "IMPACT" 更是我们向你的诚挚邀约无论你身处何种岗位都能在施耐德电气将可持续发展的愿景转化为实际行动这是一份号召邀请你将个人职业发展与创造更具韧性更高效率更可持续的世界这一宏伟目标紧密相连 我们正在寻找"影响力创造者"IMPACT Makers-- 那些能在自动化电气化与数字化的交汇点将可持续发展愿景转化为切实行动的杰出人才我们推崇每一位"影响力创造者"并相信每个人都有潜力成为其中一员 加入施耐德电气成为"影响力创造者"-- 即刻申请！ 全球营收达 400 亿欧元 有机增长率超 9% 业务遍及 100 多个国家和地区员工超 15 万人 申请须知 所有岗位均需通过线上申请方可纳入考量本岗位招聘将持续至合适人选到岗为止 多元化与包容性承诺 施耐德电气致力于成为全球最具包容性与人文关怀的企业我们为世界各地的每一个人提供公平的机会确保所有员工都能感受到独特的价值认同在安全的环境中全力以赴贡献所长我们珍视并反映所运营社区的多元性"包容" 是我们的核心价值观之一我们坚信个体的差异能让企业与个人变得更加强大我们承诺在一切工作中积极倡导包容性 道德与合规准则 在施耐德电气我们坚守最高标准的道德与合规要求并坚信信任是核心价值基石《信任宪章》Trust Charter是我们的行为准则彰显了我们在道德安全可持续发展质量及网络安全方面的坚定承诺为我们业务的方方面面提供支撑也体现了我们尊重他人真诚对待所有利益相关方的意愿你可通过此处了解更多关于《信任宪章》的信息 平等就业机会声明 施耐德电气是一家倡导平等就业机会的雇主我们的政策是在招聘录用培训调动及晋升等各个环节为所有符合条件的个人提供平等的就业及发展机会不因种族宗教肤色性别残疾国籍血统年龄军籍性取向婚姻状况或任何其他受法律保护的特征或行为而产生歧视
