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Head of Digital HR...

Head of Digital HR

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As taught in the Full Academy Access

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The Head of Digital HR is responsible for the design, implementation and adoption of digital HR platforms and solutions, which could include mobile, self-service and case management technologies.

Contents
Role family, salary range & work experience
Key responsibilities
Skills & competencies
Job description template
Detailed responsibilities & tasks
KPIs for this role
Training programs

Role family, salary range & work experience

HR role family: Strategist
Salary range: 127,000 – 174,000
Work experience: 12+ years

Key responsibilities

Designing the digital HR strategy in alignment with the broader people and technology strategy.
Managing the design and delivery of digital HR platforms and architecture.
Leading the development and deployment of digital solutions, including HR information systems (HRIS), employee self-service portals, mobile applications, and other digital tools.
Collaborating with HR stakeholders to identify opportunities for digital solutions that can improve HR processes, including recruitment, onboarding, performance management, learning and development, and employee engagement.

Skills & competencies

Action Orientation
Analytics Translation
Context Interpretation
Data-Driven
Digital Adoption
Digital Aptitude
Problem-Solving
Technology Empowered

Job description template: Head of Digital HR

The Head of Digital HR is responsible for driving the digitalization of HR processes, improving employee experiences, and implementing new digital solutions to support business objectives.

Responsibilities:

Develop and implement a comprehensive digital strategy for the HR department that aligns with the overall business strategy.
Collaborate with HR stakeholders to identify opportunities for digital solutions that can improve HR processes, including recruitment, onboarding, performance management, learning and development, and employee engagement.
Lead the development and deployment of digital solutions, including HR information systems, employee self-service portals, mobile applications, and other digital tools.
Manage a team of digital specialists to deliver projects on time and within budget.
Ensure that all digital solutions comply with data privacy and security regulations.
Provide guidance and support to HR stakeholders on the use of digital tools and technologies.
Monitor and analyze digital metrics to identify opportunities for improvement and measure the impact of digital initiatives.
Stay up-to-date with the latest digital trends and technologies and recommend new solutions to support business objectives.

Requirements:

Bachelor’s or Master’s degree in Digital Marketing, Information Technology, Human Resource Management or a related field.
Proven experience in leading digital projects and managing teams.
Knowledge of digital technologies, including HR information systems, employee self-service portals, mobile applications, and other digital tools.
Experience in developing and implementing digital strategies.
Strong analytical skills and ability to interpret data.
Excellent communication skills and ability to collaborate with stakeholders at all levels.
Strong project management skills and ability to manage multiple projects simultaneously.
Familiarity with data privacy and security regulations.
Passion for digital innovation and continuous improvement.

Detailed responsibilities & tasks

Develop and implement a comprehensive digital strategy for the HR department that aligns with the overall business strategy.
Collaborate with HR stakeholders to identify opportunities for digital solutions that can improve HR processes, including recruitment, onboarding, performance management, learning and development, and employee engagement.
Lead the development and deployment of digital solutions, including HR information systems, employee self-service portals, mobile applications, and other digital tools.
Manage a team of digital specialists to deliver projects on time and within budget.
Ensure that all digital solutions comply with data privacy and security regulations.
Provide guidance and support to HR stakeholders on the use of digital tools and technologies.
Monitor and analyze digital metrics to identify opportunities for improvement and measure the impact of digital initiatives.
Stay up-to-date with the latest digital trends and technologies and recommend new solutions to support business objectives.ed services operations.

Detailed skills description

Digital expertise: A strong understanding of digital trends and technologies, as well as experience with digital HR tools and platforms.
HR knowledge: In-depth knowledge of HR practices, policies, and procedures, including talent acquisition, employee engagement, learning and development, compensation and benefits, and HR analytics.
Strategic thinking: The ability to think strategically and develop long-term digital HR strategies aligned with the organization’s goals and objectives.
Communication skills: Excellent communication skills, including the ability to articulate complex digital HR concepts clearly and concisely, and to work collaboratively with stakeholders across the organization.
Leadership skills: Strong leadership skills, including the ability to inspire and motivate teams, manage change, and drive innovation.
Analytical skills: Strong analytical skills, including the ability to analyze data, make data-driven decisions, and develop and implement HR metrics and analytics programs.
Project management skills: Strong project management skills, including the ability to manage multiple projects simultaneously, prioritize tasks, and meet deadlines.
Business acumen: A strong understanding of the organization’s business and industry, and the ability to align digital HR initiatives with the organization’s overall strategy and objectives.
Creativity: The ability to think creatively and develop innovative digital HR solutions to complex problems.
Continuous learning: A commitment to continuous learning and professional development, including staying up to date with the latest digital HR trends and technologies.

KPIs for this role

Digital HR strategy: Developing and implementing a digital HR strategy that aligns with the overall business strategy, and achieving measurable improvements in HR processes and employee experience.
HR technology adoption: Ensuring the adoption and effective use of digital HR tools and technologies by HR teams, managers, and employees, and achieving high levels of user satisfaction.
Data analytics: Leveraging data analytics and insights to measure the effectiveness of HR programs and initiatives, identify areas for improvement, and make data-driven decisions.
Employee engagement: Enhancing employee engagement and productivity through digital HR tools and platforms, and measuring engagement levels through surveys and feedback.
Talent acquisition: Driving innovation in talent acquisition through digital channels and technologies, and achieving measurable improvements in time-to-hire, quality of hire, and candidate experience.
Learning and development: Ensuring that digital learning and development programs are effective in upskilling employees, and measuring their impact on performance and career development.
HR operations efficiency: Improving the efficiency of HR operations through automation, self-service, and other digital solutions, with measurable gains in process efficiency and cost savings.
Digital transformation: Leading digital transformation initiatives within HR and across the organization, achieving measurable improvements in business outcomes and customer experience.
Change management: Developing and implementing change management strategies to support digital transformation and ensure successful adoption of new technologies and processes.
Innovation and thought leadership: Staying up to date with the latest trends and best practices in digital HR, and driving innovation and thought leadership within the organization and industry.

Training programs

Catherine Scott

Catherine is the Manager, Editorial Content & Strategy at AIHR. She manages the content for AIHR's blogs. Catherine aspires to provide content that is relevant, insightful, and unique to the HR audience.