Director, HR Transformation Delivery

Overview

The Director, H2R Transformation Delivery serves as the delivery lead for the Hire-to-Retire (H2R) workstream within the enterprise transformation. This leader is accountable for translating enterprise H2R strategy, process design, policy, data, and technology requirements into executable plans for the remaining Industry Group transformations and for delivering those plans through readiness, go-live, stabilization, and transition to business-as-usual ownership.

The Director will work closely with other Transformation Delivery Leads and with HR, Payroll, Operations, Finance, IT, Global Process Owners, Data, Adoption, and PMO stakeholders to manage cross-functional dependencies and deliver an integrated employee and operator experience. The role will also partner closely with the HR PMO, which manages the HR function's business-as-usual transformation portfolio, to align priorities, capacity, governance, and the transition of project capabilities into sustainable HR operations.

Benefit Information

ABM offers a comprehensive benefits package. For information about ABM's benefits, visit ABM Employee Benefits | Staff & Management 

Responsibilities

Transformation Delivery & Industry Group Deployment

• Lead end-to-end H2R delivery for the remaining Industry Group transformations, from discovery and planning through design validation, build, testing, readiness, deployment, hypercare, and stabilization.
• Build and maintain an integrated H2R delivery plan that connects process, policy, data, technology, payroll, workforce management, testing, adoption, and operational readiness activities.
• Translate enterprise H2R standards into practical deployment requirements while identifying legitimate Industry Group, regulatory, client, union, or operational considerations that require resolution through the appropriate governance forum.
• Own H2R milestones, scope, dependencies, risks, issues, resource needs, and delivery decisions; provide clear, concise reporting and timely options when performance or readiness is at risk.
• Apply lessons learned from prior deployments to reduce risk and rework, strengthen data and process readiness, and improve the field experience for each successive Industry Group launch.

Cross-Functional Integration & Governance

• Partner with other Transformation Delivery Leads to manage end-to-end dependencies across H2R, Quote-to-Cash, Source-to-Pay, Record-to-Report, and enabling technology and data workstreams.
• Coordinate closely with HR, Payroll, Operations, IT, Finance, Data, Adoption, Global Process Owners, and Industry Group leaders to create shared accountability for deliverables, decisions, and readiness outcomes.
• Represent H2R in program governance including integrated planning, Design Authority, SteerCo, readiness reviews, and go/no-go recommendations; ensure decisions are documented and translated into action.
• Surface cross-functional impacts early and drive issues to root cause, clear ownership, an agreed resolution path, and closure rather than allowing workstream-level solutions to create downstream risk.
• Maintain disciplined delivery governance using standard project tools, dashboards, stage gates, and reporting expectations established by the Transformation PMO.

HR PMO & Business-as-Usual Portfolio Alignment

• Partner with the HR PMO to align the enterprise transformation roadmap with HR's business-as-usual transformation portfolio, delivery capacity, technology releases, regulatory commitments, and other HR priorities.
• Establish one connected view of H2R initiatives to identify sequencing conflicts, competing resource demands, duplicate efforts, and opportunities to reuse capabilities across enterprise transformation and HR-led projects.
• Define transition-to-BAU plans early with clear future-state ownership, support processes, operating measures, documentation, capability requirements, and acceptance criteria for HR, Payroll, Shared Services, and Global Process Owners.
• Support portfolio prioritization and intake decisions by providing fact-based assessments of business value, delivery impact, dependencies, readiness, and resource requirements.

Adoption, Readiness & Stabilization

• Drive measurable organizational readiness across leadership alignment, process and role clarity, data quality, system access, testing, training, communications, support, and field execution.
• Partner with Adoption and Industry Group leaders to ensure impacted teams understand what is changing, why it matters, how work will be performed, and what leaders must reinforce before and after go-live.
• Establish deployment and stabilization measures that provide an objective view of H2R readiness, payroll and workforce process performance, employee experience, adoption, risk, and hypercare exit.
• Ensure sustainable handoff by confirming that BAU owners have the capacity, capability, documentation, governance, and performance insight required to operate and continuously improve the new processes.

Qualifications

Education: Bachelor's degree in Human Resources, Business Administration, Information Systems, Finance, Operations, or a related field; advanced degree or relevant certification preferred.

Experience:

• 10+ years of progressive experience in transformation delivery, HR operations, payroll, HR technology, program leadership, or a related discipline, including responsibility for complex enterprise initiatives.
  • Proven success delivering large-scale H2R transformation across multiple business units or operating groups in a complex, matrixed organization.
  • Strong end-to-end H2R knowledge including core HR, workforce administration, time and attendance, payroll, talent acquisition, onboarding, benefits, compensation, performance, learning, and offboarding.
  • Demonstrated experience with enterprise HR, payroll, and workforce management platforms; Oracle Cloud HCM experience is preferred.
  • Experience leading deployment readiness, testing, cutover, hypercare, and transition to BAU with clear measures and accountability.
  • Experience managing senior stakeholders and implementation partners while delivering within approved scope, timeline, and budget.
  • Enterprise delivery leadership with the ability to turn strategy and complex requirements into integrated, executable plans and sustained business outcomes.
  • Exceptional stakeholder leadership and communication with the confidence to influence senior leaders, clarify ambiguity, facilitate decisions, and communicate risk with precision.
  • Strong cross-functional problem solving with an end-to-end process mindset and the ability to identify root causes, downstream impacts, and practical resolution paths.
  • Disciplined program management across scope, schedule, budget, dependencies, risks, resources, governance, and performance reporting.
  • Data-driven judgment with the ability to define readiness and outcome measures, interpret trends, and convert insight into action.
  • Collaborative and adaptable leadership style suited to a fast-paced, matrixed environment with multiple operating models and competing priorities.

ABM is an Equal Opportunity Employer. 

ABM is committed to diversity and inclusion and encourages individuals from all backgrounds to apply.