Vice President, Global HR Technology & People Platforms, Global

About Vantage Data Centers

Vantage Data Centers powers, cools, protects and connects the technology of the world’s well-known hyperscalers, cloud providers and large enterprises. Developing and operating across North America, EMEA and Asia Pacific, Vantage has evolved data center design in innovative ways to deliver dramatic gains in reliability, efficiency and sustainability in flexible environments that can scale as quickly as the market demands.
Position Overview

This role can be based in Denver, CO following our flexible work policy (3 days in-office, 2 days flexible), or remote, US.

The VP, Global HR Technology & People Platforms is the enterprise product owner for Vantage’s People technology ecosystem, responsible for transforming Workday and a new HR Service Delivery Platform into a scalable, intelligent operating system for workforce planning, talent deployment, and employee experience.

Reporting to the Chief People Officer, this role will define and execute the strategy to:

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Embed end-to-end people processes into Workday (planning → hiring → development → mobility → promotion → backfill)

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Stand up a new HR Service Delivery Platform as the global service delivery layer

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Enable a closed-loop talent flywheel that prioritizes internal mobility, improves workforce productivity, and links talent decisions to business demand

This leader will operate as a product executive, not just a systems owner, driving process standardization, automation, data governance, and AI enablement across HR, Finance and IT to delivery measurable business outcomes.
Core Accountabilities

1 . Platform Strategy & Product Ownership

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Own the global People Technology strategy and roadmap across Workday, HR Service Delivery platform, and adjacent systems

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Position: Workday as the system of execution for workforce and talent decisions and HR Service Delivery platform as the employee service and experience layer

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Ensure platforms are designed as connected products, not siloed tools

2. End-to-End People Process Architecture (Core of the Role)

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Design and implement integrated, end-to-end people workflows, including:
workforce planning → requisition → hiring → mobility → promotion → backfill

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Translate workforce demand (Adaptive planning) into approved roles, hiring actions and internal mobility opportunities

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Embed decision logic and automation, including internal vs external hiring (“build vs buy”), promotion and lateral movement rules and compensation triggers aligned to job architecture

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Drive global standardization of people processes

3. Talent Flywheel & Internal Mobility Engine

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Build and operationalize a closed-loop talent flywheel: demand → match → move → backfill → repeat

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Leverage: performance data, succession plans, skills taxonomy

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Enable internal-first hiring and talent deployment strategies

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Ensure seamless orchestration of recruiting, succession, promotions and workforce planning

4. HR Service Delivery & Employee Experience Layer

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Implement and scale a global HR Service Delivery platform

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Define and optimize service catalog & case taxonomy, knowledge management, employee and manager self-service

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Drive AI-enabled service delivery (case deflection, virtual agents)

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Align service delivery to shared services operating model

5. Data, Architecture & Enabling Foundations

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Ensure foundational capabilities are designed and embedded: job architecture (job families, levels), taxonomy and mapping skills, compensation structures and bands, career pathways (as needed)

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Enable these to support: workforce planning, talent matching, compensation decisions

6. AI, Automation & Innovation

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Identify and deploy AI-enabled capabilities, including talent matching and recommendations, service automation and case resolution

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Ensure responsible AI governance, data privacy, and compliance

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Drive measurable productivity and efficiency gains

7. Execution, Delivery & Scale

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