Dentons is designed to be different. We are driven to always be the firm of the future, to challenge the status quo, and to provide holistic business solutions to our clients in new and innovative ways. We are the lightbulb moments. The bold ideas. We are the world's largest global law firm, with 12,000+ people across 80+ countries. Driven by the diverse perspectives of our people, our clients, and our communities, we combine local knowledge with global insight.
We are currently looking to create an exciting new Global Senior Manager, Global Talent Systems role. This role is critical to the successful management and enhancement of the firm’s Talent (HR) systems globally (SAP SuccessFactors).
Role overview
The Global Senior Manager, Global Talent Systems will oversee the global HR systems landscape, focusing on driving continuous improvement, optimizing user adoption, and leveraging talent data to provide strategic insights.
Key responsibilities include oversight of the end-to-end application lifecycle management, encompassing application development, implementation, support, and maintenance aspects of the HR systems. The successful candidate will manage a global team, collaborate with stakeholders across regions, and ensure that systems align with the evolving needs of the business. This role also entails ensuring data quality, compliance with global standards, and facilitating smooth transitions during system updates or enhancements.
Reporting to the Global Director, Data & Application Services - this role will work closely with global and regional HR teams to ensure efficient support and resolution of HR system issues while driving strategic initiatives and improvements in HR systems.
Accountabilities and ResponsibilitiesHR Systems Leadership:
· Oversee the full lifecycle management of global HR systems, including requirements gathering, design, development, implementation, maintenance, user support, and upgrades.
· Ensure that HR systems, particularly SAP SuccessFactors, are optimized for performance, scalability, and compliance with global standards.
· Lead the planning and execution of system enhancements and updates, ensuring minimal disruption to business operations and maintaining the integrity of system configurations.
· Drive continuous improvement of the global HR technology landscape, focusing on user adoption, system performance, and strategic insights derived from people data.
· Collaborate with global and regional HR, IT, and business leadership to define and implement a strategic roadmap for HR systems, including key upgrades and new functionality.
· Identify, evaluate, and prioritize system enhancements and development projects based on business requirements and emerging industry trends.
· Act as a key decision-maker for HR systems development and enhancements, ensuring alignment with evolving business needs.
· Provide expert knowledge on HR processes, systems and guide the development of digital tools that enhance the efficiency and performance of HR management.
· Ensure alignment between global and regional HR teams to drive the adoption and continuous improvement of HR systems.
· Oversee a high-performing support team by setting strategic goals and fostering growth.
Team Leadership:
· Lead, develop, and manage global HR systems team, ensuring effective performance management, goal setting, and ongoing professional development.
· Foster a collaborative culture across regions, encouraging knowledge sharing and continuous improvement among team members.
· Establish clear roles and responsibilities within the team, promoting accountability and ownership of tasks.
· Implement regular feedback and performance review processes to identify areas for individual and team growth.
· Encourage professional development opportunities, such as training, certifications, and workshops, to enhance team capabilities and expertise.
· Monitor team performance metrics and adjust strategies as needed to achieve organizational objectives.
· Promote diversity and inclusion within the team, ensuring a variety of perspectives and ideas are valued and integrated.
Stakeholder Management:
· Develop and maintain strong relationships with key stakeholders, ensuring effective communication and collaboration throughout HR initiatives.
· Partner with global and regional HR, IT, and Data Privacy teams to ensure seamless integration of systems with business processes while meeting compliance and regulatory requirements.
· Act as the primary contact for stakeholders regarding HR systems, providing timely updates and addressing concerns.
· Lead cross-functional working groups to resolve system issues, address enhancement needs, and align on HR systems priorities.
· Facilitate regular meetings with stakeholders to gather input, align on priorities, and drive consensus on HR systems initiatives.
Strategic Planning:
· Develop and execute a long-term strategic roadmap for HR systems, aligning with the firm's overall business priorities and growth plans.
· Collaborate with senior leadership and key stakeholders to define HR strategies that support HR management, workforce planning, and operational efficiency.
· Identify emerging trends and innovations in HR technology and assess their potential impact on the firm’s strategic priorities.
· Lead the prioritization of new functionality to ensure continuous alignment with evolving business needs.
· Conduct regular strategic reviews to ensure HR systems remain scalable, secure, and adaptable to future demands and regulatory requirements.
· Engage in scenario planning to anticipate future HR needs and technological advancements, positioning the firm to remain competitive in people management and operational excellence.
Data Reporting & Analysis:
· Lead the development of data-driven reports and dashboards that provide business leaders with actionable insights from talent data, driving informed decision-making.
· Collaborate with the Data Services team to ensure consistency in reporting, data management, and the strategic use of workforce data across all regions.
· Ensure the accuracy, integrity, and compliance of talent data across global HR systems, aligning with regulatory requirements and organizational standards.
Process Improvement:
· Identify opportunities to streamline and enhance HR processes through the use of technology and automation.
· Lead initiatives aimed at improving the efficiency, scalability, and user experience of HR systems across regions.
· Collaborate with cross-functional teams to analyze current workflows and identify bottlenecks or inefficiencies.
· Implement best practices for HR processes, ensuring they are standardized across regions while meeting local business needs.
· Drive continuous improvement by regularly gathering feedback from system users and implementing enhancements that optimize performance and user satisfaction.
· Ensure that all process improvements are aligned with the firm’s strategic objectives and long-term business goals.
· Develop and maintain documentation for all process improvements, ensuring transparency and ease of use for the HR and IT teams.
· Conduct regular audits and assessments of HR systems and processes, ensuring they remain efficient, secure, and compliant with global standards.
· Lead change management efforts to ensure successful adoption of new processes and systems by HR teams and end-users.
Business-As-Usual (BAU) Support:
· Provide expert guidance in HR processes, driving performance improvements and aligning with global standards to enhance VMA and Global HR capabilities and user satisfaction.
· Oversee a high-performing support team by setting strategic goals and fostering growth.
· Establish and monitor KPIs to measure team effectiveness, system reliability, and user satisfaction, using data insights for continuous improvement.
· Ensure smooth daily operations by managing workflows and resolving bottlenecks to maintain high service standards.
· Partner with SAP and other providers to keep the team current on best practices and drive continuous learning and skill enhancement.
· Promote a culture of improvement, collaboration, and innovative problem-solving to optimize HRIS support processes.
· Oversee quality assurance and change control processes, ensuring that system updates are tested and smoothly integrated with minimal BAU disruption.
· Develop regular reporting to provide performance updates, insights, and transparency on progress to senior leadership.
Vendor Management:
· Oversee relationships with external HR technology vendors, ensuring they meet service level agreements (SLAs) and deliver according to contract terms.
· Lead negotiations for contracts, renewals, and pricing with vendors, securing the best value for the firm while aligning with strategic HR goals.
· Monitor vendor performance, ensuring timely resolution of issues, and hold vendors accountable for delivering system enhancements, support, and maintenance.
· Ensure vendors comply with global data protection regulations (e.g., GDPR) and other relevant security and compliance standards.
· Facilitate regular communication and collaboration with vendors to ensure their products and services evolve in alignment with the firm's requirements.
· Develop contingency plans to mitigate risks in case of vendor performance issues or system downtimes.
· Extensive experience with SAP SuccessFactors (5+ years of experience).
· Strong understanding of IT infrastructure, data management, and system integration principles.
· Proficiency in data reporting, analytics, and developing actionable dashboards.
· Experience managing global HR systems and driving strategic initiatives.
Personal Skills:
· Excellent leadership and team management skills, with a global mindset.
· Strong communication and interpersonal skills, with the ability to engage stakeholders across regions.
· Exceptional problem-solving and analytical skills with attention to detail.
Education, Experience and Certifications
· A degree in Information Technology, HR Management, or a related field.
· 5+ years’ experience as an HR Systems Manager or similar, ideally in a global organization.
· Proven experience managing global HR systems.
· Strong understanding of global HR processes, data governance, and compliance standards.
· Relevant certifications in HR systems, IT management, or project management are a plus.
We are a truly global law firm and as such, always welcome individuals with foreign language capabilities. Additionally, we welcome individuals with a global background including professional experience gained across different geographies.
