Product & Delivery Lead - Human Capital

TEAM OVERVIEW

KKR's Technology team is responsible for building and supporting the firm's technological foundation including a globally distributed infrastructure, information security, and the application and data platforms. The team drives a culture of technology excellence across the firm through efficient workflow automation, democratization of data through modern data and collaboration platforms, and more recently through research and development of Generative AI based tools and services. Technology is regarded as a key business enabler at KKR and is an important accelerator to drive towards global scale creation and business process transformation. The Technology team consists of highly technical and business-centric technologists with the ability to form strong partnerships across all of our businesses. Our dedicated Product & Delivery function drives execution discipline across multiple technology teams with a goal to consistently deliver excellence serving our business needs. The Product & Delivery leads are responsible for defining the technology strategy, understanding the required capabilities, and delivering on the technology priorities for the business areas and functions they are partnered with.

POSITION SUMMARY

We are seeking a Tech Product & Delivery Lead for Human Capital to own the end-to-end strategy, roadmap, and delivery of technology solutions that power KKR's people experience — from talent acquisition and onboarding through the full employee lifecycle, performance management, compensation, learning and development, and human capital operations. Partnering closely with the Chief Human Capital Officer and the broader Human Capital leadership team — as well as our Human Capital Engineering team — this leader will shape the multi-year vision for HC technology, build and lead a team of product managers and delivery leads, and personally drive the most complex, highest-impact programs across the portfolio. The role acts as the senior bridge between Human Capital stakeholders and engineering, ensuring deep understanding of business priorities to drive the right prioritization, modernization, and AI-enabled transformation of how KKR attracts, develops, rewards, and retains its people globally.

RESPONSIBILITIES

Technology Strategy & Roadmap

• Define and own the multi-year technology strategy and roadmap for the end-to-end Human Capital technology stack – spanning talent acquisition, onboarding, core HR / employee lifecycle, performance management, compensation, learning and development, training, and human capital operations – ensuring alignment with the firm's people strategy and business priorities
• Drive prioritization and governance of the HC technology portfolio, balancing near-term operational needs (annual cycles such as performance, comp, and open enrollment) with long-term platform modernization aligned to the CHCO's and Human Capital leadership team's vision
• Stay current on emerging trends across HC technology, talent intelligence, skills platforms, people analytics, and AI-driven HC solutions – bringing innovation into the roadmap and shaping the perspective of Human Capital leadership on where to invest

Stakeholder Partnership & Requirements Management

• Partner with the Chief Human Capital Officer, HC Business Partners, Talent Acquisition, Total Rewards, Talent Management, Learning & Development, People Analytics, HC Operations, DEI, and Employee Relations teams to understand business requirements and translate complex people processes into practical, scalable technology solutions
• Collaborate closely with engineering leads to design scalable, secure, and efficient solutions supporting the full employee journey (e.g., recruiting and candidate experience, onboarding, position management, performance and goals, compensation planning, learning and certifications, succession, and case management)
• Serve as the senior technology partner to the Human Capital function, facilitating cross-functional collaboration across HC, Finance, Legal, Compliance, and Technology, and building deep partnerships with business leaders globally

Technology Lifecycle & Delivery

• Lead a team of product managers and delivery leads, setting standards for discovery, requirements management, delivery cadence, and adoption across the Human Capital technology portfolio
• Oversee end-to-end product lifecycle for all HC platforms – including requirements gathering, vendor selection, solution design, configuration, testing, rollout, change management, adoption, and continuous improvement
• Drive the development and implementation of platforms supporting the full employee lifecycle, including Core HCM and position management, Applicant Tracking and recruiting, Onboarding, Performance and Goals, Compensation and Total Rewards, Learning Management and training, Succession and Talent Reviews, Employee Engagement and Listening, People Analytics, and HR Service Delivery / case management
• Ensure HC technology solutions deliver an integrated, modern employee experience, with workflow automation, manager and employee self-service, and real-time insights into workforce, talent, and people operations metrics
• Own delivery accountability for the portfolio – including budget, vendor relationships, SOWs, milestones, risks, and stakeholder communication

Technology Innovation & Transformation

• Champion the modernization and automation of the Human Capital technology stack, including cloud-native architecture, a consolidated people data platform, modern integration patterns, and the application of advanced analytics and AI/ML to talent, performance, comp, and learning use cases
• Evaluate and integrate best-of-breed HC technology solutions (e.g., core HCM, ATS, performance, comp planning, LMS / LXP, engagement, talent intelligence, and HR service delivery platforms) as needed to enhance capabilities
• Lead the responsible adoption of AI-enabled capabilities across the employee lifecycle – for example, in candidate sourcing and screening, internal mobility, skills inference, performance and feedback summarization, personalized learning, and HCR knowledge management – with appropriate governance and human oversight
• Drive adoption of new solutions and embed them into the day-to-day workflows of managers, employees, and the HC function, ensuring measurable impact and a best-in-class user experience

Governance, Compliance & Risk Management

• Ensure all Human Capital technology platforms meet global regulatory expectations, employment law, data privacy (e.g., GDPR, CCPA), and internal governance standards specific to people data and sensitive HCR processes
• Partner with Legal, Compliance, Information Security, and HC Operations to align solutions with enterprise risk management frameworks and to operationalize controls across the people data lifecycle
• Implement controls, access models, and risk mitigation protocols aligned with enterprise technology policies, with particular attention to confidentiality of compensation, performance, and employee relations data

Performance Monitoring & Continuous Improvement

• Monitor adoption and performance of deployed HC platforms, leveraging quantitative and qualitative feedback (employee, manager, HCR user) to inform continuous enhancements
• Lead continuous improvement initiatives to enhance system performance, user experience, process efficiency, and business value delivery across the HC technology portfolio
• Define, measure, and report on key product and delivery metrics – including adoption, cycle time, NPS, time-to-hire, time-to-productivity, and ROI – to Human Capital leadership and the Technology leadership team

QUALIFICATIONS

• 12+ years of experience in system implementations, product management, technology delivery, or transformation roles, with meaningful time leading Human Capital / HC technology programs, ideally within financial services, professional services, or large enterprise environments.
• Proven track record of building and leading product and delivery teams, and of personally delivering enterprise HC technology programs at scale across multiple geographies, including partnering with engineering teams, vendors, and systems integrators in a matrixed environment with executive stakeholders.
• Deep understanding of the end-to-end employee lifecycle and the operating model of a modern Human Capital function — including talent acquisition, onboarding, core HR, performance management, compensation and total rewards, learning and development, succession and talent management, employee engagement, and HC operations / shared services.
• Hands-on familiarity with leading HC technology platforms across the stack — e.g., Workday, SAP SuccessFactors, or Oracle HCM for core HR; Workday Recruiting, Greenhouse, SmartRecruiters, or Eightfold for talent acquisition; Lattice, Culture Amp, or Workday Talent for performance; comp planning tools; Cornerstone, Docebo, or Workday Learning for LMS; Glint / Qualtrics for engagement; and ServiceNow HRSD for case management.
• Knowledge of global employment, payroll, benefits, and data privacy regulatory requirements and their implications on HC technology and data architecture.
• Technical fluency with enterprise human capital platforms, identity and access management, data governance, workflow automation, and emerging AI/ML tools applied to people and talent use cases; experience designing integration architectures (APIs, event streams, iPaaS) and HC data models across best-of-breed vendor systems.
• Familiarity with cloud architecture, modern data management, and analytics tools (e.g., Python, SQL, Power BI, Sigma, Tableau, or equivalent) and with building a people data and analytics layer on top of operational HC systems.
• Understanding of enterprise DevOps, CI/CD practices, and modern SDLC frameworks, and how they apply in a configuration-heavy SaaS HC environment; Bachelor's degree in Computer Science, Business, Human Capital / Human Resources, Industrial / Organizational Psychology, or a related field; MBA or advanced degree preferred.

CRITICAL COMPETENCIES FOR SUCCESS

• Strategic Mindset: Ability to design and communicate a long-term vision for the HC technology stack while delivering incremental business value each cycle, aligning product and delivery initiatives with enterprise technology vision, the firm's people strategy, and business objectives.
• Stakeholder Management: Strong ability to engage, influence, and align diverse stakeholders across Human Capital, Finance, Legal, Compliance, and Technology globally, with the executive presence to engage HC and Technology leadership and to build consensus in a complex, fast-moving, highly confidential environment.
• Execution Discipline: Skilled at prioritization, governance, and managing delivery timelines across a multi-workstream portfolio without compromising quality, with strong program management across multiple teams, vendors, and concurrent HC calendar events (performance, comp planning, open enrollment, talent reviews).
• Analytical & Problem-Solving: Strong skills in problem-solving, data analysis, and translating insights into product and delivery decisions, balancing technical feasibility, vendor capabilities, business needs, and end-user experience across managers, employees, and HC practitioners.
• Change Leadership: Able to drive adoption of new solutions and embed them into business and people processes, including the change management required for global HC rollouts, with a passion for innovation and empathy for the employee experience.
• Communication: Excellent written and verbal communication skills with the ability to translate complex technical concepts for non-technical audiences, and strong collaboration skills to lead distributed, cross-functional product and delivery teams.
• Team Management: Proven experience building, developing, and retaining high-performing product and delivery teams across geographies (product managers, business analysts, scrum masters, delivery leads); setting clear goals and accountability while fostering ownership and continuous learning; managing capacity and prioritization across concurrent HC initiatives; and leading through influence across matrixed teams, onshore/offshore resources, and third-party vendors and system integrators.