We empower our people to stay resilient and relevant in a constantly changing world. We’re looking for people who are always searching for creative ways to grow and learn. People who want to make a real impact, now and in the future. Does that sound like you? Then it seems like you’d make a great addition to our vibrant international team.

We provide our Hire-to-Retire services along the complete lifecycle of an employee from onboarding to pension services and leverage our powerful ecosystem of leading external and internal partners and our network of key delivery centers. We believe in the value of industry best-practice standards achieved through evolving technology and digitalization. We focus on employee experience as a key driver of our actions. In doing so, we deliver flexibility, quality and efficiency for the businesses we partner with.

Position Overview:

The Head of Transformation is responsible for the entire H2R transformation portfolio across Global and ASP scope. This person sets the transformation strategy, builds and leads the multi-disciplinary team that accomplishes it, and is personally accountable for the business outcomes – cost, cycle time, employee experience, and compliance – that the portfolio delivers.

The role is both strategic and hands-on. It means being responsible for the transformation roadmap and the relationships with senior stakeholders; it equally means knowing the work well enough to challenge a process redesign or rescue a stalled program. Success is measured in transformation outcomes delivered at scale, the strength and growth of the team, and the credibility of the function with the business.

You’ll make a difference by:

Transformation Strategy & Portfolio Ownership

• Own the end-to-end H2R transformation strategy and multi-year roadmap across the Global and ASP landscape – aligned to enterprise priorities on cost, employee experience, risk, and growth.
• Build and lead the transformation portfolio: prioritize initiatives by value and feasibility, sequence the roadmap, allocate budget and people, and kill or reshape programs that are not landing.
• Own the case for the portfolio – baseline, target, and realized benefits – and report outcomes to senior leadership against committed numbers, not narratives.
• Set and govern the operating model that connects process reengineering and service delivery into one coherent transformation engine.

H2R Domain Leadership

• Bring deep, current expertise across all H2R verticals – onboarding, payroll, time & attendance, leave, case management, policy and compliance, employee data, exit and settlement, and audit.
• Act as the most senior H2R authority in the room: translate business problems into transformation opportunities and challenge designs that do not reflect how H2R operates across geographies.
• Anticipate regulatory, policy, and workforce shifts across Global and ASP regions and ensure the transformation portfolio stays ahead of them.
• Be the person the business calls when an H2R problem is too large, too cross-cutting, or too political for any single team to solve.

Solution Design at Scale

• Drive solution architecture across the portfolio – ensuring reengineered processes and orchestration are designed together and built to scale, not as one-off pilots.
• Champion reusability: platforms, patterns, and accelerators that let a solution shown in one geography or vertical be rolled out across the H2R landscape with minimal rework.
• Set the bar for what 'production-grade at scale' means – reliability, cost, security, and supportability – and hold the team to it.
• Make the hard build-vs-buy, prompt-vs-fine-tune, and centralize-vs-localize calls, balancing speed, cost, risk, and long-term maintainability.

People Leadership & Capability Building

• Build, lead, and grow a large multi-disciplinary transformation team across geographies – OPEX Consultants, Digital Solutions Consultants, Prompt Engineers, Program Managers, and DPE Leads.
• Lead the talent agenda: hire ahead of need, develop a leadership bench, set performance standards, and create the conditions for the team to do its best work.
• Set direction and remove blockers – give the team clarity on what matters, the autonomy to deliver, and air cover when they take smart risks.
• Build organizational capability that outlasts any individual: playbooks, centers of excellence, and a culture of focused, outcome-obsessed delivery.

Stakeholder & Executive Management

• Be the face of H2R transformation to senior business and functional leadership – CHRO, CFO, GBS/Business Services heads, and regional H2R leaders across Global and ASP.
• Translate executive intent into a delivered portfolio, and translate delivery reality back into honest, decision-ready executive conversations.
• Negotiate scope, funding, and priorities; lead competing regional and functional demands; and keep senior stakeholders aligned through the messy middle of change.
• Build credibility and trust that lets the transformation function operate with mandate rather than permission.

Governance & Risk Management

• Own the governance framework for the transformation portfolio – delivery assurance, benefit tracking, quality gates, and change control across all geographies.
• Ensure every solution meets enterprise data privacy, and security standards, with PII handling, auditability, and human-in-the-loop controls built in for high-risk H2R decisions.
• Manage transformation risk transparently – delivery risk, adoption risk, compliance risk – and escalate early and honestly.
• Ensure the portfolio is compliant with applicable data privacy and labor regulations across the Global and ASP regions in which it operates.

Your success is grounded in:

• 15+ years of experience in H2R / HR Operations, with a substantial portion spent leading enterprise transformation programs for large multinational organizations.
• Demonstrable ownership of large-scale transformation rollouts across multiple geographies – with outcomes (cost, cycle time, experience, compliance) you can talk through in detail.
• Deep solid understanding across all H2R verticals – onboarding, payroll, time & attendance, leave, case management, policy/compliance, employee data, exit, and audit.
• Proven people-management portfolio: has built and led large, multi-disciplinary teams across locations, with a track record of developing leaders and growing capability.
• Strong record of stakeholder management at senior/executive level, including CHRO, CFO, and business-services leadership.
• Working literacy in automation, and digital transformation – sufficient to set direction and challenge solution design (deep technical hands-on is not required).
• MBA or equivalent experience from a reputed business school. Capability and track record are decisive, but the leadership grounding an MBA brings is expected for this role.

Strongly Preferred

• Experience in a Global Business Services (GBS) or multi-geography shared-services environment, with relevant ASP (Asia Pacific) region exposure.
• Track record of standing up or scaling a transformation / Digital Process Excellence function, not just running programs within one.
• Exposure to operating-model design, vendor and partner management, and transformation governance at enterprise scale.
• Recognized externally or internally as an H2R / transformation leader – speaking, publishing, advisory boards, or marquee program case studies.
• Experience managing transformation budgets / P&L responsibility.

Join us and be yourself!

We value your unique identity and perspective and are fully committed to providing equitable opportunities and building a workplace that reflects the diversity of society. Come bring your authentic self and create a better tomorrow with us.

This role is based in Bangalore. You’ll also get to visit other locations in India and beyond, so you’ll need to go where this journey takes you. In return, you’ll get the chance to work with teams impacting entire cities, countries – and the shape of things to come.

We’re Siemens. A collection of over 312,000 minds building the future, one day at a time in over 200 countries. We're dedicated to equality, and we encourage applications that reflect the diversity of the communities we work in. All employment decisions at Siemens are based on qualifications, merit and business need. Bring your curiosity and imagination and help us shape tomorrow.