About this role
Requisition id- 1754797
The opportunity
Director-Operations-HR-CBS - TAL - Enablement - Mumbai Operations : No Data Available CBS - TAL - Enablement : At Talent team, we empower you to have a sense of purpose and opportunities that add value to your overall career experience at EY. The team works together across functions and service lines to build strategic solutions that support our strategy and employer value proposition (EVP). The team partners effectively with the business leaders, providing strategic talent advice to work in an integrated manner, leveraging solutions and best practices. The teams are responsible for enabling the business, driving the engagement of our people locally and bringing our strategy and EVP to life.
The team includes workstreams like, Business Partnering, Talent Acquisition, Learning and Development, Mobility, Compensation and benefit and enabling functions like HR systems, Operations, People Data Reporting and Analytics. They also leverage our global strength and scalability to drive HR-related technology, projects and processes that allow EY to deliver against the changing requirements to enable success. The core focus of the team is to ensure an exceptional EY experience lasts a lifetime.
Your key responsibilities Technical Excellence Head – Talent Innovation & Transformation Center (TITC) (AI-First People Transformation | Big 4 Context) Role Summary: The Head of TITC owns the re-engineering of EY India’s Talent processes using technology and AI—ensuring measurable impact, strong governance, and seamless adoption across the firm. Function: Talent Management Location: New Delhi, Bangalore, Mumbai Reporting to: CHRO – EY India Role Purpose (Why this role exists) The Head – Talent Innovation & Transformation Center (TITC) is the enterprise owner of AI-led Talent transformation for EY India.
The role exists to re-engineer HR processes end-to-end using technology, artificial intelligence, data, and automation, while preserving EY’s partnership culture, risk discipline, and service-line ownership. This is not an HR operations role and not a pure AI or technology role. It is a senior Talent transformation leadership position that sits at the intersection of Talent Management, consulting-style problem solving, technology and data, risk and governance, and enterprise-scale change. Positioning in the EY System Reports to: CHRO - India People Leader Works closely with: CHRO and Senior People Leadership Team Service Line Leaders and SL Talent Partners (Consulting, Audit, Tax, EY-Parthenon, SaT, CBS) HR Functional Heads (Talent Acquisition, Learning & Development, HR Business Partners, Rewards, Infrastructure, Strategy) Risk, Legal, IT, Finance, Data & Technology leadership Acts as: Single point of accountability for Talent transformation Internal Transformation Partner to HR and the business Core Mandate (What success looks like) Create and sustain a clear Talent Technology and AI transformation vision and roadmap for EY India.
Re-engineer high-impact Talent Management and HR processes. Embed Automation and GEN AI into HR workflows rather than deploying parallel or disconnected tools. Drive sustained adoption and measurable value realization. Ensure governance, ethics, and risk discipline consistent with industry and in a Big 4 firm.
Key Responsibilities (Detailed)
- 1. Enterprise People AI Strategy & Roadmap Define the People AI North Star for EY India aligned to firm strategy. Build and maintain a three-year transformation roadmap across the people lifecycle. Prioritize AI use-cases based on business impact, risk profile, data readiness, and change complexity. Ensure clarity of strategy and avoid experimentation without enterprise value.
- 2. People Process Re-Engineering Ownership Identify high-friction, high-cost Talent Management and HR processes. Lead end-to-end process redesign before AI is applied. Eliminate duplication, manual effort, and unnecessary approvals. Define scalable future-state workflows respecting regulatory and service-line constraints.
- 3. Technology AI Enablement & Architecture Oversight (Not Coding) Partner with HR Technology and IT to define the People AI stack. Make informed buy, build, or partner decisions. Ensure AI is embedded into Workday, LMS, ATS, and core HR tools. Maintain role-based access, explainability, and auditability.
- 4. Value Realization & Adoption Shift focus from pilots to everyday AI usage in decisions. Define success KPI metrics such as efficiency, effectiveness, productivity improvement and/or cycle-time reduction. Hold HR functions accountable for outcomes and continuous improvement.
- 5. Governance, Risk & Ethics Leadership Co-own People AI governance with Risk, Legal, and Technology teams. Define human-in-the-loop standards and bias mitigation mechanisms. Determine where AI use is allowed, constrained, or prohibited.
- 6. Cultural Fit – EY Big 4 DNA Comfort operating in ambiguity and influence-based authority.
Ability to balance bold thinking with stakeholder diplomacy and risk consciousness.
- Strong executive presence, team leadership and credibility with senior partners.
- Respect for partnership culture, independence, and regulatory boundaries.
- Ability to build coalitions rather than command control.
- Manage resistance from senior HR leaders, HRBPs, and partners.
- Critical Challenges the Role Will Manage Balancing innovation velocity with Big 4 risk and independence requirements.
- Driving enterprise change without disrupting BAU HR delivery.
- Managing service-line diversity and autonomy at scale.
- Overcoming skepticism from senior HR leaders and partners.
- Ensuring AI adoption rather than tool fatigue.
- Translating complex AI concepts into clear business language.
- Skills and attributes To qualify for the role you must have Qualification B.E with MBA / PGDM from a top-tier or strong Tier-1 / Tier-2 institution.
- Certifications in transformation, analytics, or AI are valued but not mandatory.
- Experience 18–25+ years of experience with demonstrated leadership of large-scale HR or enterprise transformations in matrixed, partnership-driven organizations.
- What we look for People with the ability to work in a collaborative manner to provide services across multiple client departments while following the commercial and legal requirements.
- You will need a practical approach to solving issues and complex problems with the ability to deliver insightful and practical solutions.
- We look for people who are agile, curious, mindful, and able to sustain positive energy, while being adaptable and creative in their approach.
What we offer
Fuelled by the brilliance of our people, EY has emerged as the strongest brand and the most attractive employer in our field, with market-leading growth over competitors. Our people work side-by-side with market-leading entrepreneurs, game-changers, disruptors, and visionaries. As an organization, we are investing more time, technology, and money than ever before in skills and learning for our people. At EY, you will have a personalized Career Journey and also the chance to tap into the resources of our career frameworks to better know about your roles, skills, and opportunities.
EY is equally committed to being an inclusive employer, and we strive to achieve the right balance for our people—enabling us to deliver excellent client service while allowing our people to build their careers as well as focus on their wellbeing. If you can confidently demonstrate that you meet the criteria above, please contact us as soon as possible. Join us in shaping the future with confidence.