Senior Director Product Owner: Talent Growth

The Senior Director Product Owner: Talent Growth will own the roadmap and technology enablement for skills-driven career growth, learning, and internal mobility. They will connect talent strategy, skills data, workforce demand, and employee experience to deliver personalized growth opportunities and improve skills visibility across NTT DATA Inc.

This role is a leadership role responsible for shaping and managing the product vision, roadmap, and technology enablement for NTT DATA Inc’s Talent Growth capability. This role is responsible for supporting NTT DATA Inc’s journey to become a skills-driven organization, with a specific focus on internal talent growth, personalized development, learning pathways, career growth, internal mobility, and skills-based workforce intelligence.

This role will work closely with People & Culture, Talent, Learning, Workforce Planning, IT, Data, Architecture, Change, business stakeholders, and technology partners to ensure the Talent Growth product roadmap supports organizational skills demand, employee aspirations, and future workforce needs.

Key Responsibilities

• Accountable for translating the Talent Growth strategy into clear product outcomes, platform capabilities, user journeys, backlog priorities, and measurable business value
• Owns the product vision, strategy, roadmap, and lifecycle for the Talent Growth capability across NTT DATA Inc.
• Shapes the technology roadmap required to support NTT DATA Inc’s transition into a skills-driven organisation.
• Defines how technology will enable personalised growth opportunities for employees, including learning, career development, internal mobility, gigs, projects, mentoring, and future role readiness.
• Partners with People & Culture, Talent, Learning, Workforce Planning, IT, Data, Architecture, Change, and business stakeholders to translate business needs into product capabilities.
• Connects market skills demand, organisational workforce demand, employee skills profiles, learning pathways, and career opportunities into a coherent Talent Growth product strategy.
• Defines and manages the product backlog, ensuring priorities are aligned to business value, employee experience, global scalability, and technical feasibility.
• Defines the Minimum Viable Product for new or enhanced Talent Growth capabilities to enable rapid validation, adoption, and value realisation.
• Works with delivery teams, solution architects, platform owners, and vendors to translate business requirements into platform features and product increments.
• Ensures the Talent Growth product supports improved skills visibility, capability gap analysis, personalised learning recommendations, and internal talent movement.
• Partners with data and architecture teams to define the skills data foundations, integrations, governance, reporting, and analytics required to support skills-based decision-making.
• Champions a simple, intuitive, and engaging employee experience that enables employees to understand their skills, explore opportunities, and take ownership of their growth.
• Supports managers and business leaders with better visibility of internal talent supply, skills gaps, and development opportunities.
• Engages senior stakeholders to align on product direction, roadmap priorities, adoption requirements, investment decisions, risks, and value measures.
• Balances global standardisation with regional and business-specific needs to ensure the Talent Growth capability can scale across NTT DATA Inc.
• Works with change and communications teams to support adoption, awareness, and behavioural change required for a skills-driven organisation.
• Monitors product performance, adoption, user feedback, and business outcomes to continuously refine and improve the Talent Growth product.
• Evaluates emerging talent technologies, skills intelligence capabilities, AI-enabled recommendations, talent marketplaces, and workforce intelligence features.
• Ensures product decisions align with enterprise architecture, data privacy, security, integration standards, and the broader People & Culture technology landscape.

Knowledge and Attributes

• Strong knowledge of product ownership, product management, product lifecycle management, roadmap development, backlog management, and value-based prioritisation.
• Strong understanding of talent growth, talent management, learning, career development, internal mobility, workforce planning, and skills-based talent practices.
• Good understanding of HR technology platforms and digital talent ecosystems.
• Ability to connect talent strategy, skills data, workforce demand, employee experience, and technology into a clear product roadmap.
• Strong understanding of what is required to move an organisation from role-based talent practices toward a skills-driven operating model.
• Strong stakeholder management skills with the ability to influence senior leaders, business stakeholders, People & Culture teams, IT, data teams, architects, and vendors.
• Strong analytical and problem-solving skills, with the ability to structure ambiguity and translate complex needs into practical product decisions.
• Strong communication and storytelling skills, with the ability to simplify complex concepts for executive, business, and delivery audiences.
• Good commercial and value awareness, with the ability to assess business benefit, investment priorities, adoption impact, and long-term sustainability.
• Ability to work in a complex, global, matrixed environment with multiple stakeholder groups and competing priorities.
• Strong change mindset, with an understanding that technology enablement must be supported by adoption, process alignment, leadership commitment, and business ownership.
• Curiosity about emerging AI-enabled talent technologies, skills intelligence, workforce analytics, and personalised employee experiences.

Academic Qualifications and Certifications

• Bachelor’s degree or equivalent in Business, Human Resources, Information Technology, Computer Science, Organisational Psychology, or a related field.
• Relevant certifications in Agile Product Ownership, Product Management, Scaled Agile, Design Thinking, HR Technology, Talent Management, Learning, Workforce Planning, or ITIL would be beneficial.

Required Experience

• Significant experience in product ownership, product management, HR technology, talent transformation, workforce transformation, or a related leadership role.
• Experience shaping or owning technology roadmaps for talent, learning, career development, internal mobility, workforce planning, or skills-related capabilities.
• Experience working in a global or multi-country organisation, preferably in a technology services, consulting, professional services, or enterprise environment.
• Experience translating business strategy into product outcomes, user journeys, platform requirements, backlog priorities, and delivery roadmaps.
• Experience working with senior stakeholders across People & Culture, business, IT, data, architecture, change, and external vendors.
• Experience defining MVPs, prioritising product backlogs, and making trade-off decisions across business value, user experience, cost, complexity, and delivery risk.
• Experience with HR platforms and talent technology ecosystems. Exposure to SAP SuccessFactors, Phenom, ServiceNow, learning platforms, talent marketplaces, skills intelligence platforms, or workforce planning tools would be advantageous.
• Experience supporting adoption and value realisation for enterprise technology products.