Head of Employee Experience

Team Leadership & Strategy

• Lead and develop the Org Effectiveness Consultants and HR Operations teams as one integrated Employee Experience function
• Set the strategic vision and roadmap for employee-facing HR tools, processes, and programs, with self-service as the design starting point
• Build shared goals, rituals, and ways of working across the two teams to prevent silos and duplicate effort
• Serve as a trusted advisor to executive leadership on workforce effectiveness, organizational health, and culture

Org Effectiveness Consulting

• Ensure the consulting team is equipped to enable managers and employees on new tools, process changes, and organizational initiatives
• Oversee how the team engages with complex business problems brought to HR, ensuring consistent, high-quality consulting support
• Partner with the team to translate operational and technology changes into practical enablement plans (communications, training, change management)

HR Operations, Automation & Compliance

• Drive the automation and digital transformation agenda for HR service delivery
• Ensure HR Operations maintains compliance across all processes, transactions, and systems
• Own the operational backbone that makes self-service possible — accurate data, reliable systems, clear process design

Employee Experience & Change Leadership

• Act as the primary change agent for how HR shows up for employees — simplifying, digitizing, and continuously improving the experience
• Define and track experience/service metrics (e.g., self-service adoption, resolution time, employee satisfaction, compliance metrics)
• Represent Employee Experience in broader HR and business leadership discussions, advocating for employee-centered design

Learning & Talent Development

• Own enterprise learning, onboarding, leadership development, and career development strategies
• Design scalable learning programs that build critical capabilities and support business transformation
• Drive internal mobility, manager enablement, succession readiness, and professional development
• Oversee the learning technology ecosystem and measure the business impact of learning

Employee Engagement & Organizational Health

• Own the employee listening strategy including engagement, pulse, onboarding, exit, and lifecycle surveys
• Develop executive Organizational Health dashboards with actionable workforce insights
• Partner with leaders to improve engagement, manager effectiveness, retention, and culture
• Translate survey findings into measurable action plans
• Own enterprise Employee Experience KPIs
• Use workforce analytics to identify trends, risks, and opportunities

Qualifications

Required:

• Minimum of 15 years of progressive HR experience, including leadership of both consulting/enablement and operational/transactional functions
• Minimum of 5 years of experience leading and managing teams, ideally across multiple HR disciplines
• Experience managing through others (leads leaders/senior individual contributors across two distinct disciplines)
• Experience leading or heavily participating in major change initiatives that resulted in self-service models
• Strong understanding of HR compliance requirements and operational risk management
• Demonstrated ability to act as a change agent, building buy-in, shifting mindsets, and driving adoption of new ways of working
• Excellent stakeholder management skills; comfortable operating with both strategic leadership and operational detail

Preferred:

• Experience with HR technology ecosystems: learning management systems (e.g., Absorb, Cornerstone, Workday Learning), employee listening platforms (Culture Amp, Glint, Qualtrics), AI-enabled HR technologies, and workflow automation
• Background in both HR consulting and shared services/operations
• Familiarity working in a tech-forward or engineering-heavy organization

What Success Looks Like

• Increased employee and manager self-service adoption across tools and processes
• Reduced reliance on manual, one-off HR support for routine needs
• A consistent, high-quality standard for how complex problems are consulted on
• Demonstrable compliance and operational rigor within HR Operations
• Two teams operating as one connected function, not two separate departments
• Leadership development programs producing stronger manager effectiveness
• Increased learning participation and measurable capability growth