Vice President, Employee & Manager Experience

What You'll Do

Own the Employee and Manager Experience

• Define and lead the strategy for the end-to-end employee and manager experience.
• Design experiences that are intuitive, scalable, and aligned to company culture and business priorities.
• Continuously assess employee and manager pain points and drive simplification across People processes.
• Establish experience metrics and service standards to measure effectiveness and adoption.

Lead People Operations

• Oversee all employee-facing People Operations services and programs.
• Drive agentic support adoption through supporting the Okta one implementation.
• Ensure employees and managers receive timely, accurate, and high-quality support.
• Drive operational excellence, process standardization, and service delivery.
• Leverage technology, automation, and AI to improve efficiency and user experience.

Own Employee Brand, Culture & Communications

• Partner with leadership to articulate and reinforce the company's employee value proposition.
• Ensure consistent messaging globally across all People programs, policies, and employee communications.
• Lead internal communications related to talent, culture, performance, rewards, career development, and organizational change.
• Drive initiatives that strengthen employee engagement and cultural alignment.

Drive Enablement and Development

• Own onboarding experiences for all employees and managers.
• Lead manager effectiveness programs that equip leaders to drive performance, engagement, and talent outcomes.
• Ensure learning experiences are practical, scalable, and directly connected to business outcomes.

Lead People Program Management

• Ensure seamless execution of performance management, and engagement programs.
• Drive strong governance, accountability, and cross-functional coordination.
• Measure program effectiveness and continuously improve execution.

Build the Manager Support Model of the Future

• Create a world-class manager support organization that serves as the primary point of contact for manager questions and guidance.
• Develop a team of People generalists capable of supporting managers across employee relations, performance, talent processes, organizational changes, and day-to-day leadership challenges.
• Leverage technology and AI to provide scalable, self-service solutions.
• Enable People Business Partners to focus exclusively on strategic workforce architecture, organization design, succession planning, leadership effectiveness, and business transformation.

What Success Looks Like

• Employees consistently report that People processes are simple, intuitive, and easy to navigate.
• Managers receive timely support and guidance, allowing them to lead effectively.
• Core People programs are executed flawlessly and adopted broadly.
• Onboarding, manager development, and leadership development programs improve business outcomes.
• Employee communications are clear, consistent, and reinforce company culture.
• Service delivery is increasingly automated, scalable, and efficient.
• People Business Partners spend the majority of their time on strategic workforce and leadership priorities rather than transactional support.
• The company is recognized for delivering a world-class employee and manager experience.

Leadership Expectations

The successful leader will:

• Think like a product leader, designing experiences around customer needs.
• Simplify relentlessly and challenge unnecessary complexity.
• Balance operational excellence with innovation.
• Use data to inform decisions and prioritize investments.
• Build high-performing teams and develop future leaders.
• Operate with a strong customer-service mindset while maintaining strategic perspective.
• Embrace technology and AI as force multipliers for scale and impact.

Key near term projects

• Work across all of the CPOLT and build great relationships. This role is the “frontdoor” to HR and will have hand offs to all other teams.
• 2 day manager program delivery.
• Hire a Pops leader and restructure that team.
• Implement a manager support model with a team of generalists.
• Complete the writing of all of the policies globally.
• Implement and communicate the new OARs (review) process and Okta voice.
• Have a strong communication plan across the whole org.
• Build the external messaging around Agents on an org chart.
• Lead the way with agents on the org chart.
• Support the implementation of Okta 1.