Executive Director, HR Planning & Enablement

Job Summary

Job Description

Core Responsibilities:

• Leads the design and evolution of an integrated Human Resources planning and enablement model connecting strategy, planning, prioritization, governance, execution, measurement, and continuous improvement. 

• Operates as a player-coach by personally leading complex analysis, enterprise problem solving, framework and process design, executive recommendations, decision materials, and high-priority work products while directing and developing the team. 

• Brings together business priorities, the Enterprise People Plan, Human Resources Business Partner plans, Centers of Excellence strategies, workforce insights, functional roadmaps, capacity realities, and enterprise requests into a clear planning and decision framework. 

• Leads enterprise Workforce Architecture Governance, including standards, decision rights, and lifecycle mechanisms governing jobs, job profiles, job families, roles, skills, tasks, workforce data, and the creation, modification, consolidation, and retirement of jobs and roles. 

• Establishes and continuously improves governance mechanisms, operating rhythms, decision rights, escalation paths, and prioritization processes that enable Human Resources to operate as an aligned enterprise function. 

• Leads enterprise planning, prioritization, and portfolio governance across Human Resources, aligning resources, investments, and work to business priorities, the Enterprise People Plan, capacity, risk, and expected value. 

• Guides automation and agent-supported work design, including task and process redesign, human-agent handoffs, controls, adoption requirements, and measurement of capacity, quality, speed, and experience outcomes. 

• Partners across Human Resources leadership, Human Resources Business Partners, Talent, Compensation, Human Resources Technology, Strategic Workforce Planning, Organization Effectiveness, Workforce Economics, Finance, and transformation partners to integrate planning, architecture, data, technology, and execution. 

• Defines scorecards, measures, and value frameworks that show progress, operating health, workforce architecture health, decision quality, adoption, organizational effectiveness, and business impact. 

• Simplifies how leaders and teams engage with planning, governance, prioritization, workforce architecture, and reporting through practical processes, tools, guidance, and decision pathways. 

• Leads, coaches, and develops the Senior Manager and Analyst while ensuring every team member contributes directly to analysis, design, implementation, automation, and ongoing delivery. 

Required Skill Sets:

• Bachelor’s degree required; advanced degree preferred. 

• Generally 12 or more years of progressive experience in Human Resources, enterprise planning, governance, operating model, workforce strategy, organization effectiveness, Human Resources technology, talent, compensation, transformation, or related work. 

• Demonstrated success leading complex enterprise work while remaining a hands-on practitioner who personally produces analyses, recommendations, frameworks, processes, executive materials, and solutions. 

• Strong understanding of Human Resources strategy and operating models, enterprise planning and prioritization, portfolio management, decision rights, measurement, and cross-functional execution. 

• Meaningful experience with job profiles, job families, job or role architecture, skills, workforce data, job catalogs, compensation, talent architecture, organization design, or similar Human Resources structures. 

• Experience shaping or implementing automation, AI-enabled, or agent-supported work design, including task decomposition, process redesign, human-agent interaction, controls, adoption, and outcome measurement. 

• Exceptional analytical, problem-solving, facilitation, written communication, executive storytelling, influence, and stakeholder alignment skills. 

• Experience leading and developing a small, high-performing expert team in a player-coach environment. 

• Comfort applying emerging workforce intelligence, automation, low-code, AI, and agent technologies; direct Power Platform build expertise is helpful but not required. 
  

Employees at all levels are expected to:

• Understand our Operating Principles; make them the guidelines for how you do your job.
• Own the customer experience think and act in ways that put our customers first, give them seamless digital options at every touchpoint, and make them promoters of our products and services.
• Know your stuff be enthusiastic learners, users and advocates of our game-changing technology, products and services, especially our digital tools and experiences.
• Win as a team make big things happen by working together and being open to new ideas.
• Be an active part of the Net Promoter System a way of working that brings more employee and customer feedback into the company by joining huddles, making call backs and helping us elevate opportunities to do better for our customers.
• Drive results and growth.
• Support a culture of inclusion in how you work and lead.
• Do what's right for each other, our customers, investors and our communities.

Disclaimer: This information has been designed to indicate the general nature and level of work performed by employees in this role. It is not designed to contain or be interpreted as a comprehensive inventory of all duties, responsibilities and qualifications.

Skills

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Please visit the benefits summary on our careers site for more details.

Education

Certifications (if applicable)

Relevant Work Experience