Director, Employee Experience Operations

About the role

The opportunity involves leading how people-facing processes work day to day. This is a leadership role focused on making the employee experience simpler and better across various departments.

What You'll Do...

• End-to-end process ownership and employee experience
• Own and continuously improve the employee lifecycle and experience processes that span HR, Finance, Legal, Business Technology, and Facilities
• Treat friction as a problem to fix, not something to live with
• Start every process review from the employee's point of view
• Build a simple, repeatable way to find friction — employee feedback, escalations, and help-desk ticket trends — and turn it into a prioritized improvement roadmap
• Set and track meaningful measures of friction and delight (time-to-resolve, number of touchpoints, rework rate, satisfaction) and report progress in terms leadership and employees both understand
• Re-imagine business processes with AI
• Rethink HR and all other employee experience operations, regardless of where they sit in the organization, end-to-end assuming AI and agentic workflows are available
• Identify the highest-volume, most repetitive employee lifecycle tasks (status changes, tier-1 questions, approvals, document generation, data updates) and lead the redesign to hand them to AI agents with the right guardrails
• Partner with Business Technology to embed AI into HR, Finance, and Legal workflows — including intelligent routing, automated case handling, and self-service that actually works
• Set the standard for when a process should be automated, augmented, or eliminated — and hold the line on quality, compliance, and employee trust as AI is deployed
• Cross-functional orchestration
• Act as the bridge between HR and Finance (payroll, compensation, budget and headcount), Legal (policy, compliance, contracts, risk), Business Technology (systems, data, and automation — without owning the tech itself), and Facilities (workplace, space, moves)
• Build strong working relationships with functional leaders so process changes stick after the project ends
• Represent the employee and manager perspective in cross-functional decisions that otherwise get made through a purely functional lens (e.g., legal risk, financial control, technical constraint)

Who You Are...

• 8+ years in HR or Financial operations, HR shared services, or a similar cross-functional operations role
• Strong operational thinking: you can map a process, spot where it breaks down, and design a simpler path
• Excellent cross-functional influence skills. You can build trust and alignment with Finance, Legal, Business Technology, and Facilities leaders who don't report to you and don't have to listen to you
• A real commitment to the employee experience — you default to asking what this feels like for the person going through it
• Direct experience applying AI and agentic AI to real business problems — moving beyond incremental gains to fundamental redesigns of how work gets done

What Makes Someone Great In This Role

• Ask why a process exists in its current form before trying to change it
• Measure friction the way a product leader measures churn — as a signal to act on, not something to accept
• Build agreement rather than issue mandates

You'll Love Working Here

• Continuous professional development and product training
• Clear career growth and advancement opportunities
• Inclusive company culture
• Comprehensive global benefits package

Pay Range

The specific salary offered will be determined based on your unique qualifications, including your relevant experience, skills, and the value you bring to the role. While the range provides a general idea of the compensation, it is important to note that placements within the range are not automatic and will be carefully considered to ensure a fair and competitive offer.