Director - Global Talent Management

We need to output HTML fragment with sections: About the role? The posting includes a description before "Job Description". The instructions: use

for section headings (e.g. About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule). Do NOT repeat the job title as a heading. Do NOT put Job ID / requisition numbers as headings — fold minor metadata into a short

or drop it. Preserve ALL substantive information; do NOT invent or summarize away detail. Remove cookie/navigation/legal/EEO/equal-opportunity/scam-warning boilerplate, duplicated lines, and application instructions. IMPORTANT: include a section ONLY when the posting has real, specific content for it — never emit a heading followed by filler/placeholder text (e.g. "commensurate with experience", "not specified", "N/A", "varies", "TBD") and never create Pay/Schedule/Benefits sections unless the posting actually states them. Prefer a few substantive sections over many thin ones. We need to decide which sections to include. The posting includes: Job Description (intro), What You’ll Do (Performance Management Transformation, Employee Listening, Change Management & Enablement), Qualifications, Additional Information (hybrid role, salary range, benefits, etc). So we can have sections: About the role (maybe intro paragraph), Responsibilities (What You’ll Do), Qualifications, Benefits, Pay, Schedule. The posting includes salary range and benefits details, schedule (hybrid 3x/week). So we can include Pay, Benefits, Schedule sections. We must not include filler. Ensure we have substantive content. We need to output only HTML fragment, no /, no markdown fences. We'll structure:

About the role

... intro paragraph summarizing the role description before "Job Description"? Actually the intro before "Job Description" is about Freshworks and the role context. We'll include that as About the role. Then

Responsibilities

• ... each bullet from What You’ll Do sections (Performance Management Transformation, Employee Listening, Change Management & Enablement). We need to preserve all substantive info; we can break into multiple
• items. Then

  Qualifications

  • ... each bullet from Qualifications section. Then

    Benefits

    • ... list benefits: dental, medical, vision, disability, life insurance; Equity + ESPP; flexible PTO; flexible spending; commuter benefits; wellness benefits; adoption and parental leave benefits. Then

      Pay

      The annual base salary range for this position is $199,750 - $246,750. This role is also eligible for a target bonus. Compensation is based on a variety of factors, including but not limited to location, experience, job-related skills, and level.

      Then

      Schedule

      Please note this is a hybrid role with onsite expectations of 3x/week (Tues - Thurs) from our San Mateo, CA headquarters.

      We must not include duplicated lines, boilerplate like EEO etc. The Additional Information includes EEO statement; we should remove that. Also remove "Fresh vision. Real impact. Come build it with us." repeated at end? That's boilerplate; we should remove. We need to preserve all substantive information: The intro about Freshworks mission etc is substantive? It's more marketing but maybe considered part of About the role. We'll include it. Check for any duplicated lines: The posting repeats "Fresh vision. Real impact. Come build it with us." at start and end; we should include only once maybe in About the role? But it's marketing fluff; but it's part of the description. The instruction says remove boilerplate, duplicated lines. That phrase might be considered boilerplate; but it's also part of the mission statement. Might be okay to keep once. However to be safe, we can include it in About the role as part of the intro. We must not include application instructions. Now produce HTML. Let's craft the About the role paragraph: "Organizations everywhere struggle under the crushing costs and complexities of “solutions” that promise to simplify their lives. To create a better experience for their customers and employees. To help them grow. Software is a choice that can make or break a business. Create better or worse experiences. Propel or throttle growth. Business software has become a blocker instead of ways to get work done. There’s another option. Freshworks. With a fresh vision for how the world works. At Freshworks, we build uncomplicated service software that delivers exceptional customer and employee experiences. Our enterprise-grade solutions are powerful, yet easy to use, and quick to deliver results. Our people-first approach to AI eliminates friction, making employees more effective and organizations more productive. Over 72,000 companies, including Bridgestone, New Balance, Nucor, S&P Global, and Sony Music, trust Freshworks’ customer experience (CX) and employee experience (EX) software to fuel customer loyalty and service efficiency. And, over 4,500 Freshworks employees make this possible, all around the world. Fresh vision. Real impact. Come build it with us." Then after that, the role description: "Job Description Freshworks is rethinking how we develop, evaluate, and listen to our people — and this role is at the center of that transformation. As Director of Performance Management & Employee Listening, you will lead two of our most strategically important people practices: a comprehensive redesign of how we approach performance management, and a shift to a modern, continuous approach to employee listening. This is a role for someone who thinks systemically, designs with the business in mind, and cares about execution as much as strategy. Ultimately, you are helping us build something lasting: a sustainable culture of high performance and an employee experience that is genuinely differentiated. You will work as part of a small, senior Workforce Strategy & Org Development team — owning your domain with a high degree of autonomy and leading through influence across a matrixed organization. You will not manage a large team, but you will need to move a lot of work through people who don't report to you. Based at our San Mateo headquarters, you will work alongside senior leaders and represent the People team in high-visibility conversations at the VP and executive level. We need someone who commands a room, earns trust quickly, and brings both creative thinking and rigorous follow-through to everything they own. Critically, you know that even the best-designed programs fail without deliberate change management — and you build enablement, communication, and adoption into your work from the start." We could incorporate that into About the role as well, but we already have About the role covering the company overview; the role specifics could go under Responsibilities. However the instructions say use headings for sections like About the role, Responsibilities, etc. So we can put the company overview in About the role, and the role description (Job Description paragraph) could be part of About the role or Responsibilities? Probably better to include the role overview in About the role as well, but we must not repeat the job title as heading. It's okay. But we have a lot of content; we can split: About the role includes company overview and high-level role purpose. Responsibilities includes the detailed What You’ll Do. Let's craft About the role paragraph combining company overview and the Job Description paragraph (the first paragraph after "Job Description"). Now Responsibilities: list bullet points from What You’ll Do sections. We need to preserve all substantive info: The three sub-sections: Performance Management Transformation, Employee Listening, Change Management & Enablement. We'll break each into multiple bullet points. Let's extract bullet points: Performance Management Transformation: - Lead a meaningful transformation of how Freshworks approaches performance management — moving from a process-heavy, subjective model to a streamlined, AI-assisted approach that is easier for managers, more consistent in its outputs, and more tightly connected to business outcomes. - Design and own the end-to-end performance system: the methodology, the tools, the calibration approach, and the employee and manager experience. - Coordinate across HR, Total Rewards, HR Technology, and business partners to deliver an integrated solution that actually works in practice. - Build and maintain executive alignment. This work is visible to senior leadership, and you will present, defend, and iterate on it in real time. - Lead the change management and enablement strategy for the performance transformation — developing communications, training, and leader readiness plans that drive understanding and adoption across the organization. - Hold the bar on quality and detail at every stage. Employee Listening: - Own our employee listening strategy and programs, including our continuous listening platform, pulse approach, and how we translate signals into leadership action. - Drive the shift from periodic survey cycles to an always-on listening culture — designing and executing the change management strategy that moves leaders from passive recipients of survey results to active owners of the employee feedback loop. - Build leader-facing tools, frameworks, and communications that make listening data accessible and useful, not just reportable. - Track program health, participation trends, and sentiment over time; surface risks and opportunities and bring forward clear recommendations. - Stand up and lead a cross-functional employee experience working group — bringing together leaders from People Analytics, Employee Experience, and the HRBP community to build a cohesive, multi-lens view of the state of the employee experience. This group will be responsible for maturing how we aggregate and interpret employee signals, and for delivering a regular, centralized view of organizational health to senior leadership. - Continuously improve our approach as AI capabilities and listening methodologies evolve. Change Management & Enablement: - Own the change management and enablement strategy across both performance and listening — from how we communicate program shifts to how we build leader capability and drive adoption at scale. The goal is not compliance with new programs; it is durable behavior change that builds a culture of high performance and an employee experience people can feel. - Apply behavioral science principles to the design of change interventions — using what we know about habit formation, social norms, loss aversion, and motivation to design programs that shift behavior, not just awareness. - Design and deliver leader enablement programs that translate program changes into concrete behaviors: what leaders need to know, do, and model differently as a result of each transformation. - Build a communication and engagement framework that keeps employees, managers, and senior leaders informed, aligned, and bought in throughout multi-year transformation cycles. - Serve as the connective tissue between program design and organizational readiness — ensuring that what we build in the design room actually lands in the field. - Measure adoption and enablement effectiveness; use data to identify where uptake is lagging and adjust approach accordingly. Now Qualifications bullet points: - 8–12 years of progressive experience in HR, people strategy, organizational effectiveness, or a related field. - Proven experience leading complex, cross-functional transformation initiatives from design through execution in a fast-paced environment. - Deep expertise in performance management design — you’ve built or significantly redesigned performance systems before and understand how to make them fair, scalable, and defensible. - Meaningful experience in organizational design and development — you can help leaders think through structure and effectiveness, and you know how to turn those conversations into action. - Strong change management and enablement skills — you know how to bring people along through transformation, build leader capability, and design adoption strategies that actually stick. - Familiarity with continuous listening platforms and methodology; experience driving leader adoption of listening tools is a strong plus. - An AI-first mindset — you’re curious about what AI makes possible in people practices and you bring that perspective to how you design programs and solve problems. - Exceptional executive presence — you’re comfortable presenting to C-suite leaders, you communicate with clarity and confidence, and you can hold your own in high-stakes rooms. - High attention to detail — you care deeply about getting things right and you’ll get into the weeds to make sure they are. - Strong cross-functional instincts — you build trust with Finance, Strategy, and Operations partners and you design solutions that work for the business, not just for HR. - Excellent written and verbal communication skills; you can translate complexity into clarity for any audience. Now Benefits bullet list: - Multiple options for dental, medical, vision, disability, and life insurance.