Sr. HR Strategy & Transformation Manager

About the role

The Sr. HR Strategy and Transformation Manager leads enterprise-wide HR transformation and workforce strategy initiatives that shape organizational effectiveness, operating models, and business readiness. This role independently drives complex, cross-functional programs across the HR ecosystem, translating enterprise priorities into actionable strategies, governance, and measurable outcomes.

Responsibilities

• Own end-to-end delivery of large-scale HR initiatives, from problem definition through execution and sustainability.
• Translate broad enterprise or HR strategy into structured workplans, milestones, and deliverables.
• Serve as the central integrator across HRBPs, COEs, and business stakeholders, including coordination of key ARHQ priorities to ensure alignment and execution discipline.
• Design and implement structured approaches to change, communication, and stakeholder engagement.
• Craft clear, compelling narratives and guide leaders in delivering aligned, consistent messaging.
• Equip HRBPs with consistent frameworks and tools to effectively lead change within their organizations.
• Translate business priorities into forward-looking workforce strategies and org design solutions.
• Drive a disciplined approach to workforce strategy and governance, including frameworks for headcount, capabilities, and location planning.
• Partner with HRBPs and leaders to shape team structures, growth models, and efficiency opportunities that drive clarity, scalability, and operating effectiveness.
• Coordinate HR's annual strategic priorities and planning cycle, including aligning an evolving AI roadmap for HR to drive capability and impact.
• Contribute to or lead initiatives involving organizational design, talent strategy, performance management, and broader business or HR transformation efforts.
• Provide structured recommendations and decision support to senior leaders on workforce, organization, and change-related decisions.
• Guide leaders through trade-offs, risks, and implementation considerations for high-impact HR initiatives.
• Develop executive-ready materials for HRLT, ELT, and global updates.
• Leverage data, analytics, and AI tools to identify trends, generate insights, and strengthen decision-making.
• Ensure alignment with global HR and Infrastructure governance, keeping HQ policies current and consistently applied.
• Oversee HR audit readiness, ensuring timely execution, strong documentation, and follow-through on remediation actions.
• Establish and maintain a centralized repository of key HR processes and standards to drive consistency, transparency, and scalability.

Qualifications

• Minimum 8 years of progressive experience in Human Resources, workforce strategy, organizational effectiveness, transformation, or related functions, including meaningful experience partnering with senior business leaders and HR stakeholders.
• Demonstrated experience leading complex cross-functional initiatives or enterprise workstreams, with accountability for planning, execution, stakeholder alignment and delivery of measurable outcomes.
• Experience partnering with senior business leaders, HRBPs, and Centers of Excellence to advance workforce planning, organizational effectiveness, and change-related priorities.
• Experience operating effectively in fast-paced, matrixed, and/or global organizations, collaborating across functions, teams, and leadership levels.
• Experience contributing to or leading initiatives involving organizational design, talent strategy, performance management, and broader business or HR transformation efforts.
• Bachelor’s degree in Human Resources, Business, Organizational Development or a related field.
• Master’s degree or other advanced degree in Human Resources, Business, Organizational Development, or related field preferred.
• Relevant professional certifications such as Prosci, ADKAR, PMP, SHRM, or HRCI a plus.
• Advanced knowledge of core HR disciplines, including workforce planning, organizational design, talent strategy, performance management, and change management.
• Strong strategic thinking and problem-solving skills, with the ability to assess complex situations and develop practical, business-aligned solutions.
• Strong relationship management and collaboration skills, with the ability to influence and align stakeholders across a matrixed organization.
• Strong program and project leadership skills, including the ability to translate priorities into structured plans and drive execution across multiple workstreams.
• Ability to leverage data, analytics, and AI tools to generate insights, support decision-making, and improve processes.
• Excellent written and verbal communication skills, including the ability to synthesize complex information and develop executive-ready materials.
• Strong judgment, adaptability, and organizational effectiveness capability, with the ability to lead through ambiguity and drive results.