We have an opening in our
Human Resources department for an
Director, HR Transformation & Employee Exp.. This is a
hybrid work opportunity, meaning that employees are eligible to work remotely for part of the work week, dependent on job function and business needs.
Job Description The Director, HR Transformation & Employee Experience leads enterprise HR transformation initiatives that modernize how HR supports the business. This role integrates employee experience design, HR process optimization, HR Technology enablement (including HRIS/HCM platforms) and AI-enabled solutions to drive consistency, scalability, and capacity across HR.
Partnering closely with the CHRO, HR Leadership Team, HR Operations, HRIS/HR Technology and ITS and COEs, this leader focuses on how HR work gets designed, experienced, and enabled-ensuring HR processes, tools, and experiences are intuitive, efficient, and aligned to business needs.
Strategic Impact
This role:
- Directly addresses gaps in employee experience, talent processes, HR system usability and manager enablement
- Drives enterprise consistency and scalability across HR processes, platforms and experiences
- Enables increased capacity and efficiency without proportional headcount growth
- Positions HR to leverage AI and automation responsibly and effectively
- Improves return on investment from HR technology by ensuring systems are adopted, optimized, and continuously improved.
Key Focus Areas & Responsibilities
1) Enterprise HR Transformation & Experience Design
- Lead enterprise HR transformation initiatives that redesign how employees and managers experience HR across the full employee lifecycle (Hire to Retire).
- Apply employee-centered design principles to HR programs, workflows, and services to improve usability, clarity, and adoption.
- Identify friction points across HR touchpoints, including HRIS self-service and translate insights into scalable design solutions.
2) Enterprise Onboarding Experience
- Design and implement a cohesive, enterprise onboarding experience that spans pre-hire through early tenure, leveraging HRIS, onboarding platforms, and automated workflows.
- Partner with HR Operations, Talent, and business leaders to ensure onboarding is consistent, role-appropriate, and scalable.
- Establish success measures (e.g., early engagement, system adoption, time-to-productivity, manager readiness).
3) Employee Engagement & Listening Strategy
- Own the enterprise employee engagement strategy, including ESAT and pulse surveys.
- Design listening cadences, analysis frameworks, and insight translation to drive action at enterprise and local levels.
- Partner with HR and business leaders to ensure engagement insights lead to targeted, measurable action plans and improvements.
4) HR Process Redesign & Workflow Optimization
- Lead redesign of HR processes and workflows across functions to improve efficiency, clarity, and scalability.
- Partner with HR Operations and COEs to standardize processes while preserving flexibility where business needs differ.
- Focus on experience and design, not transactional execution-ensuring optimized processes are ready for operationalization.
5) Manager & Hiring Experience Enablement
- Develop tools, resources, and experiences that improve the manager and hiring experience (e.g., guides, workflows, decision support).
- Reduce manager friction by simplifying HR processes and clarifying expectations and ownership.
- Ensure manager enablement solutions align with HR policies, ER frameworks, and service delivery models.
6) AI Enablement & Digital Innovation (Copilot, Agents, Automation)
- Build and lead integration of AI-enabled solutions (e.g., Copilot agents) into HR workflows to improve efficiency, consistency, and decision support.
- Identify opportunities where AI can enhance-not replace-judgment, experience, and compliance.
- Partner with HR Operations, IT, and Legal to ensure responsible adoption, governance, and change management.
7) HR Technology Adoption & Utilization (Partnership Role)
- Partner on HR technology adoption by focusing on utilization, experience, and enablement.
- Drive change management, training strategies, and adoption metrics to ensure HR tools deliver intended value.
- Serve as the bridge between process design, technology capability, and end-user experience.
- Support future implementation of HCM/HRIS platform and other enterprise tools.
Scope & Key Partnerships
- Reports to: Chief Human Resources Officer (CHRO)
HR Operations & Employee Relations, TA Program Manager, IT, COEs (Talent, Total Rewards, DEI/Engagement), Communications, Legal, business leaders and HR Leadership Team
- Team leadership: May lead a small transformation/experience team or operate as a senior individual contributor with enterprise influence
Core Competencies:
- Systems and design thinking
- Change leadership and influence without authority
- Employee-centric mindset with enterprise discipline
- Data-informed decision making
- Curiosity, innovation, and pragmatic execution
Measures of Success (Examples):
- Adoption and satisfaction with redesigned HR processes and experiences
- Improved engagement and pulse survey outcomes tied to targeted interventions
- Increased manager effectiveness and reduced friction in key HR workflows
- Measurable efficiency gains through AI-enabled solutions and workflow redesign
- Strong partnership with HR Operations, HRLT, and COEs
Minimum Qualification Required Qualifications:
- Progressive HR experience with a strong focus on HR transformation, employee experience, or HR process design
- Practical experience across multiple HR disciplines (e.g., talent acquisition, union environments, or shared services operations), bringing real-world insight to process design and transformation efforts
- Demonstrated success leading cross-functional, enterprise change initiatives
- Experience redesigning HR processes and translating them into scalable, adoptable solutions
- Strong change management, stakeholder influence, and communication skills
- Comfort working at the intersection of HR, technology, and experience design
- Experienced people leader with proven success leading teams through transformation, driving accountability, and delivering results in complex, multi-state environments
Preferred Qualifications:
- Experience with employee listening strategies (engagement surveys, pulse tools, action planning)
- Experience with AI or automation
- Background in design thinking, service design, or continuous improvement methodologies
- Experience partnering with HR Operations or shared services models
Compensation Type Annual Salary
Compensation Range Grade 10 - Salary
$ 124,022.00 - 223,196.00
Primary Work Location 93 West Main Street
Clinton, Connecticut, 06413
United States
Work Environment and Physical Demands Code I - Indoor
