Join Enpro as the HR Transformation & Enterprise Change Leader and help shape the future of HR delivery across a global, multi-site organization during a period of enterprise growth and transformation. In this highly visible role, you will lead the evolution of Enpro's HR operating model, capabilities, processes, and technologies, enabling a more scalable, data-driven, and impactful HR function. Partnering closely with the CHRO and senior leaders across the enterprise, you will help accelerate business growth, strengthen organizational capability, and ensure our people strategies are positioned for the future.
Role Overview: The HR Transformation & Enterprise Change Leader is responsible for leading Enpro's multi-year HR transformation agenda by designing, enabling, integrating and accelerating strategic initiatives that modernize HR service delivery, talent management, talent acquisition, leadership development, employee engagement, HR technology, people analytics, organizational effectiveness, and workforce planning.
This leader partners closely with the CHRO, HR Leadership Team, business leaders, and functional stakeholders to evolve HR into a more scalable, efficient, and strategically impactful function. The role serves as a catalyst for enterprise-wide improvement by driving transformation efforts that strengthen operational excellence, employee experience, and business outcomes.
In addition, this leader will help coordinate the people and organizational implications of major enterprise transformation initiatives, ensuring alignment of change management, communications, sequencing, and adoption efforts across HR, IT, Finance, and other corporate functions.
Approximately 80% of the role's focus is dedicated to advancing HR transformation initiatives, with the remaining 20% focused on enterprise integration, change coordination, and cross-functional transformation alignment.
While Charlotte, NC is the preferred location for this position, we will consider qualified remote candidates located within the United States.
What You'll Do: Lead Enpro's HR Transformation Strategy - Develop and execute a comprehensive HR transformation roadmap aligned with Enpro's strategic priorities and growth objectives.
- Assess current HR capabilities, processes, technologies, operating models, and organizational effectiveness to identify opportunities for improvement.
- Serve as the architect of a modern, high-performing HR function that balances strategic partnership, operational excellence, employee experience, and scalability.
- Partner with the CHRO and HR Leadership Team to define transformation priorities, allocate resources, and measure success.
- Build business cases and implementation plans for major HR investments and improvement initiatives.
Modernize HR Processes, Technology & Service Delivery - Lead enterprise HR transformation initiatives spanning multiple subfunctions of HR
- Simplify, standardize, and optimize HR processes to improve effectiveness and employee experience.
- Partner with HRIS, IT, and process owners to implement systems and technologies that enable scale, automation, and improved decision-making.
- Drive adoption of digital tools, AI-enabled solutions, self-service capabilities, and data-driven practices across HR.
Build Enterprise HR Capability & Continuous Improvement - Establish governance, project management disciplines, and operating mechanisms that improve execution across HR.
- Lead cross-functional project teams and transformation workstreams.
- Ensure successful implementation and sustained adoption of new processes, technologies, and ways of working.
- Create repeatable frameworks and tools that improve consistency while allowing business flexibility where appropriate.
- Develop transformation capabilities within HR, including project management, change leadership, continuous improvement, and data literacy.
Drive HR Operational Excellence - Introduce continuous improvement methodologies to improve efficiency, effectiveness, and user experience.
- Identify opportunities to eliminate complexity, reduce administrative burden, and enhance responsiveness.
- Define and monitor key performance indicators that measure HR effectiveness, service quality, process efficiency, and business impact.
- Establish a culture of accountability, execution excellence, and ongoing improvement throughout the HR function.
Organizational Change & Transformation Adoption - Lead change management efforts associated with significant HR transformation initiatives.
- Develop communication, training, stakeholder engagement, and adoption strategies that support successful implementation.
- Partner with Corporate Communications and business leaders to create compelling transformation narratives and executive messaging.
- Monitor organizational readiness and adoption metrics and proactively address barriers to success.
Enterprise Transformation Alignment (20%) - Coordinate with leaders from IT, Finance, and other functions to ensure major transformation initiatives are sequenced and implemented effectively.
- Maintain visibility to enterprise transformation priorities, dependencies, milestones, and organizational impacts.
- Facilitate alignment of change management activities, communication plans, and implementation timelines across functions where appropriate.
- Help minimize transformation fatigue and improve the employee experience during periods of significant organizational change.
- Support executive governance discussions regarding enterprise transformation progress and risks.
What Success Looks Like - HR processes, technology, and service delivery models are simplified, scalable, data-driven, and employee-centric, enabling greater automation, self-service, and insight.
- Major HR transformation initiatives are delivered with discipline, achieve intended outcomes, and demonstrate measurable business value.
- HR develops stronger capabilities in analytics, change leadership, project execution, and strategic partnership.
- A modern HR operating model is established that supports future growth while improving employee and manager experiences.
- Enterprise transformation efforts are effectively coordinated, reducing disruption and accelerating adoption.
After 3-5 years in role, Enpro will have: - A scalable HR operating model supported by standardized global processes, technology, automation, and clear governance.
- Stronger enterprise capabilities in talent acquisition, talent management, succession planning, leadership development, learning, and workforce planning.
- Meaningful improvements in succession depth, leadership readiness, internal mobility, and retention of critical talent.
- Workforce decisions increasingly informed by analytics and business insights, with reduced administrative burden and greater focus on strategic priorities.
- Enterprise-wide confidence that transformation initiatives are executed with discipline, transparency, measurable impact, and coordinated governance across HR, IT, and Finance.
Your Role in Our Values At Enpro, our values of Safety, Excellence, and Respect guide how we work, collaborate, and grow. In this role, you will have opportunities to live these values every day by creating safe environments, driving meaningful results, and building respectful relationships.
Safety: Champion a culture of safety by embracing the Enpro Safety Pledge in everything you do. Look for ways to improve safety in your work, your team, and the broader organization, because safety starts with each of us.
Excellence: Bring your full self to work. Focus on creating value, driving innovation, and continuously improving how we work.
Respect: Create space for every voice to be heard. Foster a workplace built on mutual respect, where people feel valued and empowered to contribute to both personal and organizational success.
What You'll Bring: Required Qualifications - Bachelor's degree in Human Resources, Business Administration, Organizational Development, or a related field.
- 12+ years of progressive leadership experience in HR transformation, organizational effectiveness, business transformation, management consulting, or related disciplines.
- Demonstrated success leading large-scale global transformation initiatives involving operating model design, process improvement, technology enablement, and organizational change.
- Proven ability to lead complex cross-functional programs and influence stakeholders across HR, IT, Finance, Operations, and executive leadership teams.
- Experience developing transformation roadmaps, governance models, business cases, and implementation strategies.
- Strong analytical, problem-solving, and change leadership capabilities, including stakeholder engagement, communications, and adoption planning.
- Demonstrated success leading through ambiguity and driving sustainable organizational change.
- Systems-thinking mindset with the ability to connect strategy, organizational design, process, technology, talent, and change management to achieve enterprise outcomes.
Preferred Qualifications - Master's degree in Human Resources, Business Administration, Organizational Development, or a related field.
- Experience leading HR operating model, shared services, HR technology, or enterprise transformation initiatives within a complex global organization.
- Experience in manufacturing, industrial, or multi-site environments.
- Certification in change management, project management, Lean, Six Sigma, or related disciplines.
- Experience implementing HR technology, people analytics, automation, or AI-enabled solutions.
