Job Description Summary: The Senior Director, Digital Capability and Workforce Modernization owns our Company approach to redesigning work for a Human × AI enterprise and building the digital and AI capability people need to perform that work. The role is accountable for redesigning workflows and building employee digital and AI capability. Reporting to the Vice President, People Intelligence, Planning, and Capabilities, this hands-on leader partners closely with business, Digital, Finance, and People & Culture leaders.
Key ResponsibilitiesSet the Enterprise Approach to Workforce and Workflow Modernization- Own the strategy, methodology, standards and outcome measures for how work is selected, redesigned, implemented, and sustained.
- Prioritize opportunities with business, Digital and Finance partners, making explicit choices about what is simplified, automated, AI-supported or kept as is, and adjust priorities as evidence and business needs evolve.
- Establish governance and decision rights so functions modernize to a common standard while adapting execution to local context.
- Advise senior leaders on trade-offs and ensure technology investments are paired with redesigned ways of working.
Redesign Work Around Human × AI Contribution- Lead and personally contribute to priority workflow redesigns, turning early use cases into a repeatable approach.
- Reframe workflows around outcomes, removing unnecessary steps and handoffs, and determine where AI can best support people and where human judgment leads, with clear human accountability.
- Surface risks to accountability, privacy, bias and operational resilience, partnering with risk and governance owners.
Connect Workflow Redesign to Workforce Roles and Skills- Partner with HR Business Partners and function leaders to translate redesigned workflows into role, capacity and capability needs, and integrate them into workforce plans, career development and internal mobility.
- Partner with People Intelligence and Finance to track the benefits of redesigned work for the business and for employees.
Build and Scale Digital and AI Capability Through Work- Own the People & Culture approach to building the digital and AI capabilities redesigned work requires, aligned with enterprise capability standards.
- Partner with the Global Digital Network and function teams to define role-relevant capability needs and close gaps, prioritizing development of current employees.
- Embed capability building into workflows and manager practices and turn successful redesigns into reusable tools that sustain new ways of working.
Candidate Profile- Commercially astute systems thinker who connects workflow, workforce, technology and capability choices to business outcomes.
- Credible executive advisor and facilitator who brings structure to ambiguity and constructively challenges decisions.
- Pragmatic and current in AI and agentic technologies, able to tell practical value from novelty.
- Brings a product mindset to work redesign, focused on value, adoption and continuous improvement.
- Resilient, inclusive change leader with high integrity and learning agility who earns trust and sustains progress beyond launch.
Experience and Background- Bachelor's degree in Human Resources, Organization Development, Organizational Psychology, Business, Engineering or a related field, or equivalent experience; advanced degree beneficial.
- 10+ years in workforce strategy, organization design, workflow redesign, digital transformation or capability building, including leading cross-functional transformation from strategy through value realization at enterprise or global scope.
- Proven success redesigning work with business and technology partners and translating it into role, workforce and capability implications.
- Practical AI fluency, including building capability through hands-on, applied learning.
- Experience influencing senior stakeholders across a global, matrixed organization without direct authority.
Skills:Pay Range:United States: 224,100 - 257,600 USD
Base pay offered may vary depending on geography, job-related knowledge, skills, and experience. A full range of medical, financial, and/or other benefits, dependent on the position, is offered.
Annual Incentive Reference Value Percentage:50
Annual Incentive reference value is a market-based competitive value for your role. It falls in the middle of the range for your role, indicating performance at target.
Long-term Incentive Reference Value Percentage:20
Long-term Incentive reference value is a market-based competitive value for your role.
Location(s):United States of America
City/Cities:Atlanta
Travel Required:00% - 25%
Relocation Provided:Yes
Job Posting End Date:November 2, 2026
