Director, Enterprise Workforce Transformation

Position Summary:

The Director of Enterprise Workforce Transformation is responsible for leading enterprise-wide initiatives to optimize workforce structure, streamline operations, and drive efficiency through automation, process improvement, and strategic role alignment. This role partners with functional leaders, and Data & AI teams to identify transformation opportunities, transition transactional work to the Center of Excellence (COE), and enable employees to focus on higher-value activities. The Director oversees transformation planning, execution while ensuring measurable outcomes in productivity, cost savings, and long-term operational effectiveness.

Essential Duties & Responsibilities

• Strategy & Role Assessment

  • Own the enterprise-wide workforce transformation strategy, partnering with leaders across all countries and business units to identify roles and tasks with a high transactional workload.
  • Apply a consistent evaluation framework to each role; assessing automation potential first, then process documentation, migration priority, and target operating model to determine what moves to the COE and what should be eliminated, automated, or restructured in place.
  • Participate in the restructuring of remaining in-country roles into more strategic, higher-value functions once transactional work is removed, working with local leaders to redefine scope, and KPIs.

  Automation Partnership

  • Partner with Data & AI teams to scope and sequence automation opportunities ahead of any role migration, so repetitive work is automated before, not just after, it moves.
  • Partner with the COE leadership team to hand off and execute remaining automation opportunities post-migration, ensuring continuity between pre-move and post-move automation efforts.
  • Maintain a live inventory of automation and migration candidates, continuously identifying the next wave of opportunities as the COE matures.

  Program & Change Management

  • Build and maintain, together with the assigned Project Manager, a master transformation project plan spanning all workstreams; sequencing, dependencies, milestones, and target dates.
  • Define and govern the standard playbook for each move: skillset requirements, training plans, and cutover schedules.
  • Work with functional leaders to build or refine KPIs where existing metrics don’t fully capture what leadership needs to track post-transformation.
  • Drive change management and communication across impacted teams to ensure adoption and minimize disruption during each transition.

  Stakeholder Leadership

  • Serve as the primary liaison between Executive Leadership, country/functional leaders, and the COE, securing investment approvals and resolving prioritization conflicts across workstreams.
  • Report on capacity created (FTE), cost savings, and other transformation KPIs, tying results back to enterprise value-creation goals.
  • Other duties assigned by departmental leadership.