Director / Senior Director – HR Transformation

About the Role

• Organizational effectiveness and workforce productivity
• HR process efficiency, automation, and scalability
• Employee and manager experience
• HR technology adoption and data accessibility
• Post-merger organizational and cultural integration
• Quality, speed, and consistency of people-related decisions

What You'll Own

1. HR Transformation & Process Excellence

• Lead the global HR transformation roadmap, aligning people priorities with business strategy and organizational growth.
• Simplify, standardize, and automate HR processes across the employee lifecycle.
• Apply Kaizen and continuous improvement principles to eliminate inefficiencies, improve productivity, and strengthen service delivery.
• Establish transformation governance, priorities, success metrics, and execution discipline across global HR teams.

2. HR Technology, AI & Automation

• Drive HR technology strategy, implementation, integration, and optimization across HRIS/HCM, ATS, performance management, learning, and engagement platforms.
• Identify, prototype, build, and scale AI-enabled HR solutions across talent acquisition, employee services, organizational planning, talent intelligence, and people operations.
• Partner with Technology, Data, and business teams to create connected HR ecosystems, intelligent workflows, and scalable self-service experiences.
• Evaluate emerging HR technologies and AI capabilities based on business value, adoption, security, and return on investment.

3. Organizational Development & M&A Integration

• Support organizational design, operating model evolution, workforce planning, and structural transformation aligned with business priorities.
• Drive post-merger HR and culture integration, including alignment of organizational structures, systems, policies, people practices, and employee experiences.
• Partner with leadership on change management, team effectiveness, role clarity, and organizational capability development.
• Enable global consistency while accommodating regional business and regulatory requirements.

4. Talent, Performance & Leadership Effectiveness

• Strengthen performance management, goal alignment, talent assessment, and succession planning frameworks.
• Partner with Talent and L&D teams to build leadership development, capability-building, and individual development practices.
• Leverage employee listening, engagement insights, and people-first practices to strengthen organizational culture and effectiveness.
• Support employer branding and employee experience initiatives that reinforce Wingify's position as an employer of choice.

5. People Analytics, Research & Decision Intelligence

• Build actionable people intelligence through integrated dashboards, workforce analytics, and executive reporting.
• Translate HR data into insights supporting organizational effectiveness, workforce decisions, talent strategy, and employee experience.
• Lead industry research, external benchmarking, and HR technology assessments to inform strategic decisions.
• Establish measurable baselines, experiment with interventions, and scale initiatives based on demonstrated business impact.

What We're Looking For

• 12–18+ years of progressive experience across HR Transformation, Organizational Development, HR Technology, People Strategy, or related disciplines, with experience appropriate to the leadership level.
• Demonstrated experience leading enterprise-wide HR transformation and complex, cross-functional change initiatives.
• Strong understanding of HR operating models, employee lifecycle processes, organizational design, and talent management practices.
• Hands-on experience implementing, integrating, or optimizing enterprise HR platforms such as Darwinbox, SAP SuccessFactors, Workday, PeopleStrong, or similar global HR platforms.
• Practical experience with AI, intelligent automation, people analytics, and digital solution development, with the ability to translate ideas into working solutions.
• Experience supporting global HR operations, M&A integration, or multi-geography organizational transformation.
• Strong analytical ability, business acumen, and a continuous improvement mindset.
• Ability to influence senior stakeholders, navigate ambiguity, and independently execute complex transformation programs.
• A collaborative, curious, and low-ego approach, with a strong bias toward experimentation and measurable outcomes.

What Great Looks Like

Business & Transformation Impact

• You understand business challenges before recommending HR interventions.
• You translate organizational priorities into clear transformation programs with measurable outcomes.
• You continuously improve processes through simplification, standardization, and Kaizen.

Technology & AI Mindset

• You look beyond traditional HR systems and identify opportunities to fundamentally improve how work gets done.
• You are comfortable experimenting, prototyping, and working with technical teams to turn ideas into usable solutions.
• You see AI as an enabler of productivity and better decisions, while maintaining appropriate human oversight, data privacy, and accountability.

Organizational & People Effectiveness

• You can navigate complex organizational structures, cultures, and global operating environments.
• You bring together people, processes, and technology to improve organizational performance.
• You understand how talent, leadership, engagement, and culture influence business outcomes.

Ownership & Execution

• You can take an ambiguous business challenge and translate it into a structured plan and tangible results.
• You balance strategic thinking with hands-on execution.
• You build credibility through collaboration, clarity, speed, and consistent delivery.

Why This Role?