Senior Lead – Human Resources Transformation Consultant (Executive Director)

Senior Lead – Human Resources Transformation Consultant (Executive Director)

 

About this Role

We are seeking a seasoned and strategic Human Resources Transformation Consultant to support senior executives and business leaders through periods of growth, transformation, and organizational change. This role will act as a trusted advisor to leadership teams, driving talent strategy, organizational effectiveness, workforce transformation, AI enablement, leadership development, and employee engagement initiatives that directly impact business outcomes.

The ideal candidate brings deep human resources expertise combined with proven experience leading large-scale business transformation initiatives, organizational redesign, change management programs, workforce modernization strategies, and AI-enabled workforce transformation across complex, matrixed environments. This leader will help shape the future of talent by leveraging data, HR technology, workforce intelligence, and emerging AI capabilities to build agile, skills-based, future-ready organizations.

 

In this role, you will

 

Business Transformation & Change Leadership

• Lead the people aspects of business transformation, restructuring, and organizational redesign initiatives.
• Develop and execute change management strategies that support adoption and business success.
• Drive workforce transformation programs, including capability building, AI readiness initiatives, operating model changes, future workforce planning, and skills transformation strategies.
• Assess organizational readiness and implement interventions to support successful change adoption.
• Partner with business leaders during mergers, acquisitions, integrations, and large-scale transformation programs where applicable.
• Lead people strategies supporting digital, technology, and AI-enabled transformation initiatives.
• Champion AI readiness by identifying capability gaps, workforce implications, and change requirements associated with AI adoption.
• Partner with business and technology leaders to drive successful adoption of AI-enabled processes, tools, and new ways of working.

 

AI Enablement, HR Technology & Future Workforce

• Lead initiatives that advance enterprise AI readiness from a people, talent, and organizational perspective.
• Partner with HR, business, and technology leaders to implement and optimize HR technology solutions that improve employee experience, workforce planning, talent acquisition, learning, and organizational effectiveness.
• Identify opportunities to leverage AI, automation, and emerging HR technologies to improve productivity, decision-making, and talent outcomes.
• Drive adoption of AI-powered HR tools and workforce intelligence platforms through effective change management and capability-building programs.
• Develop frameworks to assess workforce readiness for AI adoption, changing skill requirements, and future business needs.
• Partner with learning leaders to advance AI literacy, digital capability building, and future skills development across the workforce.
• Ensure responsible, ethical, and people-centric adoption of AI technologies and workforce innovation practices.

 

Data, Analytics & Workforce Insights

• Leverage AI-powered tools, HR technology platforms, workforce intelligence, and advanced people analytics to drive business decisions and workforce strategies.
• Analyze engagement, retention, diversity, productivity, workforce capability, skills readiness, and organizational health metrics.
• Present actionable insights and strategic recommendations to business leaders.
• Develop talent and workforce dashboards to support decision-making.
• Utilize predictive analytics, workforce intelligence, and skills data to identify future talent needs, workforce risks, and capability gaps.
• Translate workforce trends, labor market intelligence, and AI impacts into actionable talent and workforce strategies.
• Measure and track organizational AI readiness, technology adoption, skills development, and workforce transformation outcomes.

 

Organizational Effectiveness

• Lead organizational design and workforce planning initiatives.
• Evaluate organizational structures, spans and layers, workforce productivity, operating models, and organizational agility.
• Drive initiatives to improve effectiveness, collaboration, accountability, and decision-making.
• Identify capability gaps and develop strategies to address current and future business needs.
• Assess workforce readiness for digital and AI transformation and develop targeted capability-building plans.
• Design organizations and workforce strategies that optimize human and AI collaboration.
• Partner with leaders to build skills-based organizations aligned to future workforce requirements.
• Develop strategic workforce plans that anticipate changing business, technology, and talent demands.

 

Employee Experience & Engagement

• Drive employee engagement initiatives and culture transformation efforts.
• Utilize employee listening data and organizational insights to improve employee experience.
• Foster an inclusive, diverse, innovative, and high-performing culture.
• Lead retention and career development initiatives for key talent.
• Champion a culture of continuous learning, adaptability, experimentation, and digital fluency.
• Support enterprise upskilling and reskilling programs that enhance workforce readiness and organizational capability.
• Drive employee adoption of new technologies through targeted engagement, communication, and change management strategies.

 

 

Required Qualifications

• 7+ years of Business Execution, Implementation, or Strategic Planning experience, or equivalent demonstrated through one or a combination of the following: work experience, training, military experience, education.
• 5+ years of progressive HR leadership experience with significant HR technology experience.
• Demonstrated experience supporting senior executives and leadership teams.
• Proven track record of leading transformation, organizational design, change management, and workforce modernization initiatives.
• Strong business acumen with the ability to connect people strategy to business outcomes.
• Experience working within highly matrixed global organizations.
• Strong influencing and stakeholder management skills.
• Experience supporting workforce transformation, future-skills planning, and organizational readiness initiatives.
• Demonstrated ability to leverage AI tools, data analytics, and HR technology platforms to influence talent and business decisions.
• Experience implementing or driving adoption of HR technologies, people analytics platforms, talent intelligence solutions, or AI-powered HR tools.
• Experience leading digital, technology, or AI-enabled transformation programs.

 

Desired Qualifications

• Degree in Human Resources, Organizational Development, Business Management, or a related field.
• Experience within Financial Services, Banking, Technology, FinTech, Consulting, or Global Capability Centers.
• Exposure to large-scale digital transformation initiatives.
• Experience supporting global workforce populations.
• Experience with AI-enabled HR solutions, workforce planning technologies, talent intelligence platforms, and people analytics tools.
• Knowledge of skills-based workforce planning, future-of-work trends, talent marketplace solutions, and workforce transformation practices.
• Experience leading enterprise upskilling, reskilling, talent development, or workforce capability transformation initiatives.

Posting End Date: 

15 Nov 2026

*Job posting may come down early due to volume of applicants.

We Value Equal Opportunity

Wells Fargo is an equal opportunity employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, disability, status as a protected veteran, or any other legally protected characteristic.

Employees support our focus on building strong customer relationships balanced with a strong risk mitigating and compliance-driven culture which firmly establishes those disciplines as critical to the success of our customers and company. They are accountable for execution of all applicable risk programs (Credit, Market, Financial Crimes, Operational, Regulatory Compliance), which includes effectively following and adhering to applicable Wells Fargo policies and procedures, appropriately fulfilling risk and compliance obligations, timely and effective escalation and remediation of issues, and making sound risk decisions. There is emphasis on proactive monitoring, governance, risk identification and escalation, as well as making sound risk decisions commensurate with the business unit’s risk appetite and all risk and compliance program requirements.

Candidates applying to job openings posted in Canada: Applications for employment are encouraged from all qualified candidates, including women, persons with disabilities, aboriginal peoples and visible minorities. Accommodation for applicants with disabilities is available upon request in connection with the recruitment process.

Applicants with Disabilities

To request a medical accommodation during the application or interview process, visit Disability Inclusion at Wells Fargo.

Drug and Alcohol Policy

 

Wells Fargo maintains a drug free workplace.  Please see our Drug and Alcohol Policy to learn more.

Wells Fargo Recruitment and Hiring Requirements:

a. Third-Party recordings are prohibited unless authorized by Wells Fargo.

b. Wells Fargo requires you to directly represent your own experiences during the recruiting and hiring process.

c. Please be prepared to provide accurate information and supporting documentation in connection with any lawful employment and education verification conducted by Wells Fargo.

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