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Director Hr Transformation Jobs (NOW HIRING)

Tchibo GmbH

Als Leitung für ein unternehmensweites HR-IT-Transformationsprojekt liegt dein Fokus auf der ... Zudem bieten wir dir die Freiheit, bis zu 10 Tage im Jahr aus dem EU-Ausland zu arbeiten. * Freue ...

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$116.6K

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How much do director hr transformation jobs pay per year?

As of Jul 26, 2026, the average yearly pay for director hr transformation in the United States is $116,601.00, according to ZipRecruiter salary data. Most workers in this role earn between $88,500.00 and $136,500.00 per year, depending on experience, location, and employer.

What are the key skills and qualifications needed to thrive in the Director Hr Transformation position, and why are they important?

To thrive as a Director HR Transformation, you need extensive experience in HR strategy, change management, and organizational development, typically supported by a Bachelor's or Master's degree in HR or a related field. Familiarity with HRIS platforms (such as Workday or SAP SuccessFactors), data analytics tools, and certifications like SHRM-SCP or Prosci Change Management are highly valued. Exceptional leadership, stakeholder management, and communication skills are critical for driving cross-functional initiatives and engaging diverse teams. These abilities are essential for successfully leading complex HR transformations that align with business objectives and foster positive workplace change.

What are the most common challenges faced by a Director HR Transformation, and how does the role address them?

A Director HR Transformation often faces challenges such as overcoming resistance to change, aligning HR initiatives with evolving business strategies, and integrating new technologies into existing systems. To address these issues, the role involves extensive collaboration with executive leadership, department heads, and IT teams, as well as designing clear communication and training plans. Successful Directors are proactive in engaging stakeholders at all levels, leveraging data to inform decisions, and continuously monitoring and adjusting transformation activities. This dynamic environment requires a balance of strategic vision and practical problem-solving to ensure organizational goals are achieved.

What does a Director of HR Transformation do?

A Director of HR Transformation leads strategic initiatives to modernize and optimize HR processes, technology, and organizational design. They drive digital transformation, implement change management strategies, and align HR functions with business goals. Their role involves analyzing existing HR systems, identifying inefficiencies, and ensuring the adoption of innovative solutions. They collaborate with leadership to enhance employee experience, improve operational efficiency, and support workforce planning.

More about Director Hr Transformation jobs
What cities are hiring for Director Hr Transformation jobs? Cities with the most Director Hr Transformation job openings:
What are the most commonly searched types of Hr Transformation jobs? The most popular types of Hr Transformation jobs are:
What states have the most Director Hr Transformation jobs? States with the most job openings for Director Hr Transformation jobs include:
What job categories do people searching Director Hr Transformation jobs look for? The top searched job categories for Director Hr Transformation jobs are:
Director Hr Transformation jobs near you
Infographic showing various Director Hr Transformation job openings in the United States as of July 2026, with employment types broken down into 1% As Needed, 84% Full Time, 12% Part Time, 1% Temporary, and 2% Contract. Highlights an 92% Physical, 3% Hybrid, and 5% Remote job distribution, with an average salary of $116,601 per year, or $56.1 per hour.
Strategic Programs & Projects Director (HR)

Strategic Programs & Projects Director (HR)

Seismic

Seattle, WA • On-site

Full-time

Posted 13 days ago

Job description

Overview

We are seeking a strategic and execution-focused Strategic Programs & Projects Director (HR) to lead Seismic's most important people-related transformation initiatives. Reporting directly to the Chief Human Resources Officer, this leader will drive complex cross-functional programs that shape how we scale, integrate, and evolve our organization. This role will serve as the program management engine across enterprise HR transformations, M&A integrations, operating model changes, and other special HR projects, partnering closely with the executive sponsors and functional leaders who own the strategy and outcomes. The ideal candidate combines exceptional project management rigor with strong business judgment, influencing skills, and a deep understanding of M&A integration.

This role is the program management backbone behind HR's highest-priority initiatives. Initiative sponsors (the CHRO, HRLT members, and HRBPs) retain accountability for decisions and results; this role owns the rigor that gets those initiatives across the finish line: project plans, executive reporting, governance cadence, risk tracking, and cross-functional coordination.

We are seeking someone who currently lives in Seattle, WA or San Diego, CA. 

Who you are:
  • 10+ years of experience leading large-scale HR programs, transformations, strategic initiatives, PMO functions, consulting engagements, or M&A integrations.
  • Experience leading cross-functional enterprise programs involving executive stakeholders.
  • Demonstrated success managing organizational change in complex, fast-paced environments.
  • Strong project management capabilities, including governance, planning, risk management, stakeholder management, and executive reporting.
  • Experience supporting mergers, acquisitions, integrations, reorganizations, or large-scale workforce transformations.
  • Excellent executive communication and influence skills, with the ability to simplify complexity and drive alignment across diverse stakeholders.
  • Strong business acumen and understanding of how talent, organizational design, and culture impact company performance.
  • Proven ability to operate independently, navigate ambiguity, and drive results without direct authority.
What you'll be doing:
  • Provide Program Leadership for HR's Most Critical Strategic Programs: Own the end-to-end project management of Seismic's highest-priority people initiatives - building clear plans, governance structures, and risk tracking in partnership with initiative sponsors, and holding cross-functional teams accountable to timelines and commitments.
  • Drive Program Management for People-Focused M&A Integrations: Build and maintain detailed integration roadmaps across the HR function in partnership with functional leads; establish governance mechanisms, track milestones, and surface risks so sponsors can make timely decisions. Identify and help structure cross-functional initiatives, such as reducing broad employee papercuts, to improve productivity and job satisfaction.
  • Lead Change Management & Adoption: Partner with HRBPs, Internal Communications, and business and cross-functional leaders to ensure changes are thoughtfully synchronized and employees and leaders understand, adopt, and sustain transformation initiatives. Develop clear change strategies that balance business objectives with employee experience and engagement.
  • Establish Program Governance & Operating Mechanisms: Build repeatable mechanisms that improve execution discipline across the HR organization. This includes: executive reporting frameworks, weekly and monthly operating rhythms, decision-making forums, success metrics, and roll-out plans (in partnership with internal communications).
  • Drive Organizational Effectiveness: Working with leaders across HR, help identify opportunities to improve how work gets done across the company by simplifying processes, clarifying ownership, improving operating models, and increasing organizational effectiveness. Examples may include workforce planning and headcount management processes.

    • What Success Looks Like

    • HR's most critical people initiatives have clear plans, rigorous governance, and full risk visibility from kickoff to close.
    • M&A integrations are executed with rigor, transparency, and a strong focus on employee experience.
    • Leaders and initiative sponsors have the governance and visibility they need to drive enterprise-scale transformation with confidence.
    • Program governance provides visibility into priorities, risks, decisions, and outcomes.
    • HR initiatives move from concept to execution faster and with greater cross-functional alignment.
    What we have for you:

    At Seismic, we're committed to providing benefits and perks for the whole self. To explore our benefits available in each country, please visit the Global Benefits page. 

    #LI-LG1Employment Type: FULL_TIME

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