Full Time Remote Creative Director Jobs in Tennessee

Experity offers the following:

• Benefits - Comprehensive coverage starts first day of employment and includes Medical, Dental/Orthodontia, and Vision.

• Ownership - All Team Members are eligible for synthetic ownership in Experity upon one year of employment with real financial rewards when the company is successful!

• Employee Assistance Program - This robust program includes counseling, legal resolution, financial education, pet adoption assistance, identity theft and fraud resolution, and so much more.

• Flexibility- Experity is committed to helping team members face the demands of juggling work, family and life-related issues by offering flexible work scheduling to manage your work-life balance.

• Paid Time Off (PTO) - Experity offers a generous PTO plan and increases with milestones to ensure our Team Members have time to recharge, relax, and spend time with loved ones.

• Career Development- Experity maintains a learning program foundation for the company that allows Team Members to explore their potential and achieve their career goals.

• Team Building -We bring our Team Members together when we can to strengthen the team, build relationships, and have fun! We even have a family company picnic and a holiday party.

• Total Compensation - Competitive pay, quarterly bonuses and a 401(k) retirement plan with an employer match to help you save for your future and ensure that you can retire with financial security.

Compensation:Budgeted between $140,000 and $190,000 dependent upon applicable experience.

Remote:Experity offers Team Members the opportunity to work remotely or in an office.

What Makes This Role Different: We are looking for someone who can connect business strategy to organizational execution, proactively identify future needs, and personally lead initiatives that improve how the business operates.

Success in this role requires equal parts business acumen, strategic thinking, influence, execution, and a willingness to roll up your sleeves to get the work done. This person is equally comfortable facilitating an executive workforce planning discussion as they are leading a talent review, coaching a leader, or implementing a new People program.

Responsibilities:

Strategic Business Partnership

• Serve as the primary People Operations partner for assigned Executive Leadership Team (ELT) leaders.

• Build trusted relationships with executive leaders and leadership teams.

• Partner with executive leaders to identify organizational challenges, develop people strategies, and lead execution that improves business performance..

• Connect the dots across business priorities, workforce trends, organizational health, and talent to proactively identify opportunities and risks.

• Participate in business planning discussions to ensure organizational and talent strategies support business objectives.

• Coach leaders on organizational effectiveness, leadership, change management, and team performance.

• Balance strategic thinking with practical execution to help leaders move initiatives from concept to implementation.

Organizational Design & Workforce Planning

• Partner with executive leaders to assess organizational effectiveness and future workforce needs.

• Develop workforce and organizational plans aligned with business priorities and growth objectives.

• Advise leaders on:

  • Organizational structure

  • Team design

  • Workforce planning

  • Succession planning

  • Role clarity

  • Leadership capability

• Identify organizational capability gaps and develop practical solutions.

• Lead organizational changes, restructures, and team design initiatives as business needs evolve.

• Ensure organizational decisions support an empowered, accountable culture.

People Programs & Organizational Development

Lead and execute enterprise People Operations programs that strengthen leadership capability and organizational effectiveness, including:

• Performance Management

• Talent Reviews

• Employee Engagement

• AI Enablement and Learning Initiatives

• Organizational Change Management

• Continuously evaluate and improve People programs to ensure they meet evolving business needs.

• Own one or more enterprise People Operations programs (such as Performance Management, Talent Reviews, Leadership Development, Employee Engagement, AI Enablement, or Career Development), ensuring they evolve with business needs and are successfully adopted across the organization.

• Partner with business leaders to successfully implement People initiatives across assigned organizations.

• Balance long-term capability building with near-term business priorities.

Leadership Coaching & Employee Relations

• Coach leaders through complex employee and organizational situations.

• Provide guidance on:

  • Performance management

  • Employee relations

  • Organizational change

• Build leadership capability by helping managers navigate difficult conversations and people decisions.

• Ensure consistent application of company policies and employment practices.

• Escalate legal or compliance matters as appropriate.

Team Leadership

• Lead, coach, and develop assigned People Generalists.

• Provide direction, prioritization, and support to ensure consistent delivery of People Operations services.

• Develop Generalist capability through coaching, mentoring, and development opportunities.

• Ensure appropriate balance between strategic partnership and operational support across the team.

• Foster collaboration, accountability, and continuous improvement within the People Operations team.

Cross-Functional Partnership

Partner closely with:

• Total Rewards

• Talent Acquisition

• HRIS / Workday

• Finance

• Legal

• Deliver integrated People solutions that support business priorities.

• Ensure leaders experience one coordinated People Operations team.

• Collaborate across functions to simplify work, improve leader experiences, and drive organizational effectiveness.

Change Leadership & Execution

• Lead organizational change initiatives from planning through implementation.

• Help leaders build engagement, accountability, and adoption during periods of change.

• Drive initiatives that strengthen Experity's empowered culture and leadership expectations.

• Remove barriers to execution by simplifying processes and improving ways of working.

• Personally lead enterprise People projects and ensure successful execution-not simply recommend solutions.

Travel:

• Ability to travel as needed.

Success in this Role: Success is measured by the ability to build trusted executive partnerships, develop high-performing organizations, and translate business strategy into practical people solutions. The Senior People Business Partner sees around corners, connects the dots across the organization, and helps leaders build teams that are positioned for future success. They are equally comfortable shaping strategy as they are executing it, balancing long-term organizational capability with immediate business needs. This role helps Experity achieve its business goals by ensuring leaders have the right organizational structure, talent, leadership capability, and People programs to build an empowered organization.

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