Director, HR Strategy

HR Strategy 

• Strategic Roadmap Development: Translate long-term business goals into a multi-year people strategy, focusing on organizational effectiveness and workforce planning. 

• Project Excellence: Oversee the planning and execution of strategic HR projects, building strong cross-functional partnerships to ensure successful delivery. 

• Organizational Design: Continuously evaluate our structure to ensure agility; identify opportunities to streamline workflows and improve cross-functional collaboration. 

• Change Management Leadership: Lead large-scale transformation initiatives (e.g., M&A integration, operating model shifts, or digital HR implementation) using structured consulting methodologies. 

• Capability Building: Further embed an analytical mindset and project management best practices across the HR function to bolster internal execution capabilities. 

People Analytics & Insights 

• Analytics Capability: Maximize the implementation of people analytics capabilities to derive business value and enhance overall talent decisions. 

• Data-Driven Decisioning: Utilize insights to inform HR decisions, measure effectiveness, and identify emerging trends through sophisticated KPIs and metrics. 

• Strategic Workforce Planning: Partner with HRBPs on workforce planning and analysis to anticipate future talent needs and deliver an HR roadmap that drives measurable business impact. 

HR Technology & Digital Strategy 

• Human-Centered AI Strategy: Design and execute an HR AI strategy that acts as a blueprint for enterprise AI adoption at CCC. You will ensure that technology serves the person, not the other way around, focusing on "reimagining how we work." 

• AI & Automation Roadmap: Collaborate with HR COEs and IT partners to deliver a roadmap that prioritizes AI-driven automation, predictive tools, and modern Employee Experience (EX) platforms to drive measurable value. 

• Digital Value Creation: Accountable for identifying and implementing emerging HR technology solutions that deliver measurable efficiency gains and a competitive advantage in a rapidly changing environment. 

Chief of Staff to the CHRO 

• Executive Support & Governance: Provide high-level strategic support to the CHRO, acting as a conduit between the HR Leadership Team and the broader business. Lead strategic planning and special initiatives by collaborating across functions to drive best-in-class solutions. 

• Enterprise Integration Leadership: Drive HR’s contribution to high-stakes cross-functional workstreams. This includes partnering with IT on AI Governance, collaborating with Internal Audit on Risk Management frameworks (ERRM), and leading the end-to-end execution of the HR workstream for M&A, from due diligence through to day-one integration and delivery. 

We are seeking a candidate with a diverse professional background that spans strategic advisory and operational execution. Success in this role typically requires a combination of the following: 

• Management Consulting: Significant tenure within a top-tier firm, specifically within a Human Capital or HR Transformation practice. 

• HR Strategy & Operations: Proven experience within a corporate HR function, with a focus on organizational design, strategic workforce planning, and demonstrated business acumen through successful collaboration within HR and throughout the company. 

• Technology Sector Expertise: Experience navigating the unique talent and operational challenges of a global technology or high-growth SaaS organization. 

Education 

• Bachelor’s degree required 

• MBA or relevant Master’s degree is highly preferred. 

Core Competencies 

• Structured Problem Solving: The ability to take "messy," ambiguous business problems and break them down into logical, actionable workstreams and frameworks. 

• Analytical Rigor: A natural tendency to lead with data; the ability to define KPIs that bridge the gap between "HR activities" and "Business ROI." 

• Strategic Agility: A high degree of adaptability; the ability to pivot quickly as market conditions, technology (AI), or company priorities shift without losing momentum. 

• Executive Presence: Natural gravitas and composure; proven experience maintaining credibility while advising C-suite stakeholders and preparing "Board-ready" strategic materials. 

• High-Stakes Communication: Exceptional storytelling skills with a focus on data translation; the ability to turn complex HR metrics and tech roadmaps into a compelling narrative that drives executive buy-in. 

• Influence Without Authority: A proven "internal consultant" mindset with the business acumen to build trust and drive alignment across all levels of the organization, specifically with senior business leaders outside of the HR function.