Transformation Program Director – Propel Initiative

Overview

The Transformation Program Director is accountable for ensuring the delivery and execution of Propel, other AI initiatives, and critical non-AI projects across the HR and Marketing & Communications (MC) functions. Working closely with HR, M&C, and GCO leaders, project managers, HRIT and Internal Comms and Change Management (ICCM) teams, this role ensures initiatives are effectively planned, coordinated, tracked, and delivered in line with agreed objectives and timelines. This role also has oversight of the Propel program change management team.
 

The role serves as a central coordination point across multiple projects, ensuring interdependencies are actively managed, timelines are enforced, and executive stakeholders maintain clear visibility into program health through structured governance and reporting. The successful candidate brings disciplined program management execution alongside exceptional stakeholder management skills, sufficient HR domain fluency to challenge scope, surface risks, and drive decisions in ambiguous environments.  They will also have the ability to navigate complex organisational change and technology-enabled transformation.

Location: Open to candidates residing within the United States

Responsibilities 
 

Program Planning & Delivery
•    Work in close partnership with HR, M&C, and GCO  leaders, functional leaders, and project managers to ensure they translate their initiative objectives, including stakeholder engagement and change management requirements, into structured delivery plans and execution roadmaps.
•    Develop and maintain integrated program plan, risk register, RAID log, milestone trackers, and status dashboard to track progress across the program. Identify dependencies, constraints and critical path activities and ensure accurate, real-time program visibility. 
•    Drive day-to-day program execution, ensuring activities remain aligned to agreed milestones, timelines, and outcomes. 
•    Escalate risks, decision points, and delivery concerns promptly, providing clear recommendations and mitigation options.
•    Ensure coordination across project teams to ensure deliverables are completed according to schedule and agreed quality standards.
•    Partner with Finance and HR function & Technology Leaders to ensure the program is aligned to and tracking against the financial goals and targets (investment, savings) associated with the Propel program, other key AI initiatives, and critical non-AI program initiatives and timelines.
 

Governance & Reporting
•    Provide regular, structured updates to program leadership, stakeholders, and steering committee on progress, risks, issues, dependencies, and key decisions.
•    Establish and enforce governance cadences: steering committee reviews, project team check-ins, and escalation protocols. 
•    Drive structured follow-up on risks, issues, and decisions to ensure ownership and resolution of program challenges before they affect delivery timelines.
•    Support preparation of HR, M&C, and GCO Leadership, AI ATO, and executive-level materials, ensuring reporting is accurate, insightful, and focused on decision-making.
 

Stakeholder Management & Collaboration
•    Build and maintain effective working relationships with the HR, M&C, and GCO leaders, HRIT, ICCM, Legal, Finance, and the AI TMO.
•    Facilitate alignment across project team deliverables, resource requirements, and implementation plans.
•    Facilitate collaboration to remove blockers and drive progress against program commitments.
•    Support organisational readiness, stakeholder engagement and communication activities associated with Propel initiatives.

Technology & ICCM Integration
•    Ensure the Propel program change management team is closely partnered with initiative owners to develop and deliver robust CCM plans.
•    Ensure HRIT and ICCM deliverables are fully integrated into HR and HRS program planning and execution activities.
•    Ensure workstream delivery teams are identifying change impacts across geographies, employee populations, and HR delivery channels and flag risks to adoption early.
•    Collaborate with ICCM to ensure programmatic readiness, training and communications are aligned with enterprise efforts and that communications are sequenced within / across project plans.

Continuous Improvement
•    Promote best practice program management standards, governance, and delivery disciplines across the ATO program.
•    Capture lessons learned and recommend improvements to future transformation initiatives.
 

Experience
•    Significant project/program management experience in managing complex programs in a global enterprise environment (10,000+ employees; 50,000 strongly preferred) preferably within HR transformation, operating model transformation, or large-scale business change programs.
•    Demonstrated experience managing multiple projects spanning multiple functions or HR CoEs (Centers of Excellence) and GCO simultaneously, not siloed, single-function work. 
•    Demonstrated experience supporting executive governance forums and preparing leadership-level reporting materials.
•    Proven track record managing projects with global scope, including navigating regional regulatory variation, time zone complexity, and cross-cultural stakeholder dynamics.
•    Proven ability to manage program risks, dependencies, and stakeholder expectations in a fast-paced environment.
•    Demonstrable experience using generative AI tools (e.g., Microsoft Copilot, ChatGPT, or equivalent) to automate routine tasks, support problem-solving and improve business outcomes.

Skills & Competencies
•    Structured, disciplined project management execution; able to convert strategic objectives into practical delivery plans and measurable outcomes.
•    Proficient in both waterfall and agile/hybrid methodologies.
•    Strong facilitation and meeting management skills; able to drive decisions in rooms with competing priorities and strong personalities.
•    Demonstrated ability to develop clear, audience-appropriate communications for senior HR and business leadership.
•    Analytical mindset; comfortable with data, metrics, technology and using quantitative inputs to inform project decisions and status reporting.
•    High tolerance for ambiguity; capable of creating structure where it does not yet exist.

Education & Professional Qualifications
•    Bachelor's degree or equivalent professional experience.
•    Professional program or project management certification (PMP, MSP, PRINCE2, Agile or equivalent) desirable.

 
What Success Looks Like
In the first 90 days, successful candidate has/is focused on the Propel initiative:
•    Established creditability with HR ATO Leads, HRLT and workstream delivery team leads
•    Mapped the active program milestones and deliverables; HRIT, ICCM, and HRS deliverables are seamlessly integrated into program plans
•    Proactively managing risks, issues and dependencies escalating as needed with actionable recommendations.
•    Established effective governance structure and reporting; key stakeholders have strong alignment and clear visibility of program health.
•    Workstream delivery teams operating with clear priorities, accountability and governance.
•    HR/M&C/GCO leaders have a clear view of investment, savings, capacity, and implementation progress. 
•    Responsible AI/privacy/risk checkpoints are embedded into delivery governance.
•    Program leadership viewing the role as a trusted partner driving successful transformation outcomes.
 

Note: Employment-based non-immigrant visa sponsorship and/or assistance is not offered for this specific job opportunity

This position will remain posted for a minimum of three business days from the date posted or until sufficient/appropriate candidate slate has been identified.

Compensation and Benefits

Base salary range and benefits information for this position are being included in accordance with requirements of various state/local pay transparency legislation. Please note that salaries may vary for different individuals in the same role based on several factors, including but not limited to location of the role, individual competencies, education/professional certifications, qualifications/experience, performance in the role.

Compensation

The base salary compensation range being offered for this role is $130,000-$160,000 USD annually. 

This role is also eligible for an annual short-term incentive bonus.

Company Benefits

WTW provides a competitive benefit package which includes the following (eligibility requirements apply):

• Health and Welfare Benefits: Mental health/emotional wellbeing (including Employee Assistance Program), medical (including prescription drug coverage and fertility benefits), dental, vision, Health Savings Account, Commuter Accounts, Health Care and Dependent Care Flexible Spending Accounts, company-paid life insurance, supplemental life insurance, AD&D, group accident, group critical illness, group legal, identify theft protection, wellbeing program, adoption assistance, surrogacy assistance, auto/home insurance, pet insurance and other work/life resources
• Leave Benefits: Paid holidays, annual paid time off (includes state/local paid leave where required), company-paid disability (short-term and long-term disability), other leaves (e.g., bereavement, FMLA, ADA, jury duty, military leave, and Parental and Adoption Leave),  Paid Time Off (only included for Washington roles)

• Retirement Benefits: Qualified contributory pension plan (if eligible) and 401(k) plan with annual nonelective company contribution. Non-qualified retirement plans available to senior level colleagues who satisfy the plans’ eligibility requirements 

Pursuant to the San Francisco Fair Chance Ordinance and Los Angeles County Fair Chance Ordinance for Employers, we will consider for employment qualified applicants with arrest and conviction records.

EOE, including disability/vets