Executive Director, Human Resources

Strategic Leadership & Business Partnership

• Serve as the senior HR advisor to the CTO and engineering leadership team, influencing decisions on organizational priorities, engineering strategy, and workforce implications.

• Serves asthe senior HRadvisor to the SVP, General Manager of Strata shaping decisions on organizational priorities and workforce design toenable thisengineeringand revenue generating organization for long-term success.

• Develop and execute along-termpeople strategy aligned with the engineering roadmap, technical vision, and product innovationgoals,peoplestrategy aligned with the engineering roadmap, technical vision, and product innovation goals.

• Guide organizational design and evolution, including global workforce planning, capacity modeling, team structure, and location strategy.

• Provide executivelevel coaching to engineering leaders, strengthening leadership capability, crossteam alignment, and team performance,level coaching to engineering leaders, strengthening leadership capability,cross teamalignment, and team performance.

• Leverage data, engineering productivity insights, and market trends to proactivelyidentifytalent needs, risk areas, and organizational opportunities.

Talent Strategy & Technical Workforce Development

• Lead the design and execution of talent strategies for the engineering organization—coveringsuccession planning, career frameworks, technical skills development, and engineering leadership pipelines.

• Drive initiatives to attract, develop, andretaintop engineering talent, including modernizing hiring processes, leveling frameworks, and career pathing.

• Partner with Talent Management and L&D to build targeted programs for engineering managers, architects, and emerging technical leaders.

• Establish mechanisms to strengthen engineering engagement, technical culture, innovation, and team health.

Organizational Effectiveness & Change Leadership

• Lead largescale organizational transformations, including operating model evolution, agile adoption, crossfunctional alignment, and integration efforts

• Provide strategic HR leadership on global engineering initiatives such as modernization, cloud transformation, and new product platform development.

• Ensure change management frameworksdriveclarity, adoption, and sustained organizational outcomes.

Employee Relations & Risk Mitigation

• Oversee resolution of highcomplexity employee relations matters, ensuring consistency, fairness, and legal compliance across global locations,complex employee relations matters, ensuring consistency, fairness, and legal compliance across global locations.

• Anticipate and address workplace trends, engineering team challenges, and organizational risks.

• Ensure HR practicescomply withall relevantglobalemploymentlaws and internal Comcast/FreeWheel policies.

• Maintainhigh standardsof Workday data integrity and compliance reporting.

CrossFunctional HRLeadership FunctionalHR Leadership

• Partner closely with Centers of Excellence to deploy enterprise HR programs in a way that fits the realities of a technical organization.

• Influence COE design of engineeringspecific initiatives such as technical compensation, career architecture, andskills-baseddevelopment,specific initiatives such as technical compensation, career architecture, andskills baseddevelopment.

• Mentor and lead HR team members supporting engineering groups directly or through matrixed structures.

Operational Excellence & Continuous Improvement

• Use engineeringappropriate metrics(e.g., productivity indicators, attrition patterns, skills inventory, capacity models) to inform decisions and measure success,appropriatemetrics(e.g., productivity indicators, attrition patterns, skills inventory, capacity models) to inform decisions and measure success.

• Lead continuous improvement of HR processes to ensure scalability, speed, and alignment with global engineering workflows.

• Champion digital tools, automation, and modern HR practices that increase HR’s strategic value.