Director, Employee Experience
About The Position
At Mohawk Global, we believe talent is our greatest competitive advantage, and we are building a more connected, high-performing organization to support our next phase of growth. We are seeking a Director of Employee Experience & Talent Strategy to own and integrate how talent performs across the business. This is not a traditional HR role - it is a business leadership role responsible for ensuring that how we attract, hire, onboard, develop, and retain talent is intentionally designed to drive performance, productivity, and long-term growth. This leader will serve as a business-minded integrator, connecting Talent Acquisition, onboarding, early talent programs (internships, apprenticeships, mentorship, and shadowing), career pathing and internal mobility, and Mohawk Global University (MGU) into one cohesive system that strengthens our culture and delivers measurable business results. This role exists to eliminate fragmentation and align our talent strategy to business outcomes. By connecting hiring, onboarding, development, and engagement, the Director drives improvements in retention of top talent, faster time to productivity, stronger internal mobility, and elevated engagement and Great Place to Work (GPTW) results. As a strategic partner to senior leadership, this role aligns workforce planning, leadership capability, and employee experience with business growth goals, ensuring our people strategy is not a collection of programs, but a competitive advantage. What You’ll Own & Deliver Integrate and own the end-to-end employee lifecycle (hire → onboard → develop → retain) Align Talent Acquisition, onboarding, early talent programs, career pathing, and MGU into a cohesive system Drive workforce pipeline strategy, including internships, apprenticeships, mentorship, and shadowing Establish onboarding standards that accelerate time to productivity Build and scale career pathing and internal mobility frameworks Define the role of MGU within the employee lifecycle and align it to business needs Own employee experience strategy, engagement, and GPTW outcomes Partner with leadership to align talent strategy with business growth and performance goals What You Bring Proven experience in a leadership role spanning talent, employee experience, or business operations Strong business acumen with the ability to connect people strategy to performance outcomes Experience leading cross-functional initiatives and influencing senior leaders A systems mindset - you think beyond programs and focus on integration and impact Ability to operate strategically while driving execution Experience in growth-oriented, multi-location, or complex environments preferred What Success Looks Like Improved retention of high-performing employees Faster ramp time and increased productivity for new hires Strong internal promotion and leadership pipeline High engagement and Great Place to Work (GPTW) outcomes A fully integrated employee experience that drives measurable business results Final Note This is a business leadership role accountable for translating our talent strategy into measurable business results and ensuring that how we hire, develop, and retain talent becomes a true competitive advantage for Mohawk.
Requirements
- Proven experience in a leadership role spanning talent, employee experience, or business operations
- Strong business acumen with the ability to connect people strategy to performance outcomes
- Experience leading cross-functional initiatives and influencing senior leaders
- A systems mindset - you think beyond programs and focus on integration and impact
- Ability to operate strategically while driving execution
Nice To Haves
- Experience in growth-oriented, multi-location, or complex environments preferred
Responsibilities
- Integrate and own the end-to-end employee lifecycle (hire → onboard → develop → retain)
- Align Talent Acquisition, onboarding, early talent programs, career pathing, and MGU into a cohesive system
- Drive workforce pipeline strategy, including internships, apprenticeships, mentorship, and shadowing
- Establish onboarding standards that accelerate time to productivity
- Build and scale career pathing and internal mobility frameworks
- Define the role of MGU within the employee lifecycle and align it to business needs
- Own employee experience strategy, engagement, and GPTW outcomes
- Partner with leadership to align talent strategy with business growth and performance goals
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What This Job Offers
Job Type
Full-time
Career Level
Director
Education Level
No Education Listed
Number of Employees
101-250 employees
