Director, Employee Experience

Harvard Business Publishing•Boston, MA

3d•$150,000 - $170,000

About The Position

Harvard Business Publishing (HBP) is seeking a strategic, innovative, and people-centered Director, Employee Experience to shape and elevate employee experience across the organization. Reporting to the CHRO, this role leads the HR Center of Excellence focused on internal communications; culture, community, and inclusion initiatives; and talent strategies and organizational development. It shapes the experiences of employees globally to strengthen engagement, organizational capability, and business performance, and to help employees feel informed, connected, valued, and empowered. As a member of the HR Leadership Team, the Director partners with HR Center of Excellence leads—including Talent Acquisition, Total Rewards, HR Business Partners, and Facilities—and other senior leaders to translate business priorities into people strategies that build organizational health, leadership effectiveness, and a thriving workplace culture. The role oversees HR and enterprise internal communications; employee experience across lifecycle moments; employee community programs and cultural initiatives; talent philosophy, learning, and talent management; and performance management and goal-setting practices. It also uses employee feedback, workforce data, and organizational metrics to guide decisions and assess impact.

Requirements

10+ years of broad, progressive Human Resources experience, with demonstrated success overseeing internal communications, employee engagement, culture-building initiatives, talent development, learning, and performance management.
5+ years of people leadership experience, including responsibility for developing and leading high-performing teams.
Experience developing enterprise internal communications strategies and employee engagement programs.
Demonstrated success strengthening organizational culture, leadership capability, and employee engagement during periods of change and transformation.
Experience modernizing performance management, learning, and employee experience practices.
Proven ability to advise and influence senior executives on people, organizational, communication, and culture-related matters.
Strong business acumen and ability to connect people strategies to organizational outcomes and business performance.
Demonstrated ability to lead complex, cross-functional enterprise initiatives, drive organizational adoption, and influence others.
Experience leveraging workforce data, employee feedback, and organizational metrics to inform decisions and measure impact.
Exceptional written and verbal communication skills, including ability to communicate complex organizational topics with clarity, authenticity, and influence.

Responsibilities

Oversee HR’s communications strategy and execution to strengthen transparency, alignment, trust, and employee engagement.
Strengthen HBP’s employee value proposition and employer brand through authentic, impactful employee-facing communications.
Partner with leaders to incorporate organizational priorities, business strategies, and change initiatives into HR communications and engagement plans.
Develop and execute an enterprise-wide internal communications strategy and approach.
Lead HBP’s employee experience strategy across onboarding, development, recognition, engagement, community participation, and career growth.
Provide strategic leadership for employee community programs, events, and experiences that foster connection, belonging, collaboration, and inclusion.
Partner with leaders to define, evolve, and activate cultural attributes that support HBP’s mission, values, and strategic priorities.
Lead employee engagement efforts, track key indicators, and translate insights into action plans to improve the employee experience.
Lead the design and execution of HBP’s talent philosophy and talent management strategy to foster continuous learning, growth, and development.
Partner with leaders to identify capability gaps and develop scalable learning solutions that address organizational needs and strengthen employee, manager, and leadership capabilities.
Oversee enterprise talent review processes, succession planning, and development planning.
Collaborate with HR Centers of Excellence to develop and maintain enterprise competency frameworks supporting employee growth, performance, and leadership expectations.
Partner with senior leaders to develop and track group and department goals aligned with business needs and corporate goals each fiscal year.
Establish and maintain goal-setting frameworks that align individual goals with group, department, and organizational priorities.
Provide strategic leadership for performance management processes, including evolving practices and tools and building manager capability.
Ensure performance and development processes are fair, consistent, and aligned with organizational values and business objectives.