Director, People Experience & Culture

Philip Morris International U.S.•Stamford, CT

2d•Hybrid

About The Position

The Director of People Experience & Culture is a senior leader responsible for designing, delivering, and executing an enterprise-wide people experience and culture strategy that drives engagement, performance, growth, and long-term organization adaptability. This role will have ownership and accountability for culture, employee listening strategy, Employee Resource Groups (ERGs), leader behavioral expectations, and the end-to-end employee experience. By translating cultural principles into clear behaviors, meaningful moments, and everyday ways of working, this leader ensures employees can “live the culture today” while building the adaptability and human capabilities needed for the future. The role integrates cultural strategy, physical and virtual workplace experience, engagement, and change execution to create an environment where employees feel connected, valued, and inspired to perform at their best.

Requirements

Bachelor’s degree in HR, Organizational Development, Business, or related field; Master’s degree preferred.
10+ years of experience in HR, Organizational Development, Employee Experience, or related leadership roles.
Proven success in designing and implementing culture and engagement strategies at scale.
Expertise in change management methodologies (e.g., Prosci, Kotter).
Familiarity with workplace design principles and facilities management.
Strong understanding of ERG management and effectiveness.
Skilled in leveraging employee listening tools and analytics, including AI-driven platforms.
Strategic thinker with strong execution capability.
Exceptional communication, influencing, and leadership skills.
Data-driven decision-making.
Ability to lead through fast-paced cultural and organizational change.
Be legally authorized to work in the US
If you have been in your current job for less than 12 months or if you are on a Performance Improvement Program, you must get the approval of your current manager before applying for the job.
If you are not a PMI employee and employed by a third an agency, please make a formal application via the external career site at https://join.pmicareers.com/

Nice To Haves

Master’s degree

Responsibilities

Design, implement, and execute a comprehensive culture strategy aligned with business objectives and measurable outcomes.
Own the development and delivery of a clear culture narrative that translates values into observable behaviors and daily practices across the organization.
Leverage existing listening tools and own the enterprise employee listening strategy, incorporating survey, lifecycle, and qualitative insights into a cohesive framework that informs engagement, culture, and change priorities.
Translate employee and leadership feedback into actionable initiatives, ensuring follow-through, accountability, and measurable impact on engagement and performance.
Champion and own equity and inclusion initiatives, including the strategy, governance, and impact of Employee Resource Groups (ERGs).
Own and deliver strategies that enhance the end-to-end employee experience from hire to retirement, with a focus on defining and improving key “moments that matter.”
Design and implement workplace experience solutions that reflect organizational values and ensure physical and virtual environments support hybrid work, collaboration, learning, and performance, including learning center (LC) environments where applicable.
Partner cross-functionally to ensure a seamless employee experience that is consistently delivered across locations, teams, and lifecycle stages.
Design and execute change management frameworks that enable organizational agility and normalize change.
Build enterprise capability and “muscle” for continuous learning, adaptability, and change, reducing change fatigue through proactive engagement and communication.
Ensure change initiatives are not only designed effectively but adopted, sustained, and embedded into how work gets done.
Define, implement, and embed clear behavioral expectations for leaders at all levels and partner with leaders to ensure cultural behaviors are modeled, reinforced, and consistently demonstrated in day-to-day leadership practices.
Serve as a trusted advisor to senior leaders on culture, engagement, leadership behavior, and organizational effectiveness.
Collaborate closely with Strategy, HR, Talent, Learning, Facilities, IT, and Communications while retaining ownership of outcomes across the people experience portfolio.
Partner with the talent team to ensure workplace culture supports future skill development and creates an environment fit for the evolving future of work.
Establish and operate modern listening tools, survey practices, and analytics to monitor cultural health, employee experience, and change adoption.
Define key performance indicators for culture, engagement, inclusion, and leadership behaviors, ensuring consistent tracking and accountability.
Deliver regular executive-level insights, recommendations, and progress updates to drive continuous improvement and informed decision-making.