Director, People Experience & Culture

Philip Morris International U.S.•Stamford, CT

3d•$232,000 - $290,000•Hybrid

About The Position

The Director of People Experience & Culture is a senior leader responsible for shaping an inclusive, collaborative, and resilient organizational culture that drives engagement and business results. This role integrates cultural strategy, physical workspace design, employee engagement, and inclusion initiatives to create an environment where employees feel connected, valued, and inspired to perform at their best. By embedding cultural principles into every aspect of the employee experience, this leader ensures that the organization thrives in a dynamic, ever-changing business landscape.

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.

Responsibilities

Design and execute a comprehensive culture strategy aligned with business objectives.
Leverage existing listening tools and develop innovative strategies to gather meaningful insights, integrating them into a comprehensive cultural framework that informs and aligns with all aspects of workplace experience, engagement, and change initiatives.
Champion equity, and inclusion through Employee Resource Groups (ERGs) and cultural programs.
Translate feedback into actionable plans that strengthen engagement and organizational performance.
Develop and implement strategies that enhance the end-to-end employee experience from hire to retirement.
Create workspaces that are reflective of organizational values and ensure physical and virtual environments support hybrid work
Develop and embed change management frameworks that build and enable an agile organization normalizing change.
Build organizational resilience and minimize change fatigue through proactive communication and engagement strategies.
Serve as an expert advisor to senior leadership on culture, engagement, and change initiatives.
Collaborate cross-functionally with Strategy, HR, Facilities, IT, and Communications to deliver integrated solutions.
Establish modern listening tools, survey practices, and analytics to monitor cultural health and employee experience.
Define Key Performance Indicators for culture and engagement initiatives.
Provide executive-level reporting and recommendations to drive continuous improvement.