Executive Director, Human Resources

Comcast • Chicago, IL

23h • $202,733 - $304,099

About The Position

Comcast Advertising is driving the TV advertising industry forward, from delivering ads to linear and digital audiences to pioneering the tech that makes it possible. We help brands connect with their audiences on every screen using advanced data, technology, and premium video content. Our media sales division helps local, regional, and national brands reach potential customers through multiscreen TV advertising. Our ad tech division FreeWheel provides comprehensive adtech that makes it easier to buy and sell premium video advertising across all screens, data types, and sales channels. Job Summary The Executive Director of Human Resources for the Engineering Organization is the senior HR leader supporting FreeWheel’s global technology function and the Strata Organization. This role partners directly with the Chief Technology Officer (CTO) and the Senior Vice President and General Manager for Strata. This person will work closely with their leadership teams to define and execute the people strategy for a large, complex, and highly technical and sales organizations responsible for FreeWheel’s product engineering, architecture, platform, and infrastructure capabilities and the growth and development of Strata organization This HR leader plays a critical role in shaping organizational strategy, engineering culture, talent growth, leadership effectiveness, and the global operating model that enables high performing engineering and sales teams. The Executive Director drives enterprise level initiatives designed to support rapid innovation, scale technical capability, strengthen engineering leadership pipelines, and ensure FreeWheel remains a destination for top technical talent performing engineering teams. This position is based in New York City and collaborates closely with global HR Business Partners and Centers of Excellence across Talent, Total Rewards, Learning & Development, Workforce Strategy, and DEI. Job Description

Requirements

• Skills Leadership Management
• Organizational Strategy
• Talent Strategy
• Education Bachelor's Degree
• While possessing the stated degree is preferred, Comcast also may consider applicants who hold some combination of coursework and experience, or who have extensive related professional experience.
• Relevant Work Experience 10 Years +

Responsibilities

• 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 as the senior HR advisor to the SVP, General Manager of Strata shaping decisions on organizational priorities and workforce design to enable this engineering and revenue generating organization for long-term success.
• Develop and execute a long-term people strategy aligned with the engineering roadmap, technical vision, and product innovation goals, people strategy 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 executive level coaching to engineering leaders, strengthening leadership capability, cross team alignment, and team performance, level coaching to engineering leaders, strengthening leadership capability, cross team alignment, and team performance.
• Leverage data, engineering productivity insights, and market trends to proactively identify talent needs, risk areas, and organizational opportunities.
• Talent Strategy & Technical Workforce Development Lead the design and execution of talent strategies for the engineering organization—covering succession planning, career frameworks, technical skills development, and engineering leadership pipelines.
• Drive initiatives to attract, develop, and retain top 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, cross functional 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 frameworks drive clarity, adoption, and sustained organizational outcomes.
• Employee Relations & Risk Mitigation Oversee resolution of high complexity 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 practices comply with all relevant global employment laws and internal Comcast/FreeWheel policies.
• Maintain high standards of Workday data integrity and compliance reporting.
• Cross Functional HR Leadership Functional HR 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 engineering specific initiatives such as technical compensation, career architecture, and skills-based development, specific initiatives such as technical compensation, career architecture, and skills based development.
• Mentor and lead HR team members supporting engineering groups directly or through matrixed structures.
• Operational Excellence & Continuous Improvement Use engineering appropriate metrics (e.g., productivity indicators, attrition patterns, skills inventory, capacity models) to inform decisions and measure success, appropriate metrics (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.
• Employees at all levels are expected to: Understand our Operating Principles; make them the guidelines for how you do your job.
• Own the customer experience - think and act in ways that put our customers first, give them seamless digital options at every touchpoint, and make them promoters of our products and services.
• Know your stuff - be enthusiastic learners, users and advocates of our game-changing technology, products and services, especially our digital tools and experiences.
• Win as a team - make big things happen by working together and being open to new ideas.
• Be an active part of the Net Promoter System - a way of working that brings more employee and customer feedback into the company - by joining huddles, making call backs and helping us elevate opportunities to do better for our customers.
• Drive results and growth.
• Support a culture of inclusion in how you work and lead.
• Do what's right for each other, our customers, investors and our communities.

What This Job Offers

• Job Type: Full-time
• Career Level: Executive