HR Transformation Lead, HR Innovation & Transformation

MMC Corporate•New York, NY

4d•$175,500 - $263,900•Hybrid

About The Position

The HR Transformation Lead owns and evolves the 4Rs methodology as the People Function’s shared standard and applies it to transform how the function works. Reporting to the Head of HR Innovation & Transformation, the Lead connects the team, drives the vision for broader HR operating model change, and leads work design and end-to-end workflow redesign. The role partners with AI Enablement & Change on change management, communication, and capability building to help ensure transformation is adopted and sustained. Based in New York, this is a hybrid role requiring at least three days per week in the office. The position may be eligible for performance-based incentives in addition to base salary. The applicable base salary range is $175,500 to $263,900, with the final offer determined by factors including experience, skills, training, location, certifications, and education.

Requirements

Bachelor’s degree or equivalent experience.
At least 7 years of experience in management consulting, transformation, operating model design, organization design, or process redesign.
Experience leading complex, multi-stakeholder programs end to end.

Nice To Haves

An advanced degree, such as an MBA.
Experience developing and applying a methodology or playbook as a shared standard across a function or organization.
Ability to structure open-ended, ambiguous problems, use a hypothesis-driven approach, and develop clear, defensible recommendations with minimal direction.
Strong program and initiative leadership, including sequencing work, managing dependencies, and progressing multiple initiatives at once.
Exceptional executive communication, including the ability to turn complex inputs into concise, executive-ready storylines, and advanced PowerPoint skills.
Exposure to HR or people functions and technology-enabled change, including AI, data, or digital initiatives, or a track record of quickly learning unfamiliar domains.
High ownership and drive, comfort working at a fast pace, and ability to push work forward without waiting for direction.
Ability to pair operating model vision with delivery and lead initiatives that make the vision real.
Consulting-grade problem solving, including structuring ambiguity, reasoning from hypotheses, and building evidence-based cases for change.
Executive presence and influence, including earning senior leaders’ trust and engaging Centers of Excellence and People Partners without formal authority.
Ability to challenge existing ways of working and design for what AI makes possible rather than simply digitizing current processes.
Genuine curiosity and hands-on fluency in how AI is reshaping work; AI expertise is not required.

Responsibilities

Own and evolve the 4Rs methodology, maintaining it as the People Function’s shared standard for transformation.
Shape and lead transformation initiatives by applying 4Rs in focused areas, such as Talent Acquisition, and providing initiative leadership and program management.
Drive the vision for HR operating model change by facilitating visioning with Centers of Excellence and People Partners.
Lead end-to-end work design and workflow redesign, rethinking tasks, processes, roles, and decision points with AI incorporated into how work gets done.
Partner with HR Technology to surface new AI use cases and with AI Enablement & Change to support adoption and sustained use of redesigned work.
Build credibility and alignment with People Function leadership by surfacing trade-offs and representing the transformation agenda in working- and leadership-level forums.