Managing Director, HR Product & Transformation

The Cigna Group•Normandy, MO

3d•$206,500 - $344,100•Remote

About The Position

The HR Product Managing Director is accountable for defining, building, and scaling a centralized, dedicated HR product and transformation capability across service delivery, technology, AI-enabled workflows, automation, and process redesign. This leader will formally stand up and build a team responsible for identifying, prioritizing, designing, and scaling high-impact HR transformation opportunities. Operating at the intersection of HR, technology, experience design, and analytics, this leader owns the end-to-end product lifecycle for transformation of HR solutions—from problem definition and business case development through design, delivery, adoption, measurement, and continuous optimization. This role brings a product ownership and design transformation lens to HR, translating enterprise business needs into scalable, employee-facing products, workflows, and intelligent solutions that materially improve efficiency, experience, capacity, cost, and insight.

Requirements

12+ years in HR, product management, HR technology, transformation, service design, or operating model roles.
Proven experience building or scaling centralized capabilities, product teams, transformation offices, or design-led delivery models.
Demonstrated success delivering enterprise-scale transformation, automation, AI, workflow redesign, or digital self-service solutions.
Strong ability to translate business needs into scalable technology, process, data, and workflow solutions.
Experience working across HR systems and digital platforms such as Workday, ServiceNow, and employee experience platforms.
Strong data-driven decision making, business case development, performance measurement, and outcome management capability.
Exceptional stakeholder management and influence skills in a complex, matrixed organization.
Experience with People technology ecosystems that include Workday, ServiceNow, enterprise data and AI platforms, and virtual agent / orchestration tools.
Experience designing or governing AI use cases in sensitive or regulated business environments.
Experience leading service transformation or shared services enablement programs.
Experience establishing AI governance frameworks, human-in-the-loop designs, or model risk controls.
Familiarity with workforce data governance, semantic stewardship, and the role of trusted business logic in AI-enabled solutions.

Responsibilities

Define and execute the HR product, agentic solutions, automation, and workflow transformation strategy.
Build and lead a small team of design experts who identify opportunities for transformation through AI, automation, and process redesign.
Partner cross-functionally to build business cases for transformation and align investments to measurable enterprise value.
Partner with functional owners to redesign HR solutions and workflows, ensuring changes are operationally practical and scalable.
Partner with HR Technology and HRIT to identify enabling technology needs and solution architecture requirements.
Partner with People Analytics to measure outcomes, product performance, adoption, and realized business value.
Deliver step-change improvements in capacity, cost, speed, quality, experience, and insight, working in close partnership with HR Operations & Service Delivery, HR Technology, HRIT, People Analytics, Workforce Strategy, HR COEs, and matrix partners such as Technology, Finance, Data, Digital, and AI to ensure solutions are successfully operationalized and sustained over time.
Own the vision, strategy, and roadmap for transforming key HR services and workflows through AI-enabled solutions, automation, and process redesign.
Formally stand up and scale a centralized, dedicated HR product and transformation capability, reducing fragmentation and duplicative efforts across the function.
Translate HR, business, and employee needs into clear product strategies, prioritized backlogs, business cases, and release roadmaps.
Accountable for product value delivery, ensuring investments are aligned to enterprise priorities and measurable outcomes.
Serve as the voice of the customer—employee, manager, and HR—in product and design decisions.
Ensure solutions are embedded into employee and manager workflows, not treated as standalone tools.
Partner with HR Operations to transition solutions into BAU and ensure long-term stability, optimization, and performance.
Build and manage the People AI use-case portfolio, including prioritization of copilots, agents, intelligent workflows, and AI-enabled service experiences.
Build and lead a team of product owners, design experts, analysts, and solution leads aligned to priority HR domains.
Establish a repeatable design-led approach to identify, assess, and prioritize transformation opportunities through AI, automation, self-service, and process redesign.
Work cross-functionally with HR COEs, HR Operations, Finance, Technology, and business stakeholders to build business cases that quantify value, feasibility, operational impact, and investment needs.
Partner with functional owners to redesign HR services, policies, processes, decision points, and workflows around improved employee and manager experiences.
Partner with HR Technology and HRIT to identify technology needs, integration requirements, data dependencies, platform implications, and implementation pathways.
Define and lead the HR agent strategy and ecosystem, including use case identification, prioritization, experimentation, scaling, and sustainment.
Replace manual, rules-based HR processes with scalable orchestration models that improve speed, quality, capacity, and consistency.
Own the product transformation backlog, prioritization, sequencing, and release planning, ensuring alignment to enterprise priorities and capacity constraints.
Establish and lead a disciplined intake, governance, and prioritization model for HR transformation demand.
Aggregate demand across COEs and HR domains into a coherent enterprise roadmap, reducing duplication and local point solutions.
Drive transparent roadmap governance, connecting intake, prioritization, delivery, and value realization across HR.
Partner with HR Technology, HRIT, engineering, vendors, and delivery teams to design, build, test, deploy, and scale solutions. Lead rapid prototyping and iteration cycles, validating solutions before scaling.
Establish and lead the HR&S AI governance model, including risk classification, human-in-the-lead requirements, review gates, and control standards.
Partner with Legal, Privacy, Risk, Security, and enterprise AI governance teams to ensure AI-enabled HR solutions are safe, compliant, auditable, and trustworthy.
Ensure HR&S AI use cases are grounded in approved policy, trusted business data, and appropriate knowledge sources.
Partner with People Analytics to establish and track success metrics tied to business outcomes, including capacity creation, reduced cost-to-serve, improved experience, faster cycle times, quality, and adoption.
Define and monitor product performance metrics such as adoption, usage, resolution rates, cycle time, self-service effectiveness, and operational performance.
Measure post-implementation outcomes and product performance, using data to refine, optimize, and scale solutions over time.
Ensure products are designed to generate and leverage data, enabling continuous learning, performance transparency, and evidence-based prioritization.
Define success for People AI initiatives across experience, productivity, service, risk, and value measures.
Partner with adoption and change leaders to support rollout, readiness, communications, and behavior change.
Serve as a connector across HR, HRIT, Data, Finance, Technology, AI, and business leaders, ensuring alignment between strategy, technology, operations, and execution.
Influence senior stakeholders to adopt a product-based and design-led mindset, moving beyond project-based delivery toward scalable capability building.
Participate in enterprise governance forums, including AI enablement forums, to drive data-informed prioritization, investment decisions, and tradeoffs.
Balance innovation, capacity, risk, operational readiness, and change impact in prioritization decisions.
Serve as the primary People Digital leader for AI across HR COEs, shared services, payroll, People Analytics, and Technology.
Partner with Technology on enterprise AI platforms, architecture, integration patterns, security, and reusable technical capabilities.
Partner with Employee Engagement & Activation to ensure AI-enabled experiences align to persona needs and experience principles.
Partner with shared services to redesign work across agent, human-agent, and human tiers.