Director, People & Culture Enablement & Execution
About the Role
The Director, People & Culture Enablement & Execution is a centralized, connective role that leads cross-functional prioritization, program management, strategic communications, and execution discipline across the People & Culture (P&C) organization. Reporting to the Vice President, Corporate & Enablement, this leader will enable P&C to operate as a more integrated, business-impacting function by bringing structure, visibility, governance, and follow-through to complex initiatives that span teams, Centers Of Excellence (COE), and enterprise stakeholders. Using data, metrics, and insights, they will develop processes and systems to monitor progress, identify risks, and support more informed decision-making across the organization.
This role will operate with a consulting and product mindset—connecting strategy to execution, surfacing tradeoffs, facilitating prioritization, and helping the function make better decisions about time, resources, labor, AI-enabled solutions, and sequencing of work. The ideal candidate brings strategic and operational fluency, strong HR leadership experience, sound judgment, data literacy, and the ability to design repeatable processes that improve handoffs, reduce friction, strengthen adoption, and accelerate outcomes aligned to strategic initiatives and H&R Block’s High Performing Connected Culture.
Design Principles
- Serve as the connective tissue across P&C, ensuring work is coordinated, sequenced, and aligned to enterprise priorities.
- Operate like an internal consulting and product function by clarifying problems, designing solutions, iterating quickly, and improving the way work gets done.
- Make governance and prioritization the core value-add by helping leaders understand capacity, tradeoffs, risks, and decision points.
- Balance strategic perspective with operational discipline, moving seamlessly from enterprise-level recommendations to execution details.
- Build for iteration, adoption, and measurable outcomes rather than perfection.
Responsibilities
- Partner with the P&C Leadership Team (PCLT) to own and manage the P&C strategic portfolio, including prioritization, governance, cadence, sequencing, and tracking against the P&C organization priorities.
- Lead end-to-end planning and execution of large, complex P&C initiatives that span multiple teams, COEs, P&C business partners, and enterprise stakeholders, from project charter through delivery and adoption.
- Develop and maintain meaningful metrics, dashboards, and reporting routines to monitor initiative progress, workload volume, process efficiency, adoption, risks, outcomes, and resource needs.
- Analyze P&C capacity and resource allocation across priorities, surfacing gaps, tradeoffs, risks, and recommendations for how time, labor, AI-enabled solutions, vendor support, and other resources should be staged or reallocated for maximum impact.
- Design and drive the P&C communications architecture, including Chief People & Culture Officer-level messaging, stakeholder updates, associate-facing communications, leadership-ready materials, and narratives that connect P&C work to the business.
- Support change management within the P&C function by helping new ways of working, operating model shifts, process changes, and strategic transitions land effectively and sustain adoption.
- Build and manage relationship architecture with clear handoff processes across P&C leaders, COE heads, PCBPs, and key business partners to maintain alignment, reduce friction, influence without authority, and accelerate cross-functional execution.
- Facilitate operating routines and alignment discussions that evaluate outcomes, review current and upcoming project status, address risks, and reinforce accountability.
- Leverage AI-enabled tools, automation, and digital solutions that improve operational efficiency, reporting, workflow management, communication, and decision support.
- Model H&R Block’s High Performing Connected Culture by building strong relationships, driving accountability, learning continuously, and delivering results through collaboration.
Required Qualifications
- 10+ years of progressive experience in People & Culture, Human Resources, business operations, program management, organizational effectiveness, communications, strategy, consulting, or a related field.
- Experience leading high-complexity, cross-functional initiatives with multiple stakeholders, competing priorities, senior-level visibility, and enterprise impact.
- Strong strategic thinking and business acumen, with the ability to connect P&C priorities to business outcomes, Block Next, and enterprise transformation needs.
- Demonstrated program and portfolio management capability, including governance design, prioritization, sequencing, project charters, operating cadences, dashboards, and outcome tracking.
- Strong understanding of HR operations, talent management , associate lifecycle processes, enterprise communications, organizational governance, and cross-functional handoffs.
- Data literacy and analytical storytelling skills, with the ability to synthesize qualitative and quantitative insights into clear updates, recommendations, and decision-ready materials.
- Change leadership and organizational agility, including the ability to support adoption of new processes, operating models, tools, and ways of working.
- Systems thinking and workflow design skills, with experience improving processes, reducing duplication, strengthening handoffs, and building scalable operating routines.
- Demonstrated experience using AI-enabled tools, automation, workflow solutions, or digital platforms to improve efficiency, visibility, execution, and decision support.
- Ability to lead through highly confidential and sensitive situations with discretion, sound judgment, professionalism, and a strong relationship orientation.