Director, People & Culture Product & Program Management

Job Description

The Director, People & Culture Product and Program Manager, will play a pivotal role in leading the planning, execution, and delivery of large-scale HR transformation programs. This leader will be responsible for managing end-to-end HR product development lifecycles and program management, ensuring seamless integration of technology, process improvements, and innovative HR solutions that drive business objectives and enhance employee experience related to Compensation, Benefits, and Total Rewards.

The role requires a seasoned program manager with a strong understanding of HR processes, technology ecosystems, and transformation initiatives. The Director will work closely with senior People & Culture (P&C) leadership, cross-functional teams, and external partners to deliver strategic HR programs on time, within scope, and on budget, ensuring alignment with the company's overall goals and the needs of its workforce.

Your Role Accountabilities

Program Leadership & Strategy
• Lead the strategic planning, development, and execution of large-scale P&C transformation programs, including system implementations, new HR service models, new strategies and processes that deliver a best-in-class employee experience.
• Define and maintain the program roadmap, aligning with business and P&C objectives, while ensuring all project milestones and deliverables are achieved.
• Oversee the prioritization of program deliverables and ensure that product development or transformation initiatives align with the company's long-term strategy.

Product Management
• Own the HR product lifecycle, from conceptualization to delivery, focusing on user-centric design, scalability, and process efficiency. Products may include, talent management, learning, talent acquisition, succession, performance and other P&C-related processes & technologies.
• Define product features, create detailed user stories, and work with technology teams to implement new solutions that meet evolving P&C needs.
• Collaborate with key stakeholders (P&C leaders, business leaders, IT, and external vendors) & employees to gather feedback, ensure product effectiveness, and continuously improve offerings.
• Ensure product offerings are designed to improve the employee experience, streamline operations, and enable data-driven decision-making.

Program Management & Delivery
• Manage end-to-end program execution, including resource allocation, timeline management, risk assessment, and issue resolution, ensuring on-time and on-budget delivery of transformation initiatives.
• Establish program governance, including steering committees, reporting mechanisms, and feedback loops with key stakeholders to track progress and ensure transparency.
• Develop detailed project plans, including scopes of work, schedules, budgets, and risk management strategies for multiple concurrent projects.
• Lead cross-functional teams in executing complex P&C programs, ensuring collaboration and alignment between HR, IT, Finance, and other departments.

Stakeholder Engagement & Communication
• Build and maintain strong relationships with senior executives, P&C leadership, IT, and business unit leaders to ensure alignment and buy-in for transformation initiatives.
• Act as the primary point of contact for program-related communications, providing regular updates on progress, challenges, and outcomes to all relevant stakeholders.
• Communicate complex information in a clear and actionable way, ensuring that both technical and non-technical stakeholders understand the value and impact of P&C transformation initiatives.

Team Leadership & Development:
• Lead and mentor a high-performing team of program / project managers, product owners, and other project staff, ensuring their growth and development.
• Foster a collaborative, results-oriented team culture that promotes innovation, accountability, and continuous improvement.
• Provide coaching and guidance to team members to enhance their project management, product development, and leadership skills.

Continuous Improvement & Best Practices:
• Stay up-to-date with industry trends, emerging HR technologies, and best practices in program and product management.
• Continuously assess the effectiveness of P&C programs and products, using data and analytics to drive improvements and ensure they meet business needs.
• Lead post-implementation reviews and apply lessons learned to future programs to improve efficiency, quality, and outcomes.

Qualifications & Experience
• 8-10+ years of experience managing large-scale HR transformation programs and HR product development within a global organization.
• Proven track record of successfully delivering complex HR projects on time and within budget.
• Experience with HR technology platforms (e.g., Workday, SAP SuccessFactors, Oracle HCM) and HR processes (talent management, payroll, learning, etc.).
• Experience leading change management efforts to ensure successful adoption of new HR programs and technologies.
• Bachelor's degree
• Experience leading HR transformation programs within the Compensation, Benefits, and Total Rewards space is preferred.
• Qualifications in Project Management is preferred.
• Leadership Skills:
• Strong leadership and team management experience, with a proven ability to inspire, coach, and develop high-performing teams.
• Excellent stakeholder management skills, with experience working with senior leadership teams.
• Project Management:
• Advanced project management skills, with the ability to manage multiple projects simultaneously in a fast-paced, dynamic environment.
• Proficiency in project management tools and methodologies (Agile, Waterfall, etc.).
• Communication:
• Excellent communication, presentation, and interpersonal skills, with the ability to simplify complex information for diverse audiences.
• Strong influencing skills, with the ability to drive alignment and commitment across stakeholders.
• Problem Solving:
• Strong analytical skills, with experience using data to make informed decisions and evaluate program success.
• Creative problem-solving skills and the ability to navigate ambiguity and changing priorities.
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Championing Inclusion at WBD
Warner Bros. Discovery embraces the opportunity to build a workforce that reflects the diversity of our society and the world around us. Being an equal opportunity employer means that we take seriously our responsibility to consider qualified candidates on the basis of merit, without regard to race, color, religion, national origin, gender, sexual orientation, gender identity or expression, age, mental or physical disability, and genetic information, marital status, citizenship status, military status, protected veteran status or any other category protected by law.

If you're a qualified candidate with a disability and you require adjustments or accommodations during the job application and/or recruitment process, please visit our accessibility page for instructions to submit your request.

In compliance with local law, we are disclosing the compensation, or a range thereof, for roles in locations where legally required. Actual salaries will vary based on several factors, including but not limited to external market data, internal equity, location, skill set, experience, and/or performance. Base pay is just one component of Warner Bros. Discovery's total compensation package for employees. Pay Range: $126,350.00 - $234,650.00 salary per year. Other rewards may include annual bonuses, short- and long-term incentives, and program-specific awards. In addition, Warner Bros. Discovery provides a variety of benefits to employees, including health insurance coverage, an employee wellness program, life and disability insurance, a retirement savings plan, paid holidays and sick time and vacation.

Jobcode: Reference SBJ-r1qnpx-3-134-115-120-42 in your application.