VP, HR Transformation Management Office (TMO)

Position Summary

The Vice President, HR Transformation Management Office (TMO) will lead enterprise-wide HR transformation across People & Culture’s most strategic initiatives. This role serves as the organization’s transformation “mission control,” ensuring complex, cross-functional work is aligned, sequenced, and executed to deliver measurable business impact.

The VP, HR TMO will not directly own all initiatives, but will act as the enterprise orchestrator—connecting workstreams, surfacing dependencies, accelerating decisions, and removing barriers. This leader will shape transformation at scale by embedding agile, AI-enabled ways of working and clear mechanisms for intake, prioritization, governance, and escalation.

This is a highly visible leadership role partnering closely with senior executives across HR, Workforce Technology, Finance, and business teams. The successful candidate will operate strategically while driving disciplined execution, ensuring every transformation priority is explicitly connected to Disney’s broader business strategy.

Key Responsibilities

Enterprise Transformation Leadership

• Design, launch, and run the TMO as the enterprise hub for transformation work
• Align and integrate HR and People & Culture transformation initiatives across the enterprise to ensure clear prioritization and effective sequencing
• Set the cadence, decision rights, escalation paths, and forums that keep work moving
• Embed agile, scalable transformation practices beyond traditional governance
• Bring external market perspective on transformation, AI, and evolving operating models
  
  

Portfolio & Program Management

• Turn People & Culture strategic priorities and objectives into clear workplans with owners, milestones, dependencies, decisions, and outcomes
• Spot risks and duplication early, then push for practical mitigation
• Build integrated roadmaps that show progress, risks, tradeoffs, and where leadership action is needed
• Facilitate executive tradeoff decisions across funding, scope, and resources
  
  

Governance & Executive Decision Support

• Design and lead governance forums with the right agenda, materials, and decision context
• Drive alignment on priorities, sequencing, tradeoffs, and required action
• Keep discussions focused on choices, risks, value, and accountability, not status updates
  
  

Organizational Adoption

• Evolve operating models, AI-enabled ways of working, and leadership behaviors
• Build adoption through stakeholder engagement, communications planning, readiness checkpoints, feedback loops, and change management strategies
• Foster a culture of prioritization, accountability, and enterprise thinking
  
  

Value Realization & Execution

• Define value clearly, then track business impact, adoption, ROI, and benefits realization
• Use progress reviews, course corrections, and decision checkpoints to maintain momentum
• Put the tools, dashboards, and frameworks in place to monitor progress, adoption, benefits, and risks
  
  

Stakeholder Partnership

• Partner with senior leaders across HR, Workforce Technology, Finance, Operations, and Corporate Functions
• Act as a trusted advisor to transformation sponsors and executive stakeholders
• Use structured stakeholder engagement, working sessions, and executive pre-briefs to clarify ownership, resolve dependencies, and build alignment before formal decision points.
• Collaborate with external consulting partners, vendors, and implementation teams
  
  

Team Leadership

• Build a high-performing TMO team with strong talent, coaching, and clear growth paths
• Create repeatable routines, templates, and standards that make the work easier to execute and scale
• Partner with Internal Communications and People Analytics to reinforce adoption and impact
  
  

Qualifications

Required Experience

• Proven leadership of modern, large-scale, AI-powered enterprise transformations in large, complex, matrixed organizations
• Experience building or leading a TMO, PMO, or similar transformation function
• Track record leading HR, workforce, talent, organizational development, or People & Culture transformation initiatives across people, process, and technology
• Experience partnering with senior executives and leading governance forums
  
  

Preferred Experience

• Agile portfolio management and OKR-based value realization frameworks
• HR operating model, organizational development, workforce transformation, or future-of-work initiatives
• Management consulting experience strongly preferred
  
  

Leadership Capabilities

The successful candidate will demonstrate:

• Exceptional executive presence and communication
• Enterprise mindset and systems thinking
• Ability to influence without direct authority
• Strategic thinking paired with operational rigor
• Comfort navigating ambiguity and complexity
• Ability to drive difficult prioritization and tradeoff decisions
• Resilience, adaptability, and change leadership
• AI fluency
• Data-driven decision-making
• Bias for action, simplification, and measurable outcomes
  
  

Education

• Bachelor’s degree or equivalent experience required; advanced degree in Human Resources, Organizational Development, or a related HR discipline preferred
  
  

The hiring range for this position in Burbank, CA is $259,600.00 - $348,100.00 per year. The base pay actually offered will take into account internal equity and also may vary depending on the candidate’s geographic region, job-related knowledge, skills, and experience among other factors. A bonus and/or long-term incentive units may be provided as part of the compensation package, in addition to the full range of medical, financial, and/or other benefits, dependent on the level and position offered.