Chief of Staff, Office of the Head of Talent & Employee Experience

As the Vice President, within the Office of the Chief of Staff / PMO for the Head of Talent & Employee Experience, you will be the always-on operating engine — the person who wakes up every day tracking every deliverable, action, and open decision, and who does not rest until each is closed, escalated, or reassigned with an owner and a date. You will help accelerate the Head of Talent & Employee Experience agenda by turning strategic priorities into clear operating plans, decision-ready forums, and measurable execution across a large, matrixed, enterprise-wide organization.
You will operate with an agentic-first mindset: proactive, not reactive; anticipating what the Chief of Staff and the Head of Talent & Employee Experience will need next; scanning for risks, dependencies, and slippage before they surface; and taking initiative to move work forward without waiting to be asked. Where a process does not exist, you will build one. Where a decision is stuck, you will frame it. Where a commitment has been made, you will track it to close.
You will create impact by strengthening leadership alignment, improving decision speed, driving disciplined follow-through on the highest-priority initiatives, and ensuring progress is visible through OKRs, scorecards, and business reviews. At the center of a complex, matrixed environment spanning HR, business, control, and functional partners, you will connect teams, surface risks and trade-offs, translate feedback into action, and build the routines, materials, and engagement mechanisms that help the organization move with focus, accountability, and momentum.
This role is a direct report to the Chief of Staff and works in close partnership with the Head of Talent & Employee Experience and their leadership team.
Job Responsibilities
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Serve as the always-on tracker and closer— own the master list of commitments, decisions, and actions from every leadership forum, and drive each item to a documented close with an owner, a due date, and a status visible at any moment.
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Anticipate needs of the team, pre-position materials, decisions, and stakeholders, and take initiative to unblock, escalate, or reassign work without prompting.
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Serve as a trusted confidant and thought partner to the Chief of Staff and, by extension, to the Head of Talent & Employee Experience and their leadership team, using sound judgment to frame priorities, decisions, risks, and trade-offs.
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Drive the operating cadence for the Chief of Staff and Head of Talent & Employee Experience leadership team, including staff meetings, leadership routines, monthly business reviews, strategic deep dives, town halls, and decision-ready materials.
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Facilitate core forums end-to-end with aligned agendas, materials, owners, timelines, decision logs, and risk escalation paths — and hold owners accountable to timely decisions and disciplined follow-through. Manage the planning and delivery of offsites and travel/site visits.
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Partner with Talent & Employee Experience leadership team members to translate strategy into prioritized plans with clear outcomes, owners, dependencies, milestones, and decision points; maintain a single, authoritative view of the plan.
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Run the PMO function for the office: manage OKRs, scorecards, KPIs, portfolio dashboards, RAID logs, and priority trackers to drive progress, trade-offs, resource implications, and leadership decisions; publish executive-ready status on a predictable rhythm.
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Draft executive-ready updates, talking points, briefing memos, and leadership materials that frame business progress, risks, opportunities, and decisions for the Head of Talent & Employee Experience and senior stakeholders.
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Champion AI-enabled ways of working within the office — identify opportunities to automate tracking, reporting, drafting, and synthesis, and operationalize adoption so the office runs faster, tighter, and more agentic over time.
Required Qualifications, Capabilities, and Skills
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Typically 5+ years of relevant experience in Chief of Staff, PMO, strategy, or operating-role capacities supporting a senior executive or senior leadership team.
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Demonstrated agentic-first operating style — a proven track record of proactively tracking, chasing, and closing deliverables across many owners without being asked, and of being the single person a leader relies on to know the status of everything.
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Exceptional program and portfolio management discipline: OKRs, KPIs, RAID logs, milestone tracking, dependency mapping, and executive status reporting.
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Strong business acumen and analytical problem solving; ability to translate strategy into operating plans and routines.
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Ability to prioritize in ambiguity and drive outcomes with urgency and discipline, across many parallel workstreams.
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Exceptional written and verbal communication; executive synthesis and decision framing for senior audiences.
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High discretion and sound judgment with confidential and sensitive matters, including talent, people, and organizational decisions.
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Strong project management, attention to detail, and follow-through — nothing falls through the cracks.
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Proven ability to influence without authority across a large, matrixed organization and to hold senior owners accountable to their commitments.
Preferred Qualifications, Capabilities, and Skills
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Experience supporting an HR, Talent, Employee Experience, or People function within a large, regulated enterprise.
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Experience operating in a regulated environment (risk, compliance, controls, issue management, audit readiness, third-party risk).
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Background in management consulting, corporate strategy, transformation office, or PMO leadership with measurable outcomes.
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Familiarity with AI enablement/adoption programs and operationalizing change management, including use of AI tooling to automate tracking, drafting, and synthesis within an executive office.
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Experience designing and running executive operating cadences, offsites, and large-scale leadership forums.