HR Reinvention Principal Director - Consumer Goods, Retail and Travel

We are:

’s Talent Reinvention Partner and we’re helping clients reinvent how people and organizations work—delivering leadership, talent, operating models, workforce intelligence, and change solutions to accelerate the workforce agenda in the age of AI.

We work with C-suite executives, leaders and boards of the world’s leading organizations, helping them reinvent every part of their enterprise to drive greater growth, enhance competitiveness, implement operational improvements, reduce cost, deliver sustainable 360° stakeholder value, and set a new performance frontier for themselves and the industry in which they operate. Our deep industry and functional expertise is supported by proprietary assets and solutions that help organizations transform faster and become more resilient. Underpinned by technology, data, analytics, AI, change management, talent, learning and sustainability capabilities, our services help architect and accelerate all aspects of an organization’s reinvention.

As a HR Reinvention Principal Director, you will lead and shape how organizations approach HR in the digital age. Your role involves defining, shaping, selling and executing HR transformation projects that integrate digital solutions, automation, process, and organization optimization. You will work closely with clients to improve HR functions, enhancing both business performance and employee satisfaction. This high-visibility role requires strategic thinking, deep expertise in HR transformation, strong client relationships, and effective project delivery.

You are:

A Consulting Thought Leader & Expert with deep experience in HR Reinvention within the Consumer Goods, Retail & Travel industry. You have deep, differentiated skills and expertise that are in high demand and relevant in the market.  You have energy and drive in abundance, along with personal resilience, a passion for serving clients, and a love of continual learning. As a senior leader, you’re a natural at appreciating diverse perspectives and bringing out the best in teams, while also establishing credibility & confidence with C-Suite client leaders.  As a Principal Director, you demonstrate “the four Cs” to the fullest:

• Credentials – you have a proven track record of consistently delivering high value work.

• Capability – you can show meaningful contribution to assets and practice areas.

• Connections – you have evidence of C-Suite relevance and demonstrated ability to build senior client relationships.

• Content – you have demonstrated ability to contribute, build, and lead thought capital.

Key Responsibilities:

Client Leadership & Relationship Management

• Build strong, trusted long-term relationships with senior client stakeholders.

• Advise clients on HR operating models, technology, and transformation strategies aligned with business goals.

• Build perspectives on how the HR Strategy needs to evolve based on the evolution of the business strategy.

• Help clients optimize HR functions for efficiency, scalability, and strategic alignment.

HR Transformation Strategy and Value Case

• Develop and implement HR transformation strategies that blend traditional HR practices with digital innovations like AI, GenAI, and automation.

• Leverage analytics to assess current HR operations and design future-state models with technology-driven solutions to improve talent management, employee engagement, and workforce planning.

• Drive HR activity analysis to understand allocations of HR staff time and effort; compare to industry benchmarks and leading practices. Recommend options to optimize HR resource allocation and align with organizational goals.

• Work with clients to create HR transformation value cases and roadmaps that align HR with business strategy and deliver measurable outcomes.

HR Operating Model and Service Delivery Framework

• Design new HR operating models and service delivery frameworks for clients, infusing leading practices from areas such as employee experience, digital HR, shared services, and outsourcing.

• Lead HR organization design efforts, articulating interaction models, location strategy, and sizing.

Employee Experience & Talent Management

• Lead initiatives to enhance employee experience through personalization, engagement, and alignment with company culture.

• Use HR technology, process improvement methodologies and data analytics to improve talent acquisition, performance management, and employee well-being.

• Design talent management frameworks that integrate automation and AI to optimize workforce planning.

HR Technology Evaluation & Selection

• Lead the evaluation and selection of HR technologies (e.g., HRIS, AI tools) that fit client needs, culture, and business goals.

• Guide clients through the vendor selection process, including creating RFPs and evaluating capabilities.

Generative AI & Emerging Technologies

• Articulate how organizations should leverage GenAI and other advanced technologies to improve the HR function.

• Stay up-to-date on emerging digital HR trends and bring innovative solutions to clients.

HR Operations, Shared Services & Outsourcing

• Advise clients on transforming HR operations through shared services, outsourcing, and integrating digital tools and automation.

• Help clients evaluate sourcing options, driving cost efficiency and quality.

• Design and implement HR operating models leveraging these components.

Process Optimization & Automation

• Lead initiatives to streamline HR processes using automation, AI tools, and data analytics.

• Implement intelligent automation solutions to enhance process efficiency, scalability and accuracy.

Project Management & Delivery

• Lead end-to-end delivery of HR transformation projects, ensuring timely, on-budget, and high-quality outcomes.

• Manage cross-functional teams to execute solutions across HR domains.

• Integrate new technologies like cloud-based HR systems and AI platforms into existing HR ecosystems.

Change Management & Stakeholder Engagement

• Guide change management efforts to ensure smooth transitions to new HR processes and technologies.

• Facilitate stakeholder engagement, ensuring alignment with key business leaders and fostering buy-in and commitment at all levels of the organization.

• Empower clients with the knowledge and tools needed to activate, apply, and sustain transformation initiatives long-term.

Business Development & Sales

• Lead business development efforts by identifying and generating new HR transformation opportunities, building on strong relationships with prospective clients.

• Write and present high-quality client proposals, business cases, and RFP responses that clearly articulate the value of our HR transformation capabilities, ensuring alignment with client needs and expectations.

• Support business growth by working closely with senior leadership on strategic business development initiatives, offerings, and cultivating a pipeline of potential opportunities.

Practitioner Development, Thought Leadership, and Innovation

• Develop and coach practitioners on the functional craft of HR Transformation; support learning programs and training efforts to develop our people. 

• Contribute to thought leadership on HR transformation trends and emerging areas of interest.

• Represent at industry events and conferences to enhance visibility and reputation.

• Foster a culture of innovation and continuous learning within the HR Transformation practice.

Travel

• As needed, up to 80%

Basic Qualifications

• Minimum of 12 years' experience in HR transformation/reinvention, digital HR, or HR technology consulting with at least 5 years in a senior managerial or leadership role.

• Minimum of 7 years' experience leading large-scale HR transformation/reinvention projects.

• Minimum of 7 years' experience in designing and implementing HR operating models, shared services, and outsourcing strategies.

• Minimum of 3 years' experience in the Consumer Goods & Services, Retail and/or Travel Industry.

Bonus Skills

HR Technology Expertise:

• In-depth understanding of leading HR platforms (e.g., Workday, SuccessFactors, Oracle HCM) and their role in transforming HR operations and the employee experience.

• Expertise in evaluating HRIS, talent management systems, and AI-driven solutions.

• Experience managing vendor relationships and technology selection processes.

HR Operating Model Design:

• Strong understanding of HR operating models, including shared services, outsourcing, and service delivery optimization.

• Ability to design and optimize HR operating models that integrate digital tools to drive efficiency and business outcomes.

Employee Experience Focus:

• Proven experience enhancing employee engagement and well-being through innovative HR strategies and digital solutions.

• Ability to design employee-centric HR solutions that align with company culture and business objectives.

Project Management & Delivery:

• Expertise in managing complex projects from strategy to execution, on time, within budget, and with quality.

• Familiar with Agile and Waterfall methodologies and project management tools (e.g., Jira, MS Project).

Business Development & Sales:

• Skilled in leading business development leadership and building strong client relationships.

• Experience writing compelling proposals and presenting to senior leadership to win HR transformation engagements.

Thought Leadership & Innovation:

• Contributions to industry thought leadership through writing, speaking engagements, and research.

• Active participation in industry events to stay current on HR transformation trends.

Client Relationship & Stakeholder Management:

• Strong interpersonal skills for building trusted relationships with C-suite executives and senior stakeholders.

• Ability to influence senior leadership on HR strategy and technology decisions.

Consulting & Strategic Thinking:

• Ability to think strategically and develop innovative HR solutions that leverage digital technologies.

• Excellent written and verbal communication skills, with the ability to translate complex HR transformation concepts into clear, actionable strategies.

• Strong business acumen and ability to align HR transformation with organizational goals.

Advanced Data Analytics & HR Metrics:

• Experience with workforce analytics and creating HR dashboards using tools like Power BI or Tableau.

Global & Multinational Experience:

• Experience with global clients and knowledge of international HR practices and compliance.

Agile & Scrum Certification:

• Certification in Agile or Scrum methodologies.

Compensation at varies depending on a wide array of factors, which may include but are not limited to the specific office location, role, skill set, and level of experience. As required by local law, provides a reasonable range of compensation for roles that may be hired as set forth below.
We anticipate this job posting will be posted until 11/05/2026.

offers a market competitive suite of benefits including medical, dental, vision, life, and long-term disability coverage, a 401(k) plan, bonus opportunities, paid holidays, and paid time off. See more information on our benefits here:

U.S. Employee Benefits |

Role Location Annual Salary Range

California $163,000 to $434,000

Colorado $163,000 to $375,000

Connecticut $163,000 to $375,000

District of Columbia $173,500 to $399,300

Illinois $150,900 to $375,000

Maine $138,800 to $319,400

Maryland $163,000 to $375,000

Massachusetts $163,000 to $399,300

Minnesota $163,000 to $375,000

New York $150,900 to $434,000

New Jersey $173,500 to $434,000

Ohio $150,900 to $347,200

Virginia $150,900 to $399,300

Washington $173,500 to $399,300

About is a leading global professional services company that helps the world’s leading businesses, governments and other organizations build their digital core, optimize their operations, accelerate revenue growth and enhance citizen services—creating tangible value at speed and scale. We are a talent- and innovation-led company with approximately 791,000 people serving clients in more than 120 countries. Technology is at the core of change today, and we are one of the world’s leaders in helping drive that change, with strong ecosystem relationships. We combine our strength in technology and leadership in cloud, data and AI with unmatched industry experience, functional expertise and global delivery capability. Our broad range of services, solutions and assets across Strategy & Consulting, Technology, Operations, Industry X and Song, together with our culture of shared success and commitment to creating 360° value, enable us to help our clients reinvent and build trusted, lasting relationships. We measure our success by the 360° value we create for our clients, each other, our shareholders, partners and communities.

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What We Believe

We have an unwavering commitment to diversity with the aim that every one of our people has a full sense of belonging within our organization. As a business imperative, every person at has the responsibility to create and sustain an inclusive environment.

Inclusion and diversity are fundamental to our culture and core values. Our rich diversity makes us more innovative and more creative, which helps us better serve our clients and our communities. Read more here

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is committed to providing equal employment opportunities for persons with disabilities or religious observances, including reasonable accommodation when needed. If you are hired by and require accommodation to perform the essential functions of your role, you will be asked to participate in our reasonable accommodation process. Accommodations made to facilitate the recruiting process are not a guarantee of future or continued accommodations once hired.

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We believe that no one should be discriminated against because of their differences. All employment decisions shall be made without regard to age, race, creed, color, religion, sex, national origin, ancestry, disability status, military veteran status, sexual orientation, gender identity or expression, genetic information, marital status, citizenship status or any other basis as protected by applicable law. Our rich diversity makes us more innovative, more competitive, and more creative, which helps us better serve our clients and our communities.

For details, view a copy of the  Equal Opportunity Statement

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Other Employment Statements

Applicants for employment in the US must have work authorization that does not now or in the future require sponsorship of a visa for employment authorization in the United States.

Candidates who are currently employed by a client of or an affiliated business may not be eligible for consideration.

Job candidates will not be obligated to disclose sealed or expunged records of conviction or arrest as part of the hiring process. Further, at a criminal conviction history is not an absolute bar to employment.

The Company will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. Additionally, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the Company's legal duty to furnish information.

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