Executive Director, HR Planning & Enablement

Comcast (CC) of Willow Grove; Philadelphia (Philadelphia County); On-site; USD 180,000 - 260,000; Full time

Job summary

Comcast is seeking an Executive Director of HR Planning & Enablement to shape how we plan, govern, and enable HR across the enterprise in a hands-on player-coach role. You will guide workforce architecture, data-driven decisions, and enterprise-wide HR programs while leading a small expert team.

You will partner across HR, Talent, Compensation, Technology, and Finance to align resources with the Enterprise People Plan, drive automation, and deliver measurable business impact.

Qualifications

• Bachelor’s degree required; advanced degree preferred.
• 12+ years of progressive HR/enterprise planning experience.
• Hands-on practitioner who personally produces analyses, recommendations, frameworks, processes, executive materials, and solutions.
• Strong understanding of HR strategy, operating models, portfolio management, measurement, and cross-functional execution.
• Experience with job profiles, job families, job architecture, skills, workforce data, and related HR structures.
• Experience shaping automation, AI-enabled, or agent-supported work design including task decomposition and process redesign.
• Exceptional analytical, problem-solving, facilitation, written communication, executive storytelling, influence, and stakeholder alignment skills.
• Experience leading and developing a small, high-performing expert team in a player-coach environment.
• Comfort with emerging workforce intelligence, automation, low-code, AI; Power Platform knowledge is helpful but not required.

Responsibilities

• Leads the design and evolution of an integrated HR planning and enablement model connecting strategy, planning, prioritization, governance, execution, measurement, and continuous improvement.
• Operates as a player‑coach by personally leading complex analysis, enterprise problem solving, framework and process design, executive recommendations, decision materials, and high‑priority work products while directing and developing the team.
• Brings together business priorities, the Enterprise People Plan, HRBP plans, Centers of Excellence strategies, workforce insights, functional roadmaps, capacity realities, and enterprise requests into a clear planning and decision framework.
• Leads enterprise Workforce Architecture Governance, including standards, decision rights, and lifecycle mechanisms governing jobs, job profiles, job families, roles, skills, tasks, workforce data, and the creation, modification, consolidation, and retirement of jobs and roles.
• Establishes and continuously improves governance mechanisms, operating rhythms, decision rights, escalation paths, and prioritization processes that enable HR to operate as an aligned enterprise function.
• Leads enterprise planning, prioritization, and portfolio governance across HR, aligning resources, investments, and work to business priorities, the Enterprise People Plan, capacity, risk, and expected value.
• Guides automation and agent‑supported work design, including task and process redesign, human‑agent handoffs, controls, adoption requirements, and measurement of capacity, quality, speed, and experience outcomes.
• Partners across HR leadership, HR Business Partners, Talent, Compensation, HR Technology, Strategic Workforce Planning, Organization Effectiveness, Workforce Economics, Finance, and transformation partners to integrate planning, architecture, data, technology, and execution.
• Defines scorecards, measures, and value frameworks that show progress, operating health, workforce architecture health, decision quality, adoption, organizational effectiveness, and business impact.
• Simplifies how leaders and teams engage with planning, governance, prioritization, workforce architecture, and reporting through practical processes, tools, guidance, and decision pathways.
• Leads, coaches, and develops the Senior Manager and Analyst while ensuring every team member contributes directly to analysis, design, implementation, automation, and ongoing delivery.

Skills

Executive leadership

HR planning

Governance

Workforce architecture

Data analysis

Stakeholder management

AI-enabled design

Power Platform

Team coaching

Education

Bachelor's degree

Advanced degree preferred

Tools

Power Platform

Job description

Comcast brings together the best in media and technology. We drive innovation to create the world's best entertainment and online experiences. As a Fortune 50 leader, we set the pace in a variety of innovative and fascinating businesses and create career opportunities across a wide range of locations and disciplines. We are at the forefront of change and move at an amazing pace, thanks to our remarkable people, who bring cutting-edge products and services to life for millions of customers every day. If you share in our passion for teamwork, our vision to revolutionize industries and our goal to lead the future in media and technology, we want you to fast-forward your career at Comcast.

Job Summary

We are seeking an enterprise Human Resources leader to shape and evolve how Human Resources plans, prioritizes, governs, and enables work across the enterprise. This is a player-coach role that combines enterprise leadership and team direction with substantial hands‑on work production. The Executive Director, HR Planning & Enablement designs and operates the integrated mechanisms connecting business priorities, the Enterprise People Plan, Human Resources Business Partner plans, Centers of Excellence strategies, workforce insights, functional roadmaps, capacity, and enterprise work requests. The role personally develops analyses, recommendations, frameworks, executive decision materials, processes, and practical solutions while leading a small expert team. This role also leads Workforce Architecture Governance, establishing the standards, decision rights, and cross‑functional mechanisms through which jobs, job profiles, job families, roles, skills, tasks, and related workforce data are governed and connected to workforce strategy, talent, compensation, technology, automation, AI‑enabled work redesign, and business execution.

Job Description Core Responsibilities

• Leads the design and evolution of an integrated Human Resources planning and enablement model connecting strategy, planning, prioritization, governance, execution, measurement, and continuous improvement.
• Operates as a player‑coach by personally leading complex analysis, enterprise problem solving, framework and process design, executive recommendations, decision materials, and high‑priority work products while directing and developing the team.
• Brings together business priorities, the Enterprise People Plan, Human Resources Business Partner plans, Centers of Excellence strategies, workforce insights, functional roadmaps, capacity realities, and enterprise requests into a clear planning and decision framework.
• Leads enterprise Workforce Architecture Governance, including standards, decision rights, and lifecycle mechanisms governing jobs, job profiles, job families, roles, skills, tasks, workforce data, and the creation, modification, consolidation, and retirement of jobs and roles.
• Establishes and continuously improves governance mechanisms, operating rhythms, decision rights, escalation paths, and prioritization processes that enable Human Resources to operate as an aligned enterprise function.
• Leads enterprise planning, prioritization, and portfolio governance across Human Resources, aligning resources, investments, and work to business priorities, the Enterprise People Plan, capacity, risk, and expected value.
• Guides automation and agent‑supported work design, including task and process redesign, human‑agent handoffs, controls, adoption requirements, and measurement of capacity, quality, speed, and experience outcomes.
• Partners across Human Resources leadership, Human Resources Business Partners, Talent, Compensation, Human Resources Technology, Strategic Workforce Planning, Organization Effectiveness, Workforce Economics, Finance, and transformation partners to integrate planning, architecture, data, technology, and execution.
• Defines scorecards, measures, and value frameworks that show progress, operating health, workforce architecture health, decision quality, adoption, organizational effectiveness, and business impact.
• Simplifies how leaders and teams engage with planning, governance, prioritization, workforce architecture, and reporting through practical processes, tools, guidance, and decision pathways.
• Leads, coaches, and develops the Senior Manager and Analyst while ensuring every team member contributes directly to analysis, design, implementation, automation, and ongoing delivery.

Required Skill Sets

• Bachelor’s degree required; advanced degree preferred.
• Generally 12 or more years of progressive experience in Human Resources, enterprise planning, governance, operating model, workforce strategy, organization effectiveness, Human Resources technology, talent, compensation, transformation, or related work.
• Demonstrated success leading complex enterprise work while remaining a hands‑on practitioner who personally produces analyses, recommendations, frameworks, processes, executive materials, and solutions.
• Strong understanding of Human Resources strategy and operating models, enterprise planning and prioritization, portfolio management, decision rights, measurement, and cross‑functional execution.
• Meaningful experience with job profiles, job families, job or role architecture, skills, workforce data, job catalogs, compensation, talent architecture, organization design, or similar Human Resources structures.
• Experience shaping or implementing automation, AI‑enabled, or agent‑supported work design, including task decomposition, process redesign, human‑agent interaction, controls, adoption, and outcome measurement.
• Exceptional analytical, problem‑solving, facilitation, written communication, executive storytelling, influence, and stakeholder alignment skills.
• Experience leading and developing a small, high‑performing expert team in a player‑coach environment.
• Comfort applying emerging workforce intelligence, automation, low‑code, AI, and agent technologies; direct Power Platform build expertise is helpful but not required.

Employees at all levels are expected to:

Understand our Operating Principles; make them the guidelines for how you do your job. Own the customer experience think and act in ways that put our customers first, give them seamless digital options at every touchpoint, and make them promoters of our products and services. Know your stuff be enthusiastic learners, users and advocates of our game‑changing technology, products and services, especially our digital tools and experiences. Win as a team make big things happen by working together and being open to new ideas. Be an active part of the Net Promoter System a way of working that brings more employee and customer feedback into the company by joining huddles, making call backs and helping us elevate opportunities to do better for our customers. Drive results and growth. Support a culture of inclusion in how you work and lead. Do what's right for each other, our customers, investors and our communities.

Disclaimer

This information has been designed to indicate the general nature and level of work performed by employees in this role. It is not designed to contain or be interpreted as a comprehensive inventory of all duties, responsibilities and qualifications.

Education

Bachelor's Degree Certifications (if applicable) Relevant Work Experience 10 Years +

Comcast is an equal opportunity workplace. We will consider all qualified applicants for employment without regard to race, color, religion, age, sex, sexual orientation, gender identity, national origin, disability, veteran status, genetic information, or any other basis protected by applicable law.

At Comcast, you have the power to connect the world. Your career options are endless as you grow in your career. Explore your future with access to a variety of teams, locations, and resources in an expanding network. You can also explore additional opportunities at our company, NBCUniversal.