Executive Director, HR Planning

Enterprise Human Resources Leader

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.

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.

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, and related 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 underst