VP, HR Transformation Management Office; TMO

VP, HR Transformation Management Office (TMO)

Job  |
Location Burbank, California, United States |
Business The Walt Disney Company (Corporate) |
Date posted Jul. 09, 2026

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 work streams, 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.

• 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

• 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

• 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

• 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

• 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

• 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

• 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

• 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…