Director, Employee Experience Operations
Operations
Fort Lauderdale, FL, USA
Director, Employee Experience Operations
Recruitment Fraud Alert
We’ve learned that scammers are impersonating Commvault team members—including HR and leadership—via email or text. These bad actors may conduct fake interviews and ask for personal information, such as your social security number.
What to know:
- Commvault does not conduct interviews by email or text.
- We will never ask you to submit sensitive documents (including banking information, SSN, etc) before your first day.
If you suspect a recruiting scam, please contact us at wwrecruitingteam@commvault.com
About Commvault
Commvault (NASDAQ: CVLT) is the gold standard in cyber resilience. The company empowers customers to uncover, take action, and rapidly recover from cyberattacks – keeping data safe and businesses resilient. The company’s unique AI-powered platform combines best-in-class data protection, exceptional data security, advanced data intelligence, and lightning-fast recovery across any workload or cloud at the lowest TCO. For over 25 years, more than 100,000 organizations and a vast partner ecosystem have relied on Commvault to reduce risks, improve governance, and do more with data.
The Opportunity
We're hiring a Director of Employee Experience Operations to lead how our people-facing processes actually work day to day. This is not a systems or IT job. It's a leadership role focused on making the employee experience simpler and better across HR, Finance, Legal, Business Technology, and Facilities.
You are the person who asks why something takes six steps and three approvals when it could take one — and then works across teams to fix it. Success means fewer handoffs, faster resolution, clear ownership, and employees who feel the company works for them, not around them. This role is a fit for someone with strong people operations experience who enjoys redesigning how work gets done and takes pride in making things easier for other people.
What You'll Do...
End-to-end process ownership and employee experience
- Own and continuously improve the employee lifecycle and experience processes that span HR, Finance, Legal, Business Technology, and Facilities — onboarding, offboarding, transfers, leave, accommodations, pay, job movement, organizational changes, and anything else that touches the employee experience.
- Treat friction as a problem to fix, not something to live with. Start every process review from the employee's point of view.
- Build a simple, repeatable way to find friction — employee feedback, escalations, and help-desk ticket trends — and turn it into a prioritized improvement roadmap.
- Set and track meaningful measures of friction and delight (time-to-resolve, number of touchpoints, rework rate, satisfaction) and report progress in terms leadership and employees both understand.
Re-imagining business processes with AI
- Rethink HR and all other employee experience operations, regardless of where they sit in the organization, end-to-end assuming AI and agentic workflows are available — not as a bolt-on, but as the default way work gets done.
- Identify the highest-volume, most repetitive employee lifecycle tasks (status changes, tier-1 questions, approvals, document generation, data updates) and lead the redesign to hand them to AI agents with the right guardrails.
- Partner with Business Technology to embed AI into HR, Finance, and Legal workflows — including intelligent routing, automated case handling, and self-service that actually works.
- Set the standard for when a process should be automated, augmented, or eliminated — and hold the line on quality, compliance, and employee trust as AI is deployed.
Cross-functional orchestration
- Act as the bridge between HR and Finance (payroll, compensation, budget and headcount), Legal (policy, compliance, contracts, risk), Business Technology (systems, data, and automation — without owning the tech itself), and Facilities (workplace, space, moves).
- Build strong working relationships with functional leaders so process changes stick after the project ends.
- Represent the employee and manager perspective in cross-functional decisions that otherwise get made through a purely functional lens (e.g., legal risk, financial control, technical constraint).
Who you are...
- 8+ years in HR or Financial operations, HR shared services, or a similar cross-functional operations role.
- Strong operational thinking: you can map a process, spot where it breaks down, and design a simpler path.
- Excellent cross-functional influence skills. You can build trust and alignment with Finance, Legal, Business Technology, and Facilities leaders who don't report to you and don't have to listen to you.
- A real commitment to the employee experience — you default to asking what this feels like for the person going through it.
- Direct experience applying AI and agentic AI to real business problems — moving beyond incremental gains to fundamental redesigns of how work gets done.
What Makes Someone Great in This Role
- They ask why a process exists in its current form before trying to change it.
- They measure friction the way a product leader measures churn — as a signal to act on, not something to accept.
- They build agreement rather than issue mandates. A process change that Finance, Legal, BT, and Facilities buy into lasts; one that's forced on them doesn't.
- They can zoom from "this one employee's bad experience" up to "this is a systemic pattern affecting thousands of transactions" and back down again.
You'll Love Working Here Because...
- Continuous professional development and product training.
- Clear career growth and advancement opportunities.
- Inclusive company culture.
- Comprehensive global benefits package.
#LI-MDV
Thank you for your interest in Commvault. Reflected below is the minimum and maximum base salary range for this role. At Commvault we use broad salary ranges in our job postings to reflect the diverse levels of expertise and experience among our candidates and is not reflective of the total compensation and benefits package. The specific salary offered will be determined based on your unique qualifications, including your relevant experience, skills, and the value you bring to the role. While the range provides a general idea of the compensation, it is important to note that placements within the range are not automatic and will be carefully considered to ensure a fair and competitive offer. We are committed to rewarding talent and experience.
Commvault is an equal opportunity workplace and is an affirmative action employer. We are always committed to equal employment opportunity regardless of race, color, ancestry, religion, sex, national origin, sexual orientation, age, citizenship, marital status, disability, gender identity or Veteran status and we will not discriminate against on the basis of such characteristics or any other status protected by the laws or regulations in the locations where we work.
Commvault’s goal is to make interviewing inclusive and accessible to all candidates and employees. If you have a disability or special need that requires accommodation to participate in the interview process or apply for a position at Commvault, please email accommodations@commvault.com For any inquiries not related to an accommodation please reach out to wwrecruitingteam@commvault.com.