HR Operations & Service Delivery Strategy and Transformation Executive

About this role:

Wells Fargo is seeking a Business Execution Executive to serve as the Head of HR Operations & Service Delivery (HROSD) Strategy & Transformation. Working in partnership with the HROSD leadership team, this executive will help shape the future direction of HR Operations & Service Delivery (HROSD), translate shared priorities into an integrated roadmap, and lead transformation through measurable outcomes.

The leader will bring an outside-in perspective through strong industry connections, research, and benchmarking of top-tier and future-focused HR operations organizations. The role will use AI, technology, automation, and end-to-end process redesign to modernize operations, remove friction and errors, enhance controls, and improve the employee experience by making HR simpler, faster, and easier to access.

The successful candidate will be a compelling change agent and enterprise connector who can see across silos, handoffs, employee journeys, and dependencies; paint a credible picture of the future; and build the commitment required to make that future real. This role does not replace functional leadership. Functional leaders remain accountable for their operations, people, and results, and this leader partners with them to set priorities, work through trade-offs, and integrate work across functions. Roadmaps and priorities are developed jointly with the HROSD leadership team.

In this role, you will:

• Define HROSD strategy and future direction: Lead the development of the future-state vision, target operating model, strategic priorities, and roadmap in partnership with HROSD functional leaders. Use industry relationships, market intelligence, research, and benchmarking to understand leading and emerging HR operations models and translate them into clear choices for HROSD.
• Lead transformation and modernization: Move strategy from ambition through design, execution, adoption, stabilization, and value realization. Use AI, technology, automation, workflow, data, and process redesign to simplify work, remove friction and handoffs, reduce errors and rework, strengthen controls, and improve service.
• Create integrated employee experiences: Connect services, processes, technology, data, controls, teams, and partners across HROSD. Identify silos and fragmented ownership and redesign employee journeys and end-to-end processes so employees can receive HR services and support more easily.
• Advance AI and digital operations: Lead development of the AI and automation roadmap with functional leaders, prioritize opportunities by value, experience, risk, control impact, and feasibility, and redesign processes, roles, decision rights, skills, and ways of working around new capabilities rather than layering technology onto inefficient work. Design and drive the plan for HROSD employee adoption of AI to support employees to build skills and learn to use the tools effectively in their work as capabilities continue to evolve.
• Mobilize the organization: Alongside HROSD leaders, paint a compelling and practical picture of the future, create energy and urgency, build coalitions of change agents, and engage leaders and employees early. Translate strategy into tangible examples and actions, address resistance, and drive readiness, adoption, and durable change.
• Strengthen governance and operational assurance: Drive consistent governance and oversight for today’s operations and the transformation portfolio. Take an end-to-end view of risks and issues, connect impacts across functions, resolve root causes sustainably, and design effective and increasingly automated controls into future processes.
• Use insight to drive decisions: Combine internal data, employee insights, external research, and benchmarks to identify gaps, set ambition, prioritize investment, track benefits, and demonstrate progress toward top-tier performance.
• Lead the organization: Build and lead a multi-disciplinary team spanning strategy, process transformation, AI and automation, governance and enablement, change and readiness, and program/project management.

Required Qualifications:

• 10+ years of Business Execution, Implementation, or Strategic Planning experience, or equivalent demonstrated through one or a combination of the following: work experience, training, military experience, education
• 6+ years of management experience

Desired Qualifications:

• Extensive leadership experience across strategy development, operations, transformation, and execution in a large, complex organization.
• Demonstrated ability to define future-state strategy and target operating models and translate them into executable roadmaps and measurable outcomes.
• Deep experience leading transformation using AI, automation, technology, workflow, data, and end-to-end process redesign to modernize operations and improve service, quality, controls, and employee experience.
• Strong external orientation and ability to use industry relationships, research, and benchmarking to identify leading practices and shape strategy.
• Experience connecting fragmented processes and functions to create integrated employee journeys, services, and end-to-end accountability.
• Proven change leadership, stakeholder engagement, coalition building, executive communication, and organizational influence capabilities.
• Proven ability to influence and align senior peers without direct authority, and to build shared ownership of outcomes.
• Strong understanding of operational excellence, governance, risk, controls, operational assurance, and sustainable issue remediation.
• Experience leading cross-functional work and senior, multi-disciplinary teams.
• Experience in HR operations, shared services, employee service delivery, or another scaled service environment.
• Experience in a large, highly regulated financial services organization.
• Experience developing integrated business, product, data, and technology roadmaps and value-realization disciplines.

Pay Range

Reflected is the base pay range offered for this position. Pay may vary depending on factors including but not limited to demonstrated examples of prior performance, skills, experience, or work location. Employees may also be eligible for incentive opportunities. $250,000.00 - $420,000.00 Benefits

Wells Fargo provides eligible employees with a comprehensive set of benefits, many of which are listed below. Visit Benefits - Wells Fargo Jobs for an overview of the following benefit plans and programs offered to employees. • Health benefits • 401(k) Plan • Paid time off • Disability benefits • Life insurance, critical illness insurance, and accident insurance • Parental leave • Critical caregiving leave • Discounts and savings • Commuter benefits • Tuition reimbursement • Scholarships for dependent children • Adoption reimbursement

Posting End Date:

19 Nov 2026*Job posting may come down early due to volume of applicants.

We Value Equal Opportunity

Wells Fargo is an equal opportunity employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, disability, status as a protected veteran, or any other legally protected characteristic.

Employees support our focus on building strong customer relationships balanced with a strong risk mitigating and compliance-driven culture which firmly establishes those disciplines as critical to the success of our customers and company. They are accountable for execution of all applicable risk programs (Credit, Market, Financial Crimes, Operational, Regulatory Compliance), which includes effectively following and adhering to applicable Wells Fargo policies and procedures, appropriately fulfilling risk and compliance obligations, timely and effective escalation and remediation of issues, and making sound risk decisions. There is emphasis on proactive monitoring, governance, risk identification and escalation, as well as making sound risk decisions commensurate with the business unit’s risk appetite and all risk and compliance program requirements.

Applicants with Disabilities

To request a medical accommodation during the application or interview process, visit Disability Inclusion at Wells Fargo.

Drug and Alcohol Policy

Wells Fargo maintains a drug free workplace. Please see our Drug and Alcohol Policy to learn more.

Wells Fargo Recruitment and Hiring Requirements:

a. Third-Party recordings are prohibited unless authorized by Wells Fargo. b. Wells Fargo requires you to directly represent your own experiences during the recruiting and hiring process. c. Please be prepared to provide accurate information and supporting documentation in connection with any lawful employment and education verification conducted by Wells Fargo.

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