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. 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.

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.