Sr. Director, Human Resources Old Navy HQ at Reality Gap · San…

About the Role

Old Navy brings great style and value to families everywhere, and we are continuing to evolve how we work, how we lead and how we build the capabilities that will drive the brand forward. As Senior Director, Human Resources, Old Navy HQ, you will have an opportunity to help shape that evolution, working side by side with the senior leaders who set the brand's direction.

Based in San Francisco, you will report directly to the SVP, Head of HR, Old Navy, and sit on the Old Navy HR Leadership Team. You will serve as the HR leader for Old Navy's headquarters organization, partnering with senior executives to build the organization, talent and capabilities the brand needs to perform today and grow for the future. You will influence decisions across organization and workforce strategy, leadership, talent and culture, bringing together business context, people insights and a strong point of view to turn complex challenges into clear action.

This is a role for someone who wants to be close to the business and help shape what comes next. You will have real ownership of how the HQ organization is built, led and prepared for what lies ahead.

What You'll Do

• Shape the people and organization strategy for Old Navy HQ, translating brand and business priorities into focused workforce, organization, talent and leadership priorities.

• Partner with the Old Navy Head of Field HR and Talent Partner to align on overall Old Navy HR strategy, so HQ and Field operate as one HR organization, with a shared point of view and a consistent experience for leaders and employees.

• Serve as a trusted advisor to senior leaders, bringing perspective, challenge and

sound judgment to important business, organization and people decisions.

• Build the organization and capabilities Old Navy needs for the future through

organization design, workforce planning and thoughtful consideration of roles,

operating models, decision making and how work gets done.

• Strengthen leadership and talent across the organization through succession, talent planning, development, performance and internal mobility, with particular focus on building strong leadership pipelines and critical capabilities.

• Use data, analytics and AI-enabled tools, along with business insight and external trends, to identify what matters, helping leaders understand organizational health, workforce opportunities and talent risks, and translating those insights into action.

• Lead the people side of significant business change, helping the organization

navigate shifts in strategy, structure, technology and ways of working while

maintaining clarity, engagement and performance.

• Lead a high-performing team of HQ HR business partners who support senior

executives, developing them into progressive, strategic advisors. Set clear

priorities, build HR capability and partner across Talent Management, Employee Relations, Total Rewards, Talent Acquisition and other HR teams to deliver connected solutions for the business.

Who You Are

• You have 12+ years of progressive HR experience, including proven experience operating as a senior HR leader in a large, complex, matrixed business, connecting business strategy, organization and talent in ways that improve performance.

• Experience in retail or another consumer, customer-driven business is a strong plus.

• You are a credible and influential partner to senior leaders, able to challenge

thinking, navigate competing perspectives and bring clarity to high-stakes

decisions.

• You have led through significant organization and business change, balancing the needs of the business, employees and the longer-term health of the organization.

• You are a proven people leader who builds strong HR teams and develops

progressive, strategic HR business partners. You set a high bar for partnership and create an environment where people can make decisions and operate with confidence.

• You bring strong business and commercial acumen and are as comfortable

discussing business performance, operating choices and organizational tradeoffs as you are discussing people strategy.

• You use data, external perspective and curiosity to form a point of view, recognize patterns and opportunities, challenge assumptions and make sound decisions when the path is not obvious.

• You are a forward-looking and adaptable leader who looks for better ways to work, embraces AI, analytics and other new tools with sound judgment to evolve how work gets done, without chasing trends.