Vice President IT , Digital Employee Experience (DEX)

The Vice President of Digital Employee Experience & Everyday AI is a global technology leader responsible for transforming how work gets done across the Global enterprise. This role spans knowledge workers and frontline/factory employees, owning the platforms and experience layer across HR technology, collaboration (Microsoft ecosystem), ITSM/help desk, payroll, and travel & expense.

The mandate is to deliver a unified, personalized, and contextual employee experience, leveraging AI, enterprise search, digital assistants, and automation to unlock measurable productivity and capacity at scale.

Essential Duties and Responsibilities:

Everyday AI & Productivity

• Lead enterprise Everyday AI strategy to unlock workforce capacity
• Deploy digital assistants, copilots, and automation in the flow of work
• Establish enterprise search and knowledge intelligence as core capabilities
• Deliver measurable productivity gains (time saved, cycle time reduction)

Unified Employee Experience (Knowledge + Frontline)

• Deliver a single, AI-powered employee experience layer (“front door”)
• Enable personalized, contextual experiences (role, location, shift, device)
• Support all personas: knowledge workers, factory/frontline, and managers
• Integrate HR, IT, payroll, T&E, and knowledge into a seamless experience

ITSM, Help Desk & Enterprise Services

• Own ITSM and global help desk; expand to Enterprise Service Management
• Drive an AI-first service model (virtual agents, auto-resolution, intelligent routing)
• Improve self-service, ticket deflection, and cost-to-serve

Platforms: HR, Collaboration, Work Management, Payroll & T&E

• Own HR tech ecosystem and enable AI-driven workforce insights
• Lead Microsoft ecosystem (M365, Teams, Copilot) adoption and governance
• Own work management platforms (planning, task, workflow orchestration) to improve execution visibility and flow of work
• Oversee learning platforms and providers to enable continuous, personalized upskilling
• Manage payroll and T&E platforms with focus on experience, compliance, and efficiency

Factory & Frontline Enablement

• Extend digital experience into manufacturing/operations environments
• Enable AI-assisted workflows, knowledge access, and real-time decision support
• Improve productivity, quality, and onboarding speed

Data, Analytics & AI

• Build a unified workforce data model across HR, ITSM, collaboration, and operations
• Deliver insights on productivity, experience, and service performance
• Apply AI/ML for forecasting, skills, and workforce optimization

Cross-Functional Transformation & Partnerships

• Partner with HR, Operations, Finance, and Business leaders to reimagine processes and workflows with the employee at the center
• Drive simplification, automation, and experience-led redesign of end-to-end journeys
• Stay current on industry trends, emerging technologies, and AI innovations to continuously evolve the roadmap
• Manage strategic technology partners and ecosystem relationships to accelerate innovation and delivery
• Ensure HR technology decisions align with enterprise application roadmaps led by Mark Homan and the broader CIO organization.
• Partner closely with CISO on security, privacy, and risk management 

Security, Privacy & Compliance

• Ensure HR platforms meet security, privacy, and regulatory requirements (GDPR, CCPA, global equivalents).
• Partner with Security, Legal, and Privacy teams on access controls, data residency, retention, and audit readiness.
• Own platform‑level risk management and resilience planning.

• Minimum of 15 years of experience leading enterprise HR technology or large‑scale business platforms
• Prior VP or Sr. Director leadership in a complex, global environment
• Deep expertise in Workday, ServiceNow, or comparable enterprise HCM ecosystems, Microsoft Platforms
• Strong background in enterprise architecture, integrations, and platform modernization
• Demonstrated success managing large vendor portfolios and multi‑million‑dollar budgets
• Experience operationalizing AI, automation, and data platforms within enterprise systems
• Proven ability to partner effectively with HR leaders, Finance, Security, and Legal
• Strong people leader with experience managing global, technical teams
• Bachelor’s degree required; advanced degree preferred

Salary Range: 262,700.00-350,200.00

At WD, our vision is to power global innovation and push the boundaries of technology to make what you thought was once impossible, possible.

At our core, WD is a company of problem solvers. People achieve extraordinary things given the right technology. For decades, we’ve been doing just that—our technology helped people put a man on the moon and capture the first-ever picture of a black hole.

We offer an expansive portfolio of technologies, HDDs, and platforms for business, creative professionals, and consumers alike under our Western Digital®, WD®, and WD_BLACK™.

We are a key partner to some of the largest and highest-growth organizations in the world. From enabling systems to make cities safer and more connected, to powering the data centers behind many of the world’s biggest companies and hyperscale cloud providers, to meeting the massive and ever-growing data storage needs of the AI era, Western Digital is fueling a brighter, smarter future.

Today’s exceptional challenges require your unique skills. Together, we can build the future of data storage.

WD is committed to providing equal opportunities to all applicants and employees and will not discriminate against any applicant or employee based on their race, color, ancestry, religion (including religious dress and grooming standards), sex (including pregnancy, childbirth or related medical conditions, breastfeeding or related medical conditions), gender (including a person’s gender identity, gender expression, and gender-related appearance and behavior, whether or not stereotypically associated with the person’s assigned sex at birth), age, national origin, sexual orientation, medical condition, marital status (including domestic partnership status), physical disability, mental disability, medical condition, genetic information, protected medical and family care leave, Civil Air Patrol status, military and veteran status, or other legally protected characteristics. We also prohibit harassment of any individual on any of the characteristics listed above. Our non-discrimination policy applies to all aspects of employment. We comply with the laws and regulations set forth in the "Know Your Rights: Workplace Discrimination is Illegal” poster. Our pay transparency policy is available HERE

WD thrives on the power and potential of diversity. As a global company, we believe the most effective way to embrace the diversity of our customers and communities is to mirror it from within. We believe the fusion of various perspectives results in the best outcomes for our employees, our company, our customers, and the world around us. We are committed to an inclusive environment where every individual can thrive through a sense of belonging, respect and contribution.

WD is committed to offering opportunities to applicants with disabilities and ensuring all candidates can successfully navigate our careers website and our hiring process. Please contact us at jobs.accommodations@wdc.com to advise us of your accommodation request. In your email, please include a description of the specific accommodation you are requesting as well as the job title and requisition number of the position for which you are applying.

Based on our experience, we anticipate that the application deadline will be 06/24/2026 (3 months from posting), although we reserve the right to close the application process sooner if we hire an applicant for this position before the application deadline. If we are not able to hire someone from this role before the application deadline, we will update this posting with a new anticipated application deadline.

Compensation & Benefits Details

• An employee’s pay position within the salary range may be based on several factors including but not limited to (1) relevant education; qualifications; certifications; and experience; (2) skills, ability, knowledge of the job; (3) performance, contribution and results; (4) geographic location; (5) shift; (6) internal and external equity; and (7) business and organizational needs.
• The salary range is what we believe to be the range of possible compensation for this role at the time of this posting.  We may ultimately pay more or less than the posted range and this range is only applicable for jobs to be performed in California, Colorado, New York or remote jobs that can be performed in California, Colorado and New York.  This range may be modified in the future.
• If your position is non-exempt, you are eligible for overtime pay pursuant to company policy and applicable laws.  You may also be eligible for shift differential pay, depending on the shift to which you are assigned.

• You will be eligible to be considered for bonuses under either WD’s Short Term Incentive Plan (“STI Plan”) or the Sales Incentive Plan (“SIP”) which provides incentive awards based on Company and individual performance, depending on your role and your performance. You may be eligible to participate in our annual Long-Term Incentive (LTI) program, which consists of restricted stock units (RSUs) or cash equivalents, pursuant to the terms of the LTI plan. Please note that not all roles are eligible to participate in the LTI program, and not all roles are eligible for equity under the LTI plan. RSU awards are also available to eligible new hires, subject to WD's Standard Terms and Conditions for Restricted Stock Unit Awards.

• We offer a comprehensive package of benefits including paid vacation time; paid sick leave; medical/dental/vision insurance; life, accident and disability insurance; tax-advantaged flexible spending and health savings accounts; employee assistance program; other voluntary benefit programs such as supplemental life and AD&D, legal plan, pet insurance, critical illness, accident and hospital indemnity; tuition reimbursement; transit; the Applause Program; employee stock purchase plan; and the WD Savings 401(k) Plan.
• Note: No amount of pay is considered to be wages or compensation until such amount is earned, vested, and determinable. The amount and availability of any bonus, commission, benefits, or any other form of compensation and benefits that are allocable to a particular employee remains in the Company's sole discretion unless and until paid and may be modified at the Company’s sole discretion, consistent with the law.

Notice To Candidates: Please be aware that WD and its subsidiaries will never request payment as a condition for applying for a position or receiving an offer of employment. Should you encounter any such requests, please report it immediately to WD Ethics Helpline or email compliance@wdc.com.