Vice President, Employee & Manager Experience

About this role

Secure Every Identity, from AI to Human

Identity is the key to unlocking the potential of AI. Okta secures AI by building the trusted, neutral infrastructure that enables organizations to safely embrace this new era. This work requires a relentless drive to solve complex challenges with real-world stakes. We are looking for builders and owners who operate with speed and urgency and execute with excellence.

This is an opportunity to do career-defining work. We're all in on this mission. If you are too, let's talk.

Role Overview

The Vice President, Employee & Manager Experience is responsible for designing, delivering, and continuously improving the end-to-end experience for employees and managers across the company.

This leader will build an integrated organization that combines People Operations, Employee Experience, Enablement, Internal People Communications, and Program Management to create simple, scalable, and high-impact experiences throughout the employee lifecycle.

The role exists to ensure that employees and managers can easily access the support, tools, information, and development they need to be successful. The VP will act as the owner of the employee and manager journey, driving consistency, simplicity, adoption, and operational excellence across all People programs and processes.

As the company evolves, this leader will also build a manager support model that provides managers with direct access to expert guidance and services, allowing People Business Partners to focus exclusively on strategic workforce planning, organizational effectiveness, and VP+ leadership support.

What You'll Do

Own the Employee and Manager Experience

• Define and lead the strategy for the end-to-end employee and manager experience.

• Design experiences that are intuitive, scalable, and aligned to company culture and business priorities.

• Continuously assess employee and manager pain points and drive simplification across People processes.

• Establish experience metrics and service standards to measure effectiveness and adoption.

Lead People Operations

• Oversee all employee-facing People Operations services and programs.

• Drive agentic support adoption through supporting the Okta one implementation.

• Ensure employees and managers receive timely, accurate, and high-quality support.

• Drive operational excellence, process standardization, and service delivery.

• Leverage technology, automation, and AI to improve efficiency and user experience.

Own Employee Brand, Culture & Communications

• Partner with leadership to articulate and reinforce the company's employee value proposition.

• Ensure consistent messaging globally across all People programs, policies, and employee communications.

• Lead internal communications related to talent, culture, performance, rewards, career development, and organizational change.

• Drive initiatives that strengthen employee engagement and cultural alignment.

Drive Enablement and Development

• Own onboarding experiences for all employees and managers.

• Lead manager effectiveness programs that equip leaders to drive performance, engagement, and talent outcomes.

• Ensure learning experiences are practical, scalable, and directly connected to business outcomes.

Lead People Program Management

• Ensure seamless execution of performance management, and engagement programs,

• Drive strong governance, accountability, and cross-functional coordination.

• Measure program effectiveness and continuously improve execution.

Build the Manager Support Model of the Future

• Create a world-class manager support organization that serves as the primary point of contact for manager questions and guidance.

• Develop a team of People generalists capable of supporting managers across employee relations, performance, talent processes, organizational changes, and day-to-day leadership challenges.

• Leverage technology and AI to provide scalable, self-service solutions.

• Enable People Business Partners to focus exclusively on strategic workforce architecture, organization design, succession planning, leadership effectiveness, and business transformation.

What Success Looks Like

• Employees consistently report that People processes are simple, intuitive, and easy to navigate.

• Managers receive timely support and guidance, allowing them to lead effectively.

• Core People programs are executed flawlessly and adopted broadly.

• Onboarding, manager development, and leadership development programs improve business outcomes.

• Employee communications are clear, consistent, and reinforce company culture.

• Service delivery is increasingly automated, scalable, and efficient.

• People Business Partners spend the majority of their time on strategic workforce and leadership priorities rather than transactional support.

• The company is recognized for delivering a world-class employee and manager experience.

Leadership Expectations

The successful leader will:

• Think like a product leader, designing experiences around customer needs.

• Simplify relentlessly and challenge unnecessary complexity.

• Balance operational excellence with innovation.

• Use data to inform decisions and prioritize investments.

• Build high-performing teams and develop future leaders.

• Operate with a strong customer-service mindset while maintaining strategic perspective.

• Embrace technology and AI as force multipliers for scale and impact.

Reporting Structure

This role leads:

• People Operations

• Employee Brand, Culture & People Communications

• People Program Management

• Onboarding & Enablement

• Manager Support & People Generalists (future state)

Key near term projects

• Work across all of the CPOLT and build great relationships. This role is the “frontdoor” to HR and will have hand offs to all other teams

• 2 day manager program delivery

• Hire a Pops leader and restructure that team

• Implement a manager support model with a team of generalists.

• Complete

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