Strategic Leadership & Business Partnership 

• Serve as the senior HR advisor to the CTO and engineering leadership team, influencing decisions on organizational priorities, engineering strategy, and workforce implications. 

• Serves as the senior HR advisor to the SVP, General Manager of Strata shaping decisions on organizational priorities and workforce design to enable this engineering and revenue generating organization for long-term success. 

• Develop and execute a long-term people strategy aligned with the engineering roadmap, technical vision, and product innovation goals, people strategy aligned with the engineering roadmap, technical vision, and product innovation goals. 

• Guide organizational design and evolution, including global workforce planning, capacity modeling, team structure, and location strategy. 

• Provide executive level coaching to engineering leaders, strengthening leadership capability, cross team alignment, and team performance, level coaching to engineering leaders, strengthening leadership capability, cross team alignment, and team performance. 

• Leverage data, engineering productivity insights, and market trends to proactively identify talent needs, risk areas, and organizational opportunities. 

Talent Strategy & Technical Workforce Development 

• Lead the design and execution of talent strategies for the engineering organization—covering succession planning, career frameworks, technical skills development, and engineering leadership pipelines. 

• Drive initiatives to attract, develop, and retain top engineering talent, including modernizing hiring processes, leveling frameworks, and career pathing. 

• Partner with Talent Management and L&D to build targeted programs for engineering managers, architects, and emerging technical leaders. 

• Establish mechanisms to strengthen engineering engagement, technical culture, innovation, and team health. 

Organizational Effectiveness & Change Leadership 

• Lead largescale organizational transformations, including operating model evolution, agile adoption, cross functional alignment, and integration efforts 

• Provide strategic HR leadership on global engineering initiatives such as modernization, cloud transformation, and new product platform development. 

• Ensure change management frameworks drive clarity, adoption, and sustained organizational outcomes. 

Employee Relations & Risk Mitigation 

• Oversee resolution of high complexity employee relations matters, ensuring consistency, fairness, and legal compliance across global locations, complex employee relations matters, ensuring consistency, fairness, and legal compliance across global locations. 

• Anticipate and address workplace trends, engineering team challenges, and organizational risks. 

• Ensure HR practices comply with all relevant global employment laws and internal Comcast/FreeWheel policies. 

• Maintain high standards of Workday data integrity and compliance reporting. 

Cross Functional HR Leadership Functional HR Leadership 

• Partner closely with Centers of Excellence to deploy enterprise HR programs in a way that fits the realities of a technical organization. 

• Influence COE design of engineering specific initiatives such as technical compensation, career architecture, and skills-based development, specific initiatives such as technical compensation, career architecture, and skills based development. 

• Mentor and lead HR team members supporting engineering groups directly or through matrixed structures. 

Operational Excellence & Continuous Improvement 

• Use engineering appropriate metrics (e.g., productivity indicators, attrition patterns, skills inventory, capacity models) to inform decisions and measure success, appropriate metrics (e.g., productivity indicators, attrition patterns, skills inventory, capacity models) to inform decisions and measure success. 

• Lead continuous improvement of HR processes to ensure scalability, speed, and alignment with global engineering workflows. 

• Champion digital tools, automation, and modern HR practices that increase HR’s strategic value.