Director, IT Business Operations

The Director of IT Business Operations is a strategic leadership role responsible for driving operational excellence across the IT organization. This individual will oversee IT Business Operations including operational reviews, agile transformation initiatives, internal communications, workforce management, and IT events. The ideal candidate combines strong business acumen with deep IT knowledge to ensure the organization runs efficiently, communicates effectively, and continuously develops its talent.

ESSENTIAL DUTIES AND RESPONSIBILITIES

Operational Reviews Design, coordinate, and facilitate operational reviews for the IT organization, covering support metrics, system availability, uptime, and service-level performance. Partner with IT service owners to establish KPIs, track progress, and drive accountability for operational outcomes. Partner with service owners to track execution of key findings. Agile Transformation Lead the IT organization’s transition to sprint-based delivery models, establishing frameworks, tooling, and best practices. Define and track agile adoption metrics to measure maturity, velocity, and continuous improvement. Coach teams and leaders on agile principles, facilitating change management to ensure sustainable adoption. IT Content, Communications & Policies Own and manage the IT intranet and sites, ensuring content is current, accessible, and aligned with organizational goals. Oversee internal IT and company-wide communications, including newsletters, announcements, and change notifications. Develop, maintain, and enforce IT policies covering remote work, device management, acceptable use, and related areas. IT Events Plan and execute leadership-focused events including Director Plus Series sessions. Organize organization-wide events such as quarterly All Hands meetings and team-building/fun events to foster culture and engagement. Workforce Management Lead workforce assessment initiatives including resource allocation analysis, skills inventory development, and location strategy planning. Drive talent development through job architecture design, career pathing frameworks, and competency models. Manage the talent pipeline for early-in-career programs, including new college graduates (NCGs), interns, and partnership programs. Oversee training and development programs to upskill the IT workforce and address emerging technology needs. Required Bachelor’s degree in Information Technology, Business Administration, or a related field. Minimum 0‑12+ years of progressive experience in IT operations, business operations, or IT program management. Minimum 0‑5+ years in a people leadership role, with experience managing cross-functional teams. Demonstrated experience leading agile transformations and driving organizational change. Strong background in workforce planning, talent development, and resource management. Excellent communication and presentation skills, with the ability to influence at all levels of the organization. Experience managing enterprise intranet/SharePoint platforms and crafting IT policy frameworks. Preferred Master’s degree or MBA. Agile certifications (e.g., SAFe, CSM, or PMP-ACP). Experience in large-scale enterprise IT environments (5,000+ employees). Familiarity with IT service management frameworks (ITIL, COBIT). Key Competencies Strategic thinking and business acumen Organizational leadership and change management Data-driven decision making Stakeholder management and executive communication Talent development and team building Agile methodology expertise 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. Thesalaryrange 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. Equal Opportunity and Non-Discrimination Statement 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. Notice to Candidates Please be aware that WDand 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 View email address on click.appcast.io. #J-18808-Ljbffr Western Digital