Director, Digital Employee Experience

We believe that difference sparks brilliance, so we welcome people and ideas from everywhere to join us in stretching what’s possible.
At Tapestry, being true to yourself is core to who we are. When each of us brings our individuality to our collective ambition, our creativity is unleashed. This global house of brands – Coach and Kate Spade New York – was built by unconventional entrepreneurs and unexpected solutions, so when we say we believe in dreams, we mean we believe in making them happen. We’re always on a journey to becoming our best, but you can count on this: Here, your voice is valued, your ambitions are supported, and your work is recognized.
A member of the Tapestry family, we are part of a global house of brands that has unwavering optimism and is committed to being innovative and wholly inclusive. Visit Our People page to learn more about Tapestry's commitment to equity, inclusion, and diversity. 

Reports to: VP, Digital Strategy & Technology | Location: New York

About the Role

We are seeking a strategic, people-centered product leader to own the digital employee experience across our global corporate offices: the strategy, the roadmap, measurable outcomes, and prioritization decisions grounded in employee needs and business impact. You will be accountable not just for strategy and influence, but for tangible, shipped improvements to how our employees work every day.

The role sits at the intersection of technology, culture, and communications. You will serve as the voice of the employee within the technology organization — a voice grounded in reality, built through time spent across corporate functions globally, not synthesized from dashboards and survey data alone. It calls for a product leader's discipline and a consultant's instincts: defining what "good" looks like for a diverse global workforce, building the roadmap to get there, and influencing without authority in a complex, multi-stakeholder environment.

What You'll Do

Product Strategy & Vision

• Own the digital employee experience as a product: define the vision, set the strategy, and maintain a prioritized roadmap, in partnership with Workplace Technology and platform owners accountable for architecture, engineering, operations, and security.
• Stay close to employees through feedback loops, store visits, observational research, and frontline partnerships — and let regional and market-level nuance shape how the roadmap is built and sequenced.
• Apply product discipline: validate problems, define outcomes, prioritize ruthlessly, and ship solutions that move measurable needles.
• Champion the employee experience in investment discussions, surfacing trade-offs and making the case with evidence and a clear point of view.

Platform Partnerships & Technology

• Serve as the experience owner across global employee-facing platforms — the intranet, M365/Teams, and self-service portals — setting the standard and driving improvement with the teams who operate them.
• Bring an employee lens to platform decisions: surface friction, advocate for usability, and evaluate technology on its impact to the people using it.
• Identify and pilot modern workplace technologies — AI-powered tools, intelligent search, mobile-first solutions — leading proof-of-concept initiatives with clear problems, hypotheses, and success criteria.

Experience Measurement & Insights

• Own the framework for measuring experience effectiveness, combining platform analytics with direct employee input. The numbers tell you what is happening; being present tells you why.
• Use these inputs to prioritize the roadmap and build an evidence-based case for investment, surfacing where global patterns mask local realities.

Cross-Functional Partnership

• Build strong relationships across Technology, HR, Internal Communications, Product Management, and Store Operations, influencing outcomes without direct authority.
• Collaborate with HR on employee lifecycle moments and with Internal Communications on change management, so employees are supported through technology transitions.
• Represent the employee perspective in governance forums, architecture reviews, and investment discussions.
• Partner on adoption strategies emphasizing training, accessibility, and inclusivity, and establish governance for content publishing and knowledge management.

Who You Are

• 10+ years in technology, product management, digital workplace, or employee experience, with a track record of owning roadmaps and shipping measurable improvements.
• Strong understanding of modern workplace and AI technologies: knowledge management, intelligent search, virtual assistants, AI-assisted service delivery.
• A genuine instinct for getting close to the people you serve — you default to going where employees work, with curiosity about how context and geography shape their needs.
• Proven ability to influence senior stakeholders without authority; resourceful and self-directed in a matrixed environment.
• Strong analytical and storytelling skills, translating complex topics into clear narratives for any audience.
• Experience in retail, consumer, or large multi-site enterprises; work in or alongside HR a plus. Bachelor's degree required.

Why This Role

You will own a product surface that touches thousands of employees every day, and the expectation is that you will know those employees: how they work, what slows them down, and what would make a real difference. You will have the access, relationships, and leadership support to act on what you learn. If you thrive on ownership and building in complexity, this role was built for you.

Our Competencies for All Employees
Courage: Doesn’t hold back anything that needs to be said; provides current, direct, complete, and “actionable” positive and corrective feedback to others; lets people know where they stand; faces up to people problems on any person or situation (not including direct reports) quickly and directly; is not afraid to take negative action when necessary.
Creativity: Comes up with a lot of new and unique ideas; easily makes connections among previously unrelated notions; tends to be seen as original and value-added in brainstorming settings.
Customer Focus: Is dedicated to meeting the expectations and requirements of internal and external customers; gets first-hand customer information and uses it for improvements in products and services; acts with customers in mind; establishes and maintains effective relationships with customers and gains their trust and respect.
Dealing with Ambiguity: Can effectively cope with change; can shift gears comfortably; can decide and act without having the total picture; isn’t upset when things are up in the air; doesn’t have to finish things before moving on; can comfortably handle risk and uncertainty.
Drive for Results: Can be counted on to exceed goals successfully; is constantly and consistently one of the top performers; very bottom-line oriented; steadfastly pushes self and others for results.
Interpersonal Savvy: Relates well to all kinds of people, up, down, and sideways, inside and outside the organization; builds appropriate rapport; builds constructive and effective relationships; uses diplomacy and tact; can diffuse even high-tension situations comfortably.
Learning on the Fly: Learns quickly when facing new problems; a relentless and versatile learner; open to change; analyzes both successes and failures for clues to improvement; experiments and will try anything to find solutions; enjoys the challenge of unfamiliar tasks; quickly grasps the essence and the underlying structure of anything.
 
Our Competencies for All People Managers
Strategic Agility: Sees ahead clearly; can anticipate future consequences and trends accurately; has broad knowledge and perspective; is future oriented; can articulately paint credible pictures and visions of possibilities and likelihoods; can create competitive and breakthrough strategies and plans.
Developing Direct Reports and Others: Provides challenging and stretching tasks and assignments; holds frequent development discussions; is aware of each person's career goals; constructs compelling development plans and executes them; pushes people to accept developmental moves; will take on those who need help and further development; cooperates with the developmental system in the organization; is a people builder.
Building Effective Teams: Blends people into teams when needed; creates strong morale and spirit in their team; shares wins and successes; fosters open dialogue; lets people finish and be responsible for their work; defines success in terms of the whole team; creates a feeling of belonging in the team.                                                                                                    
 

Tapestry, Inc. is an equal opportunity and affirmative action employer and we pride ourselves on hiring and developing the best people. All employment decisions (including recruitment, hiring, promotion, compensation, transfer, training, discipline and termination) are based on the applicant’s or employee’s qualifications as they relate to the requirements of the position under consideration. These decisions are made without regard to age, sex, sexual orientation, gender identity, genetic characteristics, race, color, creed, religion, ethnicity, national origin, alienage, citizenship, disability, marital status, military status, pregnancy, or any other legally-recognized protected basis prohibited by applicable law.

Americans with Disabilities Act (ADA)

Tapestry, Inc. will provide applicants and employees with reasonable accommodation for disabilities or religious beliefs. If you require reasonable accommodation to complete the application process, please contact Tapestry People Services at 1-855-566-9264.

Visit Tapestry, Inc.

Base Pay Range

Here are some of the benefits that we offer: Medical insurance, Dental insurance, Vision insurance, 401 (K), Paid Paternity and Maternity leave, Commuter Benefits, Disability insurance and Tuition assistance. Please click here for a complete list of U.S Corporate Compensation & Benefits.