People Ops Process Transformation Lead

This position is listed on behalf of a partner company, which manages all applications and next steps. Our partner is looking for a People Ops Process Transformation Lead based in the United States. Help transform People Operations into a more efficient, data-driven, and strategic function by improving how people-related services and processes are designed and delivered. In this role, you will map existing workflows, identify operational challenges, and lead initiatives that make work simpler, more consistent, and easier to navigate. You’ll combine strategic thinking with hands-on execution, guiding cross-functional programs from discovery and planning through implementation and adoption. Working closely with HR, technology, analytics, finance, and business stakeholders, you’ll establish clear processes, ownership, and measurable outcomes. This is an opportunity to build scalable operating practices, introduce automation and AI-enabled solutions, and improve the overall employee experience. The ideal candidate thrives in ambiguity, enjoys creating structure, and is passionate about turning complex operational challenges into practical, sustainable improvements.

Build and maintain a comprehensive inventory of People Team processes, including services, systems, process owners, handoffs, pain points, volumes, risks, and performance indicators. Lead current-state assessments, workflow mapping, service-journey reviews, and root-cause analyses to identify inefficiencies and opportunities for improvement. Prioritize transformation initiatives based on business impact, employee experience, risk, processing time, implementation effort, scalability, and organizational readiness. Design future-state processes with clearly defined roles, decision-making authority, handoffs, controls, service expectations, and success measures. Identify opportunities to simplify, standardize, automate, centralize, or enable self-service for People processes, including the responsible use of AI-powered tools. Partner with process owners and subject matter experts to validate proposed solutions and translate strategic objectives into practical operational changes. Lead cross-functional programs from planning through implementation, managing scope, milestones, dependencies, risks, decisions, and stakeholder alignment. Establish and maintain a streamlined program management framework for priority People Operations initiatives, including roadmaps, progress reporting, action tracking, and escalation processes. Coordinate initiatives across People Operations, HR technology, analytics, People Business Partners, Talent Acquisition, Total Rewards, Work Design and Innovation, Finance, and other relevant teams. Support major transformation programs, including HR information system (HRIS) replacement, shared People Team service channels, service-model improvements, process automation, and operational readiness for new locations or programs. Guide pilots and new processes through implementation, communications, training, stakeholder enablement, feedback collection, and handover to ongoing process owners. Develop and maintain practical documentation, including standard operating procedures, playbooks, checklists, decision records, role descriptions, and knowledge resources. Establish documentation governance to keep process information accurate, accessible, discoverable, and aligned with the systems and teams that rely on it. Define baseline metrics and track performance indicators related to process friction, cycle time, quality, adoption, service effectiveness, and time saved. Evaluate post-launch results using data and stakeholder feedback, recommending improvements, further automation, broader rollout, or retirement of ineffective processes. Create reusable methodologies, templates, and tools that improve the consistency and quality of process transformation across the People Team. Provide leaders with visibility into transformation progress, key risks, trade-offs, operational priorities, and measurable business impact. Requirements: Bachelor’s degree in business, operations, organizational effectiveness, human resources, project management, or a related discipline. Typically, 5–7 or more years of relevant experience in People Operations, People program management, HR service delivery, HR technology, People analytics, employee lifecycle processes, or a related field. Demonstrated experience documenting, redesigning, and implementing end-to-end workflows within a complex organization. Proven ability to lead cross-functional initiatives that require structured problem-solving, stakeholder alignment, project planning, and disciplined execution. Experience defining success metrics, establishing performance baselines, and using quantitative data or qualitative feedback to assess results. Strong experience producing clear, high-quality operational documentation, implementation materials, governance frameworks, playbooks, or standard operating procedures. Background in consulting, continuous improvement, service design, systems thinking, organizational effectiveness, or change management is highly valuable. Ability to move comfortably between strategic planning, tactical coordination, and detailed operational execution. Excellent facilitation and stakeholder management skills, with the ability to build alignment among teams and leaders with different priorities and perspectives. Strong process-mapping, prioritization, project-planning, risk-management, and change-enablement capabilities. Exceptional written communication skills, with the ability to translate complex processes into clear, concise, actionable documentation. Highly organized, detail-oriented, and dependable, with the ability to manage multiple workstreams while maintaining visibility into progress and dependencies. Comfortable using data, collaboration platforms, project management tools, and AI-enabled solutions to improve individual and team productivity. Ability to operate effectively in ambiguous environments, establish structure where processes are not yet defined, and make informed progress without complete information. Sound professional judgment, discretion, and a strong commitment to protecting confidential employee and People-related information. Benefits: Annual base salary: Varies by location, with the following advertised ranges: $101,167–$204,439 in New Jersey, New York, Washington, Hawaii, Alaska, Maryland, Connecticut, Rhode Island, and Massachusetts. $91,970–$185,853 in Nevada, Oregon, Arizona, Colorado, Wyoming, Texas, North Dakota, Minnesota, Missouri, Illinois, Wisconsin, Florida, Georgia, Michigan, Ohio, Virginia, Pennsylvania, Delaware, Vermont, New Hampshire, and Maine. $82,773–$167,268 in Utah, Idaho, Montana, New Mexico, South Dakota, Nebraska, Kansas, Oklahoma, Iowa, Arkansas, Louisiana, Mississippi, Alabama, Tennessee, Kentucky, Indiana, South Carolina, North Carolina, and West Virginia. California: Typical hiring range of $137,523–$168,083. Bonus opportunities: Eligibility for incentive programs, potentially including holiday, referral, and performance-based bonuses. Remote flexibility: Work remotely from anywhere in the United States for most positions. Paid time off: Vacation leave, sick leave, nine paid company holidays, and volunteer hours. Health coverage: Medical, dental, vision, life, and pet insurance options. Retirement savings: Access to a 401(k) plan with employer matching contributions. Wellbeing resources: Access to mental health therapy and coaching sessions, childcare and eldercare resources, and additional wellbeing support. Education assistance: Support for continuing education and professional development. Career growth: Promotional opportunities, learning resources, and opportunities to expand your operational transformation and program leadership expertise. Recognition and team environment: Employee recognition initiatives and a collaborative workplace that values diverse perspectives and professional growth. Compensation considerations: The final offer depends on geographic location, relevant experience, skills, and other job-related factors. An in-person interview may be required during the recruitment process.