GLOBAL PROCESS OWNER | HIRE TO RETIRE

Purpose and Mission

The Global Process Owner (GPO) for Hire-to-Retire is accountable for the end-to-end design, governance, standardization, and performance of HR processes across the employee lifecycle — covering recruitment, onboarding, employee data management, payroll, performance, learning, and offboarding.

The role defines the global process vision and strategy, ensuring standardized, efficient, and compliant operations across regions and functions, while continuously improving service delivery through GBS.

In addition, this role incorporates ownership of HR digital enablement, ensuring that process design and HR technology evolve together — enabling automation, data-driven decision-making, and an enhanced employee experience. This position acts as a key interface between HR, IT, GBS, and business stakeholders to drive transformation and innovation.

Key Activities and Responsibilities

1.  Process Ownership & Strategy (Hire-to-Retire)

• Define the global vision, strategy, and roadmap for Hire-to-Retire processes
• Own and govern end-to-end processes across all sub-processes (Hire, Core HR, Pay, Develop, Exit)
• Set KPIs, targets, and performance frameworks for global HR service delivery
• Ensure process standardization, harmonization, and documentation (SOPs)
• Approve global process changes and prioritize transformation initiatives
• Drive alignment across HRBPs, CoEs, GBS, IT, and business functions

2.  HR Digitalization & Technology Enablement

• Define and co-own the HR digital roadmap aligned with Hire-to-Retire priorities
• Translate process requirements into scalable digital solutions (e.g., Core HR, payroll, time, talent, document management)
• Drive automation, workflow optimization, and digital employee experience improvements
• Collaborate with IT and vendors on system architecture, integrations, and deployments
• Ensure HR technology supports end-to-end process efficiency and data integrity
• Monitor emerging technologies and drive innovation in HR services

3.  Process Excellence & Continuous Improvement

• Identify inefficiencies and non-standard processes and enforce global standards
• Lead process optimization initiatives across GBS and HR functions
• Drive continuous improvement culture leveraging automation, analytics, and best practices
• Define and track performance metrics and improvement actions
• Ensure process documentation and training frameworks are robust and regularly updated

4.  Stakeholder Management & Governance

• Establish governance structures (process councils, steering committees)
• Ensure strong collaboration across HR, IT, Finance, and business units
• Act as the key interface between HR Operations, GBS, and enterprise functions
• Ensure SLAs, KPIs, and service expectations are clearly defined and managed
• Lead communication and change management for process and digital initiatives

5.  Transformation & Program Management

• Lead global Hire-to-Retire transformation initiatives (process + technology)
• Own prioritization and governance of HR transformation initiatives
• Build business cases including ROI, risks, and resource requirements
• Ensure successful delivery, adoption, and value realization of initiatives
• Support M&A and integration activities from process and system perspective

6.  Data, Controls & Compliance

• Ensure strong control environment and compliance with corporate and regulatory requirements
• Define data governance standards for HR master data
• Enable workforce analytics and reporting through standardized data models
• Support audits and ensure adherence to policies and internal controls

Profile & Experience

• Master's degree in HR, Business, IT, or a related field
• 8+ years in HR Operations, HR Transformation, or GBS; proven end-to-end Hire-to-Retire process ownership
• Hands-on experience with HR technology platforms (e.g., SAP SuccessFactors, payroll, time management, workflow automation)
• Track record in HR digitalization, automation, and process standardization at scale
• Strong project and program management skills, including business case development and change management
• Excellent stakeholder management across HR, IT, and business leadership in complex, global matrix organizations