Manager, Process Alignment

Role Purpose

This role leads process alignment across key HR priorities, annual cycles, governance routines, and operating rhythms. It improves how work moves across HR so priorities, decisions, handoffs, and timelines are clearer, more transparent, and more consistently executed.

Working across HRBPs, COEs, HR Operations, Communications, and leadership partners, the role translates priorities into practical, scalable ways of working that strengthen accountability and follow-through. The role also helps HR operate with greater enterprise alignment, operational excellence, and focus on effective, easy-to-use HR practices.

This role must lead largely through influence rather than formal authority. Success requires strong leadership, sound judgment, and the ability to align teams, drive clarity, and improve execution across a matrixed HR environment.

Key Responsibilities

• Leads alignment of key HR processes, annual cycles, and recurring priorities to improve execution across the HR function.
• Oversees the annual HR process calendar, planning rhythms, governance routines, and key forums to improve coordination, transparency, and follow-through.
• Develops scalable planning tools, trackers, and updates that increase visibility into work, risks, and progress.
• Identifies bottlenecks, overlaps, and breakdowns, implementing practical solutions that reduce friction and strengthen consistency in how recurring HR work is planned, sequenced, and delivered.
• Clarifies handoffs, roles, interfaces, and escalation points across HR teams, improving role clarity and cross-functional coordination among HRBPs, COEs, HR Operations, Communications, and leadership partners.
• Strengthens practical, scalable operating discipline across planning, governance, and execution while supporting a more integrated, enterprise-wide approach to HR work.
• Uses feedback, observations, and available data to identify opportunities to simplify processes, reduce duplication, resolve recurring issues, and apply lessons learned to improve future delivery in a highly matrixed environment.

Experiences/Education - Required

• 7–10+ years of progressive HR experience, including direct experience with core HR processes and cross-functional delivery.
• Experience in roles such as HR business partner, HR process owner, HR analyst with direct process ownership, or similar HR process-focused roles.
• Strong understanding of typical HR processes, annual cycles, governance routines, and cross-functional ways of working.
• Demonstrated ability to lead through influence in matrixed environments, align stakeholders, and drive outcomes without formal authority.
• Proven ability to translate broad priorities into practical plans, coordination mechanisms, and follow-through.
• Strong leadership presence, communication, and stakeholder-management skills.
• Strong judgment, organizational capability, and attention to detail.
• Ability to identify risks, bottlenecks, unclear ownership, and dependency issues early and address them practically.
• Practical, enterprise-minded approach with strong focus on clarity, collaboration, transparency, and execution.