Global Process Owner - Hire to Retire

QTS Data Centers•Atlanta, GA

22h

About The Position

The Global Process Owner (GPO) for Hire to Retire is accountable for the design, standardization, governance, and integrity of an enterprise-wide, cross-functional process. The role defines end-to-end process scope and ensures consistent, effective execution with appropriate controls across QTS. It tracks the business value realized from process improvements and operates within the enterprise GPO model, partnering with functional leaders and the GPO Leader to ensure process design, data, controls, and standards support scalable business outcomes. The Hire-to-Retire domain covers employee lifecycle processes from workforce planning and candidate attraction through separation and post-employment administration. The GPO establishes standardized, scalable, compliant, and employee-centered processes that support workforce decisions, talent acquisition, accurate employee data, HR service delivery, payroll and benefits administration, and workforce transitions. The role establishes processes, not HR policy; Learning and Development is explicitly excluded from its process ownership. The position has enterprise-wide ownership and decision rights for process designs, standards, KPIs, and controls. It regularly engages senior functional leaders, leads process council forums and escalations, influences process consistency and data integrity, and demonstrates how process improvements contribute to QTS business objectives.

Requirements

Bachelor’s degree in Human Resources, Business, Operations, or a related field, or equivalent relevant experience.
8+ years of progressive experience in HR operations, HR service delivery, HR transformation, or employee-lifecycle process leadership.
Experience operating within a major corporation with more than 5,000 employees and exposure to complex, multi-location and/or global HR operations.
5+ years in enterprise process ownership, HR operations leadership, shared services, or transformation, with accountability for governance, standardization, controls, KPIs, and measurable outcomes.
Breadth across multiple Hire-to-Retire processes, with ability to manage cross-process dependencies and handoffs rather than experience limited to one HR specialty.
Demonstrated success designing, standardizing, or materially improving end-to-end HR processes at scale while balancing employee experience, compliance, control, cost, and service performance.
Strong knowledge of HR operating models, policy-to-process translation, HR controls, employee-data privacy, records governance, and audit requirements.
Experience partnering with HR technology, data, payroll, finance, legal, security, and business teams to define requirements, data standards, embedded controls, integrations, dashboards, and decision-grade reporting.
Experience leading through influence in a highly matrixed organization, resolving competing functional priorities, and driving adoption without relying on direct authority.
Executive-level communication skills, including framing decisions, quantifying value, facilitating governance forums, and escalating risks with clear recommendations.
Demonstrated use of process metrics and analytics to diagnose root causes, improve service delivery, and sustain measurable results.
Familiarity with responsible use of AI and automation tools, including Microsoft Copilot, in HR process and knowledge-work environments.
Experience with U.S. multi-state HR operations and ability to partner with HR and Legal subject-matter experts to embed approved employment, privacy, leave, pay, records, and compliance requirements into processes and controls.

Nice To Haves

Experience leading HR operations or global process ownership in an organization with 10,000+ employees, multiple business units, and geographically distributed operations.
Hands-on experience with a major enterprise HCM platform such as Workday, Oracle Cloud HCM, or SAP SuccessFactors, including process design and implementation or optimization.
Experience with HR shared services, tiered service delivery, case management, outsourcing/vendor governance, and service-level management.
Experience supporting mergers, acquisitions, rapid growth, reorganizations, or other complex workforce transitions.
Professional certification such as SHRM-SCP, SPHR, GPHR, CIPD, Lean Six Sigma Black Belt, or comparable credential.
Enterprise process architecture and end-to-end systems thinking.
HR operational excellence and employee-centered process design.
Control design, risk management, privacy, and compliance orientation.
Data fluency, KPI design, root-cause analysis, and value realization.
Governance leadership, facilitation, conflict resolution, and decision framing.
Change leadership, stakeholder alignment, and sustained adoption.
Vendor and cross-functional service integration.
High judgment, discretion, and credibility with sensitive workforce matters.

Responsibilities

Own end-to-end accountability for the Hire-to-Retire process domain, including process boundaries, decision points, controls, and escalation paths across processes and subprocesses.
Define and maintain global process design, scope, and L1–L5 taxonomy, including standardized definitions, ownership, handoffs, and documentation aligned with enterprise process standards.
Partner with business stakeholders to ensure process designs meet business objectives.
Enforce process governance through stage gates, reconciliations, approval frameworks, and exception handling; establish and lead process council reviews of performance, process health, and roadmaps.
Manage intake, prioritization, sequencing, and approval of process changes, assessing enterprise impacts, risks, and control implications.
Align end-to-end process governance with enterprise initiative and process governance frameworks.
Develop and maintain process maps, SOPs, calendars, RACIs, control points, and KPI definitions.
Define and govern critical data elements and assumptions, including ownership, lineage, validation rules, and data quality thresholds, in coordination with QTS data owners.
Hold sign-off authority on system changes affecting the end-to-end process; partner with systems and data teams to translate process standards into system requirements and embedded controls.
Influence technology roadmaps to support process design and support IT teams in technical delivery of process changes.
Apply and evolve the GPO Playbook to ensure consistent documentation, governance rigor, and audit readiness.
Define, maintain, and report end-to-end process KPIs covering cycle times, effectiveness, quality, and compliance, linking them to QTS enterprise objectives.
Use analytics and process insights to identify bottlenecks, control gaps, and improvement opportunities; identify and remediate root causes using data-driven decision-making.
Drive prioritized improvements that strengthen cycle time, quality, employee experience, and profitability, and establish a mechanism to capture and report value realization.
Support adoption of process standards through training guidance, communications, readiness criteria, and compliance reinforcement.
Coordinate process-change rollouts with functional stakeholders and enterprise change partners.
Reinforce disciplined planning behaviors and adherence to enterprise standards.
Establish standardized, scalable, compliant, and employee-centered Hire-to-Retire processes from workforce planning and candidate attraction through separation and post-employment administration.
Embed approved employment, privacy, leave, pay, records, and compliance requirements into processes and controls in partnership with HR and Legal subject-matter experts.