Head of Global People Operations & Transformation

DDN•New York, NY

2d•$220,000 - $290,000

About The Position

DDN is experiencing tremendous growth and is at the center of the AI infrastructure boom. To support this scale, we are seeking a Head of Global People Operations & Transformation to build the operating system for our global People organization. This role will be responsible for creating a global, connected, automated, and data-driven People Operating system designed for scale. The goal is to create a consistent employee experience and provide the operational leverage needed for the HR Team to enhance its strategic offerings and better enable a global people experience. This position is ideal for individuals who are natural builders of systems and processes, enjoy cross-functional collaboration, and are motivated by creating systems rather than just managing processes.

Requirements

Experience building or materially transforming People Operations in a complex, global company.
Experience leading significant HR technology (Wordkay) and process transformations end-to-end.
Experience with and enthusiasm for building and executing process maps, gathering requirements, and working cross-functionally to develop seamless workflows.
Understanding of operating across multiple countries, entities, and employment models, including EORs and cross-border employment.
Ability to delve into the details of an HRIS, integration, workflow, or data problem while maintaining a view of the bigger operating model.
Fluency in People data and excitement about using automation and AI thoughtfully.
Experience building strong partnerships across the People Team, Finance, Legal, IT, and the business.
Experience leading with a nimble approach and inspiring followership, with a willingness to be hands-on.
Proven ability to simplify.

Responsibilities

Redesign the employee experience and build the operating model, taking an end-to-end view of the employee lifecycle—from onboarding through transfers, promotions, leaves, performance processes and offboarding.
Define a consistent global experience while accommodating local requirements.
Simplify processes, eliminate unnecessary steps and automate wherever possible.
Create connected workflows rather than relying on emails, spreadsheets and human reminders.
Create scalable infrastructure across global employment, entities, EORs, worker classification and cross-border employment.
Build operational rigor and compliance that accelerate decision making and minimize bureaucracy.
Own People technology, automation and data, including the roadmap across HR systems (Wordkay), integrations, workflows and automation.
Assess the People Technology ecosystem to make thoughtful build vs. buy vs. configure vs. eliminate decisions.
Use automation and AI where they materially improve speed, quality or employee experience.
Establish trustworthy People data, reporting and analytics infrastructure that help leaders understand what is happening, what it means and where they should act.
Leverage clean data to drive insights for the business.
Build a function that scales.
Help shape a more globally connected operating model while preserving local nuance and expertise where it matters.
Build strong partnerships across HRBPs, Compensation, Talent Acquisition, Finance, Legal, IT and Security.
Define what belongs in People Operations—and what doesn’t.
Build a roadmap toward one global process, with local variation where law or meaningful market differences require it.
Ensure HRBPs are focused on organization design, talent, leadership, performance and workforce strategy by removing operational work from their plates.