Hire to Retire (H2R) - Value Chain Process Engineer
About The Position
The Value Chain Process Engineer for Hire to Retire is responsible for shaping breakthrough transformation agendas across the employee lifecycle by combining process excellence, digital capability, and industry benchmarking to define what “best in class” Human Capital Management looks like. Acting as a trusted advisor to HR, Digital, and Business leaders, the Value Chain Partner influences strategic investments and initiatives to advance the organization’s journey toward a process-led, digitally enabled enterprise. Serving as a strategic architect of intelligent employee lifecycle workflows, this role rethinks how Hire-to-Retire processes should operate in a process-led, AI-enabled organization. The Process Engineer partners with Global Process Owners, HR leaders, Digital, and Functional teams to redesign Hire to Retire into an AI-enabled value chain, including: • Removal of non-value-added work • Simplification of complexity in workflows, processes, and approvals • Defining and documenting decision design to identify where human and AI judgment is appropriate across the employee lifecycle. • Intentionally deploying AI where it enhances employee, manager and business decision-making, efficiency, and effectiveness
Requirements
- Bachelor’s degree required; MBA or advanced degree preferred.
- 10+ years in leading Human Resources organizations: e.g. Workforce strategy and planning; Talent acquisition; Onboarding and development; Employee relations; Rewards and retention; workforce redeployment and retirement, Employee data and analytics; HR communications; Payroll operations; Business partner touchpoints and deliver
- Deep hands-on experience in Hire to Retire transformation.
- Proven experience redesigning workflows.
- Experience implementing automation, AI/ML, analytics, or HR platforms in enterprise environments.
- Demonstrated ability to simplify complex cross-functional processes.
- Enterprise workflow architecture thinking
- Lean mindset (eliminate waste before digitizing)
- AI literacy and responsible AI deployment
- Strong facilitation and stakeholder leadership
- Bias toward simplification and employee experience
Responsibilities
- Partner with HR to redesign Hire-to-Retire workflows assuming AI performs defined analytical, coordination, and administrative tasks alongside HR professionals and managers. Responsibilities include partnering with HR to: Define clear human-AI interaction models (decision rights, escalation paths, exception handling) Architect workflows where AI augments HR judgment, improves signal detection, and reduces administrative work
- Lead structured waste elimination across Hire-to-Retire processes before introducing automation or AI. Focus areas include removing: Excess approvals across the Hire to Retire value chain Redundant data entry across HR systems Manual employee data corrections Duplicate HR reporting and analytics processes Unnecessary policy-driven complexity Regional / local complexity where not tied to regulatory and/or compliance
- Standardize and harmonize global HR processes before enabling automation, AI, or advanced analytics. Partner with HR to drive simplification across: Workforce strategy and planning Talent acquisition Onboarding and development Employee relations Rewards and retention Workforce redeployment and retirement Employee data and analytics HR communications Payroll operations Business partner touchpoints and delivery
- Partner in evaluation of where AI meaningfully improves HR outcomes and where human judgment must remain primary. Partner with HR to define decision frameworks for: Deterministic rule-based automation AI-assisted decision support Human-only decision authority
- Partner with HR on process redesign across the full employee lifecycle including: Workforce Strategy – HR planning, policies, and workforce strategies Talent Acquisition – Recruit, source, and select candidates Onboarding & Development – Learning, onboarding, and career development Employee Relations – Workplace relations and policy management Rewards & Retention – Compensation, benefits, and performance management Redeployment & Retirement – Workforce mobility and retirement processes Employee Information & Analytics – Workforce data and reporting Employee Communications – HR communication and change management HR Business Partner touchpoints across the full value chain Payroll Management – Payroll administration and compliance
- Partner with Global Process Owners and HR leadership to define best-in-class Hire-to-Retire maturity. Responsibilities include: Influencing digital HR investment priorities based on workforce value Partnering with HR, IT and Digital teams on HR technology roadmaps Participating in enterprise process governance forums
Benefits
- Health insurance
- Dental insurance
- Vision insurance
- Long term/short term disability insurance
- Employee assistance program
- Flexible spending account
- Life insurance
- Generous time off policies, including; 4-12 weeks fully paid parental leave based on tenure
- 11 paid holidays
- Additional flexible paid vacation and sick leave
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What This Job Offers
Job Type
Full-time
Career Level
Senior
