HR Business Process Excellence Manager

Everpure•Santa Clara, CA

7d•$153,000 - $230,000•Onsite

About The Position

The HR Business Process Excellence Manager will design the scalable operational foundation for HR, establishing end-to-end process standards before processes are run at scale. The role will define standards, build continuous improvement capability across HR Centers of Excellence, and create repeatable playbooks for mergers and acquisitions and global expansions. Working closely with HR leadership, Global Shared Services, and cross-functional teams, this position develops the operational blueprint for Everpure’s global talent model. The role is expected to work from Everpure’s Santa Clara office in accordance with company policies, except during PTO, work travel, or other approved leave. The position has an annual base salary range of $153,000–$230,000 USD and may be eligible for incentive pay and/or equity. Applications are accepted on an ongoing basis until the position is filled.

Requirements

Proven track record of personally leading complex, end-to-end process redesigns that delivered measurable business impact and operational efficiency.
Deep expertise in Lean Six Sigma methodologies, design thinking, journey mapping, and quantitative process analytics.
Demonstrated experience coaching and upskilling multidisciplinary HR or operational teams in continuous improvement techniques.
Strong cross-functional leadership skills and a history of establishing governance guardrails and driving alignment across senior leadership.
Hands-on experience with M&A diligence, HR process harmonization, or legal entity or geographical expansion playbooks.
Familiarity with modern enterprise HR technology stacks, including HRIS platforms such as Workday and HR service delivery systems such as ServiceNow HRSD.

Responsibilities

Architect cross-functional HR workflows, SOPs, RACI frameworks, and governance standards for emerging and unmapped activities before global execution.
Conduct discovery, employee journey mapping, stakeholder research, and rapid prototyping to design employee and manager experiences before scaling solutions.
Establish coaching pathways, playbooks, and self-service toolkits to train HR COE teams in Lean Six Sigma and modern process improvement methodologies.
Define change guardrails, review criteria, and sign-off protocols for cross-functional HR initiatives before rollout.
Lead process due diligence, process harmonization, and audit readiness for acquisitions and worldwide new legal entity launches.