HR Operations Consultant

Centific•Redmond, WA

1d•$150,000 - $200,000•Remote

About The Position

This Statement of Work ("SOW") defines the scope, deliverables, methodology, timeline, and governance for an engagement in which Centific ("Client") retains Michael Baumgartner ("Consultant") to conduct an end-to-end assessment of the organization's employee lifecycle processes, from headcount approval through separation, across all in-scope geographies. The Client's employee lifecycle processes have evolved organically across regions and functions, resulting in inconsistent process design, unclear ownership, manual workarounds, and limited visibility into cycle times and quality. The Client seeks an independent, structured assessment — grounded in Lean/Six Sigma methodology — to document current-state processes, quantify inefficiency and waste, identify system and control gaps, and recommend a global standard operating model that respects legitimate country-level statutory requirements. This engagement requires a Director-level consultant with demonstrated expertise in HR operations process design, Lean/Six Sigma (DMAIC), value stream mapping, and multi-country HR service delivery models. The engagement covers all geographies in which the Client operates and employs staff in the US, China, India, Singapore, Malaysia, Spain, and Serbia, as well as non-employee locations through EOR agreements. Process maps and RACI matrices will be produced once per process where the process is consistent across geographies, and separately per geography where the flow, approvals, or systems materially diverge — most commonly driven by local statutory or works-council requirements (e.g., termination/retrenchment, contractor classification, data privacy).

Requirements

Director-level consultant with demonstrated expertise in HR operations process design.
Demonstrated expertise in Lean/Six Sigma (DMAIC).
Demonstrated expertise in value stream mapping.
Demonstrated expertise in multi-country HR service delivery models.
Ability to provide timely access to relevant stakeholders, process owners, and system administrators across all in-scope geographies.
Ability to provide read-only or reporting access to core systems (HRIS, ATS, ticketing) as needed to support cycle-time analysis, subject to data privacy requirements.
Availability of regional HR leads to validate statutory and country-specific requirements.
Availability of existing process documentation (policies, org charts, prior process maps) at kickoff.

Nice To Haves

Experience with Lean/Six Sigma methodology.
Experience with DMAIC framework.
Experience with value stream mapping.
Experience with multi-country HR service delivery models.
Experience with HRIS, ATS, IT ticketing, e-signature, background check, and payroll interface systems.

Responsibilities

Conduct an end-to-end assessment of the organization's employee lifecycle processes, from headcount approval through separation, across all in-scope geographies.
Document current-state processes, quantify inefficiency and waste, identify system and control gaps, and recommend a global standard operating model.
Produce a complete, validated current-state view of the nine core employee lifecycle processes, by geography, including process flow, approvals, RACI, and systems used.
Quantify systemic inefficiencies, duplication, non-value-added steps, and approval/transit times using Lean/Six Sigma tools (DMAIC, value stream mapping).
Identify and prioritize process and technology gaps, including missing HRIS integrations and manual data entry.
Recommend a future-state global standard process for each lifecycle area, explicitly documenting where and why country-specific variance is required.
Define a standard set of operational excellence metrics to measure delivery speed and quality on an ongoing basis.
Develop current-state value stream maps identifying process steps, decision points, hand-offs between roles/systems, wait time, processing time, and rework loops, distinguishing value-added from non-value-added activity.
Develop a RACI matrix identifying who is Responsible, Accountable, Consulted, and Informed at each major process step, validated with process owners and functional leads.
Conduct stakeholder interviews, facilitated interviews/workshops, and system walkthroughs/demos.
Collect quantitative data pulls where available (system timestamps, ticket volumes, approval logs) to support cycle-time analysis.
Prepare an executive readout summarizing findings, quantified impact (time/cost/risk), and a phased implementation roadmap with sequencing and quick-win recommendations.