Manager, People Talent Process Architect

Roadrunner•Downers Grove, IL

3d•$80,000 - $100,000•Onsite

About The Position

Roadrunner is hiring a Manager, People Talent Process Architect to design and implement an integrated talent lifecycle operating model spanning recruiting, onboarding, engagement, and retention. The role owns both process architecture and hands-on execution, creating standards, playbooks, governance, and continuous improvement practices that teams can use and sustain. It works directly with recruiting, onboarding, HR, hiring managers, safety, operations, IT, and leadership in a lean, PE-backed, high-change environment, with access to senior leadership. The position maps current-state processes, identifies waste and broken handoffs, designs practical future-state processes, and produces process maps, SOPs, RACI matrices, playbooks, journey maps, and governance models. It pilots and rolls out new processes, troubleshoots implementation issues, coaches teams, supports adoption and stabilization, and partners with technology teams to enable processes where useful. The role also establishes and operates a continuous improvement system using Kaizen and Lean Six Sigma methods, facilitates events and reviews, tracks action items, and defines measures of process health and business impact. It is an onsite position in Downers Grove, Illinois. The stated base salary range is $80,000 to $100,000. The work is primarily administrative and sedentary, with regular sitting, walking, standing, reaching or handling items, finger use, and communicating by phone or in person. The work environment is usually moderately noisy.

Requirements

Proven track record designing and implementing complex, end-to-end people or operational processes.
Comfort working both on process architecture and hands-on implementation.
Strong process architecture skills, including current-state and future-state modeling, value stream mapping, and governance design.
Ability to produce clear, usable process documentation that teams will follow.
Experience spanning recruiting, onboarding, and early engagement and retention, or the full employee lifecycle.
Ability to influence without direct authority and support execution across IT, HR, hiring managers, recruiting, and leadership.
Comfort working in a high-change, operations-oriented environment.
Strong facilitation, coaching, and stakeholder management skills.
Bachelor’s degree in a related field or equivalent practical experience.
Ability to take ownership, move with urgency, communicate across teams, identify and solve gaps, and prioritize by business impact.

Nice To Haves

Lean Six Sigma Green Belt or higher certification and demonstrated application.
Practical Kaizen and continuous improvement experience.
LTL or logistics experience.

Responsibilities

Own end-to-end process architecture for the talent lifecycle, connecting recruiting, onboarding, engagement, and retention with clear handoffs, decision rights, data continuity, and experience standards.
Map current-state processes with the people who perform the work; identify waste, bottlenecks, and broken handoffs; and design practical, scalable future-state processes.
Create process maps, SOPs, RACI matrices, playbooks, journey maps, and governance models for teams to use.
Work with recruiting, onboarding, HR, hiring managers, IT, and leadership to pilot, refine, and roll out new processes.
Troubleshoot process issues, coach teams, and remain involved through implementation and stabilization.
Partner with technology teams to enable processes where it adds value without creating unnecessary complexity.
Drive adoption through standards, training materials, side-by-side support, and change management.
Establish and run a continuous improvement system using Kaizen and Lean Six Sigma tools, including value stream mapping, 5 Whys, DMAIC, and regular process reviews.
Facilitate Kaizen events and process reviews, follow up on action items, and establish a measurement cadence.
Define and use metrics such as time to contact, quality-of-hire signals, onboarding completion, early retention, and engagement indicators to assess process health and business impact.
Partner with recruiting, HR, hiring managers, safety, operations, IT, and leadership to align processes with Roadrunner’s operations.
Establish governance for process ownership, decision-making, and change control.
Translate strategy into usable process designs and help teams build the capability to sustain them.