Manager, People Talent Process Architect

Roadrunner Transportation Services•Downers Grove, IL

1d•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, developing standards, playbooks, governance, and continuous improvement practices that recruiting, onboarding, HR, hiring managers, IT, and leadership can use. The work is intended to make talent processes faster, more consistent, and more effective in preparing and engaging employees. The position maps current-state processes with the people who perform the work, identifies waste and broken handoffs, and designs practical, scalable future-state processes. It develops process maps, SOPs, RACI matrices, playbooks, journey maps, and governance models, then partners with teams to pilot, refine, roll out, and stabilize those processes. The role also establishes a continuous improvement system using Lean Six Sigma and Kaizen methods, with regular process reviews and metrics to assess process health and business impact. This is an onsite role in Downers Grove, Illinois, in a lean, PE-backed, high-change environment. The position works directly with senior leadership and cross-functional partners, and remains involved through adoption and stabilization rather than handing off recommendations. Roadrunner describes its culture as ownership-oriented, execution-focused, and driven by urgency, accountability, and collaboration.

Requirements

Proven track record designing and implementing complex end-to-end people or operational processes.
Ability to both architect processes and provide hands-on support to make them work and stick.
Practical experience with Kaizen or continuous improvement.
Strong process architecture skills, including current-state and future-state modeling, value stream mapping, and governance design.
Ability to create 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.

Nice To Haves

Formal Lean Six Sigma certification and demonstrated application; Green Belt or higher preferred.
LTL or logistics experience.

Responsibilities

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