Staff Business Process & Systems Partner

CoreWeave•Sunnyvale, CA

11d•$149,000 - $198,000•Onsite

About The Position

We are hiring a Staff People Business Process & Systems Partner to help stand up Business Process & Systems, a new function within Global People Operations. This small, high-leverage team owns Workday HCM process design, data integrity, SOX audit readiness, expansion and M&A operations, and reporting and analytics for a workforce scaling toward 4,000+ employees. As the senior individual contributor on this team, you will be the technical owner of how People Operations systems and processes actually work. This is a builder role for someone who thinks in systems, has deep Workday HCM expertise, and wants to design the operating infrastructure for a function being built for scale. You will report directly to the Director, Global People Operations, and partner closely with HR, IT Systems, Payroll, Total Rewards, Employee Relations, SOX, Finance, and People Business Partners.

Requirements

8+ years of experience in People Operations, HR Operations, or HRIS, with deep hands-on Workday HCM expertise - you design and configure business processes, not just execute transactions within them.
Recognized as a go-to Workday expert - you troubleshoot configuration issues, translate ambiguous operational needs into system requirements, and are the person others come to when something breaks or needs to scale.
SOX or audit-readiness experience - you have owned or meaningfully contributed to compliance audit preparation, evidence documentation, and control design in a regulated or newly regulated environment.
Demonstrated systems redesign experience - you have taken a broken or ad hoc process and redesigned it end-to-end, not just patched it. You think in systems, not tickets.
Data integrity and reporting fluency - you build reporting and analytics that leaders actually use, and you hold yourself and others to a high standard on data accuracy.
Cross-functional influence without authority - you have driven initiatives that required alignment across Payroll, IT, Legal, or Total Rewards without a formal reporting relationship to those teams.
High proficiency with Google Suite products and Slack

Nice To Haves

Experience mentoring or setting technical standards for more junior People Operations or HRIS team members.
Experience building a function or team from the ground up, not just operating within an established one.
Background in a hypergrowth or AI-native company where the operating model was being built alongside the business.
Experience with Jira Service Management or a similar ITSM platform, especially through a migration or standup.
Active use of AI tools to improve process design, documentation, or reporting speed.

Responsibilities

Own Workday HCM business process design, configuration requirements, and change management in partnership with HR, IT Systems - translating ambiguous operational needs into scalable, well-governed system design.
Own data integrity for the Workday population: define data quality standards, run regular audits, and close gaps before they surface as problems for Payroll, Total Rewards, or People Business Partners.
Own SOX compliance readiness for People Operations - audit preparation, evidence pulls, and control documentation. This is CoreWeave's first year of SOX compliance, and this function exists so it is never reactive.
Own reporting and analytics for Global People Operations, building proactive and on-demand reporting that gives leadership clean, reliable data to act on.
Own policy operationalization and benefits administration configuration in Workday - acknowledgments, document management, enrollment, life events, and carrier feeds - in partnership with Employee Lifecycle, and Total Rewards on plan design.
Identify where manual work has accumulated across People Operations and design the automation, process redesign, or system configuration that eliminates it.
Define how this team operates: intake, a lean sprint cadence for prioritization, documentation standards, and what "done" means - the operating structure this function runs on as it grows.
Partner directly with the Director, Global People Operations and Employee Lifecycle Manager on function design and roadmap - since Business Process & Systems is new, you will help define what this team owns, how it operates, and where it grows next.