Vice President, Global People Operations & Transformation (USA Remote)

Turnitin, LLC•Dallas, TX

4d•$245,402 - $283,445•Remote

About The Position

Turnitin is seeking a forward-thinking global HR executive to lead People Operations and its continued transformation. Reporting to the Chief People Experience Officer, the role oversees Global People Shared Services, Benefits, HR Systems and Analytics, and Employee Relations operations, including an external ER partnership. The VP will also lead the planned integration of global Payroll operations from Finance. The leader will design organizations, build capability, and create operational leverage through effective structures, systems, technology, and people. The role involves challenging legacy approaches, testing hypotheses, making fact-based investment decisions, and using AI and automation to simplify work and improve productivity. In a global, remote-first, evolving environment, the VP must lead through ambiguity, make decisions with imperfect information, and turn complex problems into practical solutions. The position calls for deep operational expertise, sound employee relations judgment, proven HR technology transformation experience, and the ability to develop a strong leadership bench. The VP is expected to build a scalable, resilient, and accountable People Experience function, while serving as a trusted adviser to the CPXO and senior leadership on operational, organizational, and employee matters.

Requirements

15+ years of progressive global HR leadership experience, including senior accountability for HR Operations, Shared Services, or organizational transformation.
Bachelor's degree or equivalent experience required.
Strong understanding of global Benefits, Payroll operations, HR compliance, and employee lifecycle services.
Experience advising C-suite leaders, including a Chief People Experience Officer, and senior business leaders, with strong business acumen and the ability to balance business objectives and priorities.
Demonstrated organizational design expertise, including restructuring teams, developing management capacity, establishing decision rights, and improving spans of control and operational leverage.
Deep Employee Relations expertise, including sound judgment in complex matters, employment risk, external provider oversight, and development of internal ER capability.
Proven leadership of significant HRIS implementations or transformations, including systems integration, process redesign, automation, and adoption.
Experience applying AI, automation, or intelligent technologies to improve employee self-service, knowledge management, case management, workflow execution, analytics, or operational productivity.
Strong financial and analytical acumen, including building fact-based business cases, testing assumptions, evaluating service delivery alternatives, and demonstrating measurable returns.
Proven ability to build strong leadership teams, develop successors, address capability gaps, and reduce operational dependency on individual employees or external providers.
Experience leading global, multidisciplinary teams in remote-first, distributed, or complex matrixed environments.
Demonstrated resilience through organizational change, competing priorities, and constructive challenge, while maintaining delivery and improving how work gets done.
Strong executive communication, sound judgment, and ability to influence stakeholders while remaining open to alternative perspectives.

Nice To Haves

Advanced degree or relevant HR or Employment Legal qualification/JD.

Responsibilities

Lead global People Shared Services across employee lifecycle operations, onboarding, offboarding, leaves, immigration coordination, and employee support.
Design and continually improve the People Shared Services delivery model, with clear ownership, decision rights, escalation protocols, and accountability, and effective coordination with PBPs, COEs, and external providers.
Evaluate organizational structure, staffing, spans of control, and work allocation to improve service effectiveness, productivity, and management capacity.
Build scalable operations through standardization, self-service, documented procedures, cross-training, and succession coverage.
Establish performance measures to identify service gaps, recurring issues, operational risk, and opportunities to redirect work to more effective delivery channels.
Lead the global Employee Relations operating model, including governance and the quality and performance of external ER partners.
Provide practical expertise and judgment on complex employee matters, including investigations, performance, restructuring, separations, and employment risk.
Establish ER decision rights, case ownership, service standards, and escalation protocols with Legal and People Business Partners.
Evaluate the effectiveness and economics of the ER delivery model and build internal expertise and alternatives to external providers where appropriate.
Anticipate employee risks and operational vulnerabilities and ensure appropriate intervention.
Establish ER case management, tracking, and reporting covering case volumes, themes, resolution timelines, outcomes, and recurring risks.
Strengthen employee separation and HR offboarding operations through clear ownership, timely coordination, consistent documentation, and effective cross-functional partnership.
Lead HRIS modernization, including strategy, selection, implementation, integration, adoption, and ongoing optimization.
Use AI, automation, and integrated systems to reduce administrative work, improve self-service, and create capacity for higher-value activities.
Expand AI-enabled employee and manager support, knowledge management, case routing, workflow automation, and workforce analytics.
Establish reliable People data, reporting, and governance, including security, privacy, and responsible AI controls.
Develop fact-based business cases, test hypotheses through pilots, and measure productivity, adoption, service improvements, and return on investment.
Challenge technology investments that automate inefficient processes without first addressing underlying organizational or workflow issues.
Lead global Benefits operations, including administration, enrollment, vendor performance, financial stewardship, and employee experience.
Design and implement the integration of global Payroll operations from Finance, covering organizational structure, resourcing, systems, controls, and transition readiness.
Partner with Finance, Legal, and IT to strengthen Payroll governance, compliance, accuracy, and integration with People systems.
Identify opportunities to standardize, simplify, and automate Benefits and Payroll processes while protecting service continuity and financial controls.
Build sustainable functional leadership and operational coverage across Benefits and Payroll.
Assess capabilities and capacity against future operating requirements and recommend whether to build, buy, automate, or redesign work.
Lead effectively in a remote-first environment by establishing operating rhythms, communication, collaboration, and accountability across countries and time zones.
Partner with the CPXO, PXLT, Finance, Legal, and IT on business-critical decisions, operational risks, and transformation priorities.
Present well-supported recommendations, welcome constructive challenge, and adapt plans when new evidence warrants a different approach.
Maintain operational performance while implementing organizational change, balancing speed, employee experience, risk, and financial discipline.