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

Turnitin, LLC•Atlanta, GA

4d•$245,402 - $283,445•Remote

About The Position

Turnitin is seeking a global HR executive to lead Global People Operations and its continued transformation. Reporting to the Chief People Experience Officer, the Vice President oversees Global People Shared Services, Benefits, HR Systems and Analytics, and Employee Relations operations, including the external ER partnership. The role will also lead the planned integration of global Payroll operations from Finance. The position is responsible for building scalable, resilient and accountable People Experience operations through effective organizational structures, systems, technology and people. The leader will challenge legacy approaches, make fact-based investment decisions, and apply AI and automation to simplify work and improve productivity. Success requires the ability to lead through ambiguity, make decisions with imperfect information, and turn complex issues into practical solutions. The Vice President serves as a trusted adviser to the CPXO and senior leadership, providing independent judgment, business acumen and practical solutions on operational, organizational and employee matters. They will anticipate risk, constructively challenge assumptions, and translate business priorities into effective People practices while maintaining operational performance through change.

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.
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.
Experience leading 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.
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.
Resilience through organizational change, competing priorities and constructive challenge, with the ability to maintain delivery while 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 continuously improve the People Shared Services delivery model, establishing ownership, decision rights, escalation protocols and accountability, and coordinating 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 judgment and practical expertise 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 develop 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 for volumes, themes, resolution timelines, outcomes and recurring risks.
Strengthen employee separation and HR offboarding operations through clear ownership, timely coordination, consistent documentation and effective partnership across PSS, PBPs, Legal and external providers.
Lead HRIS modernization, including strategy, selection, implementation, integration, adoption and ongoing optimization.
Use AI, automation and integrated systems to improve the People service model, reduce administrative work, increase 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 a plan to integrate 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 in a Remote-First environment, 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.
Bring forward 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.
Build strong leadership teams, develop successors and address capability gaps while reducing operational dependency on individual employees or external providers.