Vice President, HR Transformation

Ares Operations•Los Angeles, CA

18h

About The Position

The HR Transformation team is seeking a high-performing VP to support the delivery of key transformation initiatives across the HR function. Reporting to the Head of HR Transformation, this individual will help drive change management, process design, and implementation of strategic initiatives that modernize and enhance HR capabilities. The role is focused on end-to-end initiative delivery, while also helping establish repeatable standards, practical methodologies, and adoption approaches that make HR more consistent, connected, and scalable. The ideal candidate is a structured yet adaptable leader who can connect strategy to execution, influence stakeholders across functions, and apply systems thinking to drive practical, integrated outcomes.

Requirements

Bachelor’s degree required
10–12+ years of relevant experience in HR transformation, consulting, or program delivery roles.
Demonstrated experience leading change management, process design, and transformation delivery efforts in complex organizations.
Proven track record delivering cross-functional initiatives from strategy through execution, including stakeholder alignment, dependency management, and integrated outcomes.
Experience working within or alongside HR functions and partners, including HR Operations, Talent Management, Centers of Excellence, and HR Technology.
Experience developing project plans, governance structures, stakeholder communications, and executive-ready materials.
Strong change management and stakeholder influence skills, with the ability to drive adoption across diverse audiences.
Structured problem-solver who brings clarity, rigor, and practical judgment to ambiguous, fast-moving work.
Systems thinker who can connect details to the broader operating model and anticipate impacts across process, technology, data, roles, and stakeholders.
Strong cross-functional collaborator who can build alignment, clarify decision rights, and drive progress across teams with different priorities.
Excellent written and verbal communication skills, including executive-level presentations and practical stakeholder guidance.
Ability to manage multiple priorities in a fast-paced, dynamic environment
Highly collaborative, with a strong sense of ownership and accountability
Comfortable working with ambiguity and driving clarity through structure and rigor
Proficiency in PowerPoint, Excel, and process mapping tools such as Visio or Lucid
Team-oriented mindset with a proactive, solutions-driven approach
Strong interest in emerging technologies and AI, with the ability to translate technical concepts into clear, practical guidance for HR stakeholders.

Nice To Haves

Advanced degree (MBA or related field) preferred
Preferred experience with operating model design, service delivery transformation, shared services, digital transformation, automation, analytics, or AI-enabled ways of working.
Familiarity with AI concepts and tools (e.g., GenAI, workflow automation, digital assistants) and their application in business or HR contexts strongly preferred

Responsibilities

Lead and execute HR transformation initiatives from planning and design through implementation, ensuring delivery against defined objectives, timelines, and success metrics.
Partner with HR functional leads, HRIS, Finance, Legal, Compliance, and business stakeholders to translate priorities into actionable plans, aligned decisions, and integrated deliverables.
Assess upstream and downstream impacts across HR processes, systems, data, roles, and stakeholder groups to ensure initiatives are designed and implemented as part of an integrated environment.
Apply structured change management methodologies to drive adoption of new processes, tools, and ways of working.
Facilitate workshops, working sessions, and stakeholder engagement activities to advance initiative progress and alignment.
Develop and manage detailed project plans, including tracking risks, dependencies, milestones, and outcomes.
Lead the analysis, redesign, and documentation of end-to-end HR processes, identifying pain points, handoffs, dependencies, system impacts, and role clarity to improve efficiency, scalability, controls, and experience.
Identify opportunities for standardization and continuous improvement, leveraging best practices and internal insights.
Partner with HRIS and technology teams to align process design with system capabilities, automation opportunities, and practical AI-enabled improvements where appropriate.
Support operating model design efforts, including service delivery models, roles and responsibilities, and governance structures.
Contribute to the development and adoption of transformation methodologies, tools, templates, governance, and reporting standards that improve consistency, visibility, and execution across initiatives.
Identify common patterns, shared dependencies, and opportunities to promote consistent ways of working across and reduce duplication or fragmentation across HR teams.
Support governance frameworks, reporting standards, and performance tracking mechanisms that create visibility across initiatives, dependencies, decisions, and cross-functional impacts.
Help build institutional knowledge by embedding repeatable approaches.
Support responsible and consistent use of AI within HR, in alignment with enterprise policies and risk considerations.
Develop stakeholder education, training, job aids, communications, and enablement materials to support adoption of new processes, tools, and ways of working.
Partner with HR and business leaders to build capability in change adoption, process excellence, cross-functional collaboration, and practical AI use.
Help teams build cross-functional collaboration habits, including shared problem-solving, clear decision rights, effective handoffs, and sustained adoption.
Support broader change readiness and communication strategies to ensure successful implementation and sustainment of initiatives.