Director, Global People Operations & Total Rewards

Key Responsibilities

Global People Operations Strategy & Scale

• Lead the evolution of the global People Operations operating model to improve scalability, consistency, operational leverage, and employee experience.
• Drive simplification and standardization of global HR processes, policies, workflows, and service delivery models.
• Reduce manual operational dependency through automation, process redesign, self-service enablement, and scalable governance models.
• Build operational infrastructure capable of supporting continued company growth, global expansion, and evolving business complexity.
• Partner cross-functionally to improve decision velocity, operational clarity, accountability, and execution consistency across People processes.
• Lead operational readiness and scalability planning associated with organizational transformation initiatives, global growth, and evolving workforce models.
• Support the development of scalable operating practices that reduce organizational friction while increasing speed, consistency, and operational effectiveness globally.

AI, Automation & HR Technology Leadership

• Lead the People function’s AI enablement and automation strategy across HR operations and employee support services.
• Identify, prioritize, and implement opportunities to automate, agentify, or streamline repeatable operational work across the employee lifecycle.
• Drive implementation of scalable manager and employee self-service capabilities.
• Lead roadmap development for AI-enabled HR support capabilities, workflow automation, reporting automation, and operational efficiency improvements.
• Partner with IT, Security, Legal, and enterprise AI leaders to ensure responsible, compliant, and scalable use of AI technologies within HR operations.
• Continuously evaluate emerging HR technologies, AI tools, workflow platforms, and service delivery models to improve organizational scalability and operating leverage.
• Help establish modern operational practices that enable HR to scale efficiently while improving responsiveness, consistency, and user experience.

People Systems, Architecture & Analytics

• Lead global People Systems, Analytics, and HR technology strategy, ensuring scalable architecture, strong governance, and reliable operational infrastructure.
• Own HRIS strategy, systems optimization, integrations, workflow design, data governance, and reporting scalability.
• Drive modernization of HR operational architecture, reducing fragmented workflows, duplicate processes, manual reporting dependencies, and operational inefficiencies.
• Establish scalable reporting and analytics capabilities that enable data-driven decision-making across workforce planning, compensation, engagement, organizational health, and operational performance.
• Partner with Finance and business leaders to improve workforce insights, operational reporting, forecasting, and organizational planning capabilities.
• Ensure operational data integrity, reporting accuracy, and strong governance standards globally.
• Develop scalable systems and operational workflows that support organizational growth without proportional increases in manual support requirements.

Total Rewards Strategy, Architecture & Governance

• Serve as the company’s primary compensation subject matter expert and strategic advisor across global compensation philosophy, architecture, governance, and operational execution.
• Design and scale global compensation frameworks, including job architecture, leveling, salary structures, market benchmarking, pay governance, and compensation planning processes.
• Lead annual compensation planning, including merit cycles, promotions, market adjustments, equity considerations, and compensation decision support.
• Provide analytical modeling and executive guidance related to workforce investment decisions, compensation tradeoffs, organizational scalability, and talent differentiation.
• Partner closely with Finance and executive leadership on compensation budgeting, workforce planning, operating leverage, and organizational design considerations.
• Ensure compensation programs are scalable, analytically grounded, operationally executable, and aligned with evolving business and talent strategies.
• Oversee global benefits strategy and administration in partnership with external vendors and regional stakeholders.

Global People Operations Delivery

• Oversee global payroll, benefits administration, employee lifecycle operations, and core People Operations processes across regions.
• Ensure operational excellence, compliance, accuracy, and scalability across all foundational HR delivery functions.
• Lead vendor strategy and governance across payroll, benefits, HR systems, and operational service providers.
• Continuously improve service delivery models, operational efficiency, employee experience, and cycle time reduction.
• Build operational resilience, redundancy, and scalable support models across the People Operations function.
• Drive operational governance, documentation, and process discipline to improve consistency, reduce rework, and strengthen execution quality globally.

Leadership & Cross-Functional Partnership

• Lead, develop, and scale a high-performing global People Operations, Total Rewards, Systems, and Analytics organization.
• Build strong operational discipline, accountability, prioritization, and execution consistency across the function.
• Partner closely with Finance, Legal, IT, Security, and executive leadership to align People infrastructure with broader business and transformation priorities.
• Act as a strategic advisor on organizational scalability, operational effectiveness, workforce infrastructure, and People-related transformation initiatives.
• Support enterprise-wide transformation priorities through strong program management, operational governance, and execution leadership.
• Influence organizational simplification efforts by helping improve operational clarity, scalable governance, decision support, and sustainable ways of working across the People function.

Qualifications

• Experience leading global People Operations, Total Rewards, HR systems, and operational infrastructure in a complex, global environment.
• Demonstrated experience modernizing, scaling, or rebuilding HR operational architecture, systems, workflows, and service delivery models.
• Deep compensation expertise required, including experience leading compensation strategy, job architecture, leveling, salary structures, market benchmarking, and annual compensation planning processes.
• Must be capable of operating as the senior compensation subject matter expert for the organization, including providing strategic guidance, analytical modeling, governance, and operational leadership without a dedicated internal compensation team.
• Strong experience leading HR technology strategy, HRIS optimization, systems implementation, workflow automation, operational process redesign, and data governance initiatives.
• Experience driving automation, AI enablement, self-service strategies, or digital transformation initiatives within HR or enterprise operations strongly preferred.
• Strong operational leadership experience across payroll, benefits, compliance, employee lifecycle operations, and global service delivery.
• Demonstrated ability to simplify complexity, reduce operational friction, and build scalable operational models in growing organizations.
• Strong analytical, systems-thinking, and problem-solving capabilities.
• Strong cross-functional leadership and stakeholder management skills across executive, technical, and operational teams.
• Experience operating in high-growth, transformation-oriented, or rapidly scaling environments preferred.
• Strong program management, prioritization, and execution leadership skills.
• Ability to balance strategic transformation work with operational execution and day-to-day delivery accountability.