This is a senior individual contributor role focused on architecting, streamlining, and embedding high-quality Employee Success processes across the global Hire to Retire lifecycle. The role does not have direct people management responsibility but requires strong influencing skills, structured execution, and the ability to operate effectively across complex stakeholder landscapes.

Acting as a process architect for Employee Success, you will design processes that address short-term operational improvements while also laying strong foundations for long-term scalability, digital enablement, and automation. Using frameworks such as APQC and Lean value-stream thinking, you will ensure processes are designed around flow, clarity of ownership, and a strong employee and manager experience.

You will work closely with global Employee Success stakeholders, including Process Owners, Policy, Knowledge Management, Technology teams, and external partners as applicable, ensuring policy intent is translated into clear, executable operational processes.

This role plays a critical part in preparing Employee Success processes for the future, including AI-enabled agents and automated workflows, by ensuring process clarity, standardisation, and well-defined decision logic.

Key Responsibilities

Hire to Retire Process Architecture & Optimization

Partner with the Employee Success H2R team to identify core processes requiring simplification, standardisation, or redesign.
Architect current-state and future-state processes using Lean principles, value stream mapping, and tools such as Lucidchart.
Design processes that balance near-term improvements with longer-term foundations for scale, automation, and AI enablement.
Frame Employee Success processes as value streams or process ecosystems, focusing on end-to-end flow, handoffs, and pain points.
Conduct root cause analysis (e.g. 5 Whys, A3 thinking) to address systemic issues rather than local fixes.
Define pragmatic “to-be” processes and secure alignment and sign-off from global process owners.

Policy, Process & Knowledge Integration

Work closely with Policy teams to translate policy intent into clear, executable Employee Success processes.
Partner with Knowledge Management teams to ensure processes are supported by accurate, usable guidance and assets.
Act as the connective “glue” between policy, process, and knowledge, ensuring new or updated processes are embedded into day-to-day operations.
Establish and support continuous improvement loops to evolve processes based on operational insight and user feedback.

Frameworks, Standards & Future Readiness

Apply APQC or similar end-to-end Employee Success frameworks to support consistent scoping, ownership, and design.
Clarify boundaries and handoffs across policy, process, technology, and knowledge.
Contribute to preparing Employee Success processes for automation and AI-driven solutions by driving standardisation and clean process design.

Ways of Working & Stakeholder Engagement

Build strong working relationships with global Employee Success stakeholders and cross-functional partners.
Engage confidently with external partners or advisors where needed, ensuring outputs translate into operational reality.
Operate effectively in ambiguous and evolving environments, bringing structure without over-engineering.
Act as a self-starter who proactively identifies opportunities to improve Hire to Retire processes end-to-end.

Skills & Experience

Essential

Significant experience (typically 5+ years) in Employee Success / HR process excellence, process architecture, operational transformation, or consulting roles.
Strong Lean capability, including value stream mapping, root cause analysis, and structured problem solving.
Hands-on experience designing and documenting processes using tools such as Lucidchart (or equivalent).
Proven ability to influence senior stakeholders and gain agreement without formal authority.
Experience working across global operating models.
Highly structured way of working, with sufficient project management experience to operate within large initiatives (without owning full delivery).

Desirable

Consulting background or experience working in consulting-led environments.
Knowledge of APQC Employee Success / HR frameworks.
HRIS / Workday exposure.
Lean Six Sigma certification.

Languages

Fluent English required.
At least one additional European language strongly preferred.

Apply now

See more open positions at Own Company

Privacy policy Cookie policy