VP, HR Business Operations

Key Responsibilities

• HR Operating Model, Portfolio & Governance Architect and evolve the global HR operating model, ensuring clear decision rights, governance, prioritization, and accountability across COEs, HRBPs, and regions.
• Own the enterprise HR portfolio and HR annual planning process, translating company priorities and the HR strategic roadmap into measurable HR objectives and sequencing initiatives based on capacity, risk and impact.
• Establish HR-wide performance discipline, including KPIs, dashboards, operating reviews, and executive review cadences that drive transparency, accountability, and timely course correction.
• Ensure enterprise standards for process governance, data integrity, operating controls, and simplification so HR delivers high-quality outcomes consistently.
• Serve as a strategic advisor to the CHRO, and HR Leadership Team on operational health, execution risk, and cross-HR alignment.
• Engage executive stakeholders to remove barriers, reinforce standards, and ensure sustained impact of HR initiatives.
• Lead enterprise workforce planning and other critical cross-functional HR priorities in partnership with FP&A, Legal, and business leadership.
• Oversee Global Travel, ensuring disciplined planning, governance, and cost management.

People Analytics, Insights & Executive Reporting

• Set the enterprise people analytics agenda, aligning analytics priorities to critical business, talent, workforce, and organizational decisions.
• Ensure people insights are integrated into executive decision-making, including CHRO, Executive Committee, and Board-level narratives in partnership with analytics leads.
• Oversee dashboards, scorecards, and reporting cadences that track talent, organizational health, workforce, and HR performance outcomes.
• Establish standards for people data definitions, reporting logic, dashboard quality, and responsible use of insights across HR.

AI Workforce and Modernization for HR Organization

• Lead execution of HR’s enterprise strategy for AI integration, ensuring workforce planning, job architecture, and talent strategies evolve in step with AI-enabled work.
• Partner with HRLT to prioritize, plan for and orchestrate shifts in HR driven by automation and AI.
• Ensure responsible adoption of AI within the HR business operations to enhance efficiency, insight, and employee experience, with appropriate governance and risk oversight.

Team Leadership

• Lead, coach, and develop the team, setting clear priorities, roles, standards, and decision rights.
• Build capability in structured problem solving, executive communication, people analytics, AI fluency, process discipline, and enterprise change leadership.
• Foster a collaborative, high-accountability team culture that models the operating discipline expected across HR.