Global Process Owner - Hire to Retire

Who we are:

Own end‐to‐end accountability for a specific process domain and its design, including process boundaries, decision points, controls, and escalation paths across all processes and subprocesses.

Standards, Controls & Data Integrity

Performance Monitoring & Continuous Improvement

Enablement & Adoption

Scope and Impact

Qualifications

• (Job Summary)
• The Global Process Owner (GPO) is accountable for the design, standardization, governance, and integrity of a critical cross-functional business process across QTS. This role defines the scope of the end-to-end process and ensures it is executed effectively, consistently, and with appropriate controls across the global enterprise. It is accountable for tracking the business value realization of improvements to the end-to-end process.
• The GPO operates within the enterprise GPO operating model, partnering closely with the functional leaders who own the management systems, executive cadences, and outcomes of the underlying work and the GPO Leader (who governs enterprise‐wide process standards and consistency). This role ensures the process design, data, controls, and standards enable business outcomes, are decision‐grade and scalable.
• What You Will Do: (Job Responsibilities)
• Process Ownership & Governance
• Own end‐to‐end accountability for a specific process domain and its design, including process boundaries, decision points, controls, and escalation paths across all processes and subprocesses.
• Define and maintain the end-to-end global process design, scope and taxonomy (L1–L5), including standardized definitions, ownership, handoffs, and documentation aligned with enterprise process standards. Partner with business stakeholders to ensure business process designs effectively meet business objectives.
• Enforce process governance including stage gates, reconciliations, approval frameworks, and exception handling. Establish and lead process council reviews to evaluate process performance, communicate process health and ensure process roadmaps are aligned with executive stakeholder expectations.
• Manage intake, prioritization, sequencing and approval of underlying process changes, assessing enterprise impacts, risk, and control implications.
• Ensure governance for the end-to-end process aligns with enterprise initiative and process governance frameworks.
• Standards, Controls & Data Integrity
• Develop and maintain standardized artifacts, including process maps, SOPs, calendars, RACIs, control points, and KPI definitions.
• Define and govern critical data elements and assumptions, including ownership, lineage, validation rules, and data quality thresholds in coordination with QTS data owners.
• Hold sign-off authority on system changes that impact the end-to-end process. Partner with systems and data teams to translate process standards into system requirements and embedded controls. Influence technology roadmaps to support business process design and support IT teams in technical delivery of any changes to the end-to-end process.
• Apply and evolve the GPO Playbook to ensure consistent documentation depth, governance rigor, and audit readiness.
• Performance Monitoring & Continuous Improvement
• Define, maintain and report process KPIs focused on end-to-end process cycle times and process effectiveness, quality and compliance. Clearly link process KPIs to overall QTS enterprise objectives.
• Use analytics and process insights to identify bottlenecks, control gaps, and improvement opportunities. Identify and remediate root causes affecting process health using data-driven decision making.
• Drive prioritized process improvements that strengthen cycle time, quality, employee experience and profitability. Establish a mechanism for capturing and reporting value realization of process improvements.
• Enablement & Adoption
• Support adoption of process standards through training guidance, communications, readiness criteria, and compliance reinforcement.
• Coordinate rollout of process changes with key functional stakeholders and enterprise change partners.
• Reinforce disciplined planning behaviors and adherence to enterprise standards.
• Scope and Impact
• Enterprise‐wide ownership and decision rights for end-to-end process designs, standards, KPIs and controls
• Regular interaction with senior functional leaders; drives process council forums and escalations
• Direct influence on process execution consistency, data integrity, and quality
• Measures the business value of process improvements and demonstrates clear linkage to overall QTS business objectives
• Process Domain: Hire to Retire
• The Hire-to-Retire Global Process Owner is accountable for the end-to-end processes that shape the employee lifecycle, from workforce planning and candidate attraction through separation and post-employment administration. The role establishes standardized, scalable, compliant, and employee-centered processes that enable informed workforce decisions, timely talent acquisition, accurate employee data, effective HR service delivery, reliable payroll and benefits administration, and disciplined workforce transitions. The GPO establishes processes, not HR policy. Learning and Development is explicitly excluded from the role’s process ownership.
• What You Will Need to Be Successful: (Required Qualifications, Education, Experience, Certifications)
• Bachelor’s degree in Human Resources, Business, Operations, or a related field, or equivalent relevant experience
• 8+ years of progressive experience in HR operations, HR service delivery, HR transformation, or employee-lifecycle process leadership
• Experience operating within a major corporation of more than 5,000 employees, with exposure to complex, multi-location and/or global HR operations
• 5+ years in an enterprise process ownership, HR operations leadership, shared services, or transformation role with accountability for governance, standardization, controls, KPIs, and measurable outcomes
• Demonstrated breadth across multiple Hire-to-Retire processes, not solely one HR specialty, with the ability to manage cross-process dependencies and handoffs
• Demonstrated success designing, standardizing, or materially improving end-to-end HR processes at scale while balancing employee experience, compliance, control, cost, and service performance
• Strong knowledge of HR operating models, policy-to-process translation, HR controls, employee-data privacy, records governance, and audit requirements
• Demonstrated experience partnering with HR technology, data, payroll, finance, legal, security, and business teams to define requirements, data standards, embedded controls, integrations, dashboards, and decision-grade reporting
• Experience leading through influence in a highly matrixed organization, resolving competing functional priorities, and driving adoption without relying on direct authority
• Executive-level communication skills, including the ability to frame decisions, quantify value, facilitate governance forums, and escalate risks with clear recommendations
• Demonstrated use of process metrics and analytics to diagnose root causes, improve service delivery, and sustain measurable results
• Familiarity with responsible use of AI and automation tools, including Microsoft Copilot, in HR process and knowledge-work environments
• Demonstrated experience with U.S. multi-state HR operations and the ability to partner with HR and Legal subject-matter experts to embed approved employment, privacy, leave, pay, records, and compliance requirements into processes and controls

Preferred Qualifications

• (Preferred Qualifications, Education, Experience, Certifications)
• Experience leading HR operations or global process ownership in an organization with 10,000+ employees, multiple business units, and geographically distributed operations
• Hands-on experience with a major enterprise HCM platform such as Workday, Oracle Cloud HCM, or SAP SuccessFactors, including process design and implementation or optimization
• Experience with HR shared services, tiered service delivery, case management, outsourcing/vendor governance, and service-level management
• Experience supporting mergers, acquisitions, rapid growth, reorganizations, or other complex workforce transitions
• Professional certification such as SHRM-SCP, SPHR, GPHR, CIPD, Lean Six Sigma Black Belt, or comparable credential
• Other Key Skills: (KSAs)
• Enterprise process architecture and end-to-end systems thinking
• HR operational excellence and employee-centered process design
• Control design, risk management, privacy, and compliance orientation
• Data fluency, KPI design, root-cause analysis, and value realization
• Governance leadership, facilitation, conflict resolution, and decision framing
• Change leadership, stakeholder alignment, and sustained adoption
• Vendor and cross-functional service integration
• High judgment, discretion, and credibility with sensitive workforce matters
• Roth and Traditional 401(k) matching contributions with immediate vesting
• Every employee is bonus or commission eligible
• Generous PTO, Paid Volunteer Days Plus Floating Holidays
• Stock Purchase Plan (SPP)
• 11 paid Holidays Annually/Holiday compensation when worked
• Pet and Legal Insurance
• Q-Rest Sabbatical Program
• Q-Anniversary Service Award Program
• Parental Leave
• Military Benefits Package
• QTS Charitable Matching Gift Program
• QTS Scholarship for Employee Dependents
• QTS Crisis Fund
• Wellness Program
• Tuition Reimbursement Program
• QTS is an Equal Opportunity Employer. Learn more
• QTS is an Equal Opportunity Employer. Learn more: Equal Opportunity Employer/Veterans/Disabled
• We conform to all the laws, statutes, and regulations concerning equal employment opportunities and affirmative action. We strongly encourage women, minorities, individuals with disabilities and veterans to apply to all of our job openings. We are an equal opportunity employer and all qualified applicants will receive consideration for employment without regard to race, color, religion, gender, sexual orientation, gender identity, or national origin, age, disability status, Genetic Information & Testing, Family & Medical Leave, protected veteran status, or any other characteristic protected by law. We prohibit retaliation against individuals who bring forth any complaint, orally or in writing, to the employer or the government, or against any individuals who assist or participate in the investigation of any complaint or discrimination claim.
• Know Your Rights (English)
• Know Your Rights (Spanish)
• Pay Transparency Nondiscrimination Poster-Formatted

Responsibilities

• (Job Responsibilities)
• Process Ownership & Governance
• Define and maintain the end-to-end global process design, scope and taxonomy (L1–L5), including standardized definitions, ownership, handoffs, and documentation aligned with enterprise process standards. Partner with business stakeholders to ensure business process designs effectively meet business objectives.
• Enforce process governance including stage gates, reconciliations, approval frameworks, and exception handling. Establish and lead process council reviews to evaluate process performance, communicate process health and ensure process roadmaps are aligned with executive stakeholder expectations.
• Manage intake, prioritization, sequencing and approval of underlying process changes, assessing enterprise impacts, risk, and control implications.
• Ensure governance for the end-to-end process aligns with enterprise initiative and process governance frameworks.
• Develop and maintain standardized artifacts, including process maps, SOPs, calendars, RACIs, control points, and KPI definitions.
• Define and govern critical data elements and assumptions, including ownership, lineage, validation rules, and data quality thresholds in coordination with QTS data owners.
• Hold sign-off authority on system changes that impact the end-to-end process. Partner with systems and data teams to translate process standards into system requirements and embedded controls. Influence technology roadmaps to support business process design and support IT teams in technical delivery of any changes to the end-to-end process.
• Apply and evolve the GPO Playbook to ensure consistent documentation depth, governance rigor, and audit readiness.
• Define, maintain and report process KPIs focused on end-to-end process cycle times and process effectiveness, quality and compliance. Clearly link process KPIs to overall QTS enterprise objectives.
• Use analytics and process insights to identify bottlenecks, control gaps, and improvement opportunities. Identify and remediate root causes affecting process health using data-driven decision making.
• Drive prioritized process improvements that strengthen cycle time, quality, employee experience and profitability. Establish a mechanism for capturing and reporting value realization of process improvements.
• Support adoption of process standards through training guidance, communications, readiness criteria, and compliance reinforcement.
• Coordinate rollout of process changes with key functional stakeholders and enterprise change partners.
• Reinforce disciplined planning behaviors and adherence to enterprise standards.
• Enterprise‐wide ownership and decision rights for end-to-end process designs, standards, KPIs and controls
• Regular interaction with senior functional leaders; drives process council forums and escalations
• Direct influence on process execution consistency, data integrity, and quality
• Measures the business value of process improvements and demonstrates clear linkage to overall QTS business objectives
• The Hire-to-Retire Global Process Owner is accountable for the end-to-end processes that shape the employee lifecycle, from workforce planning and candidate attraction through separation and post-employment administration. The role establishes standardized, scalable, compliant, and employee-centered processes that enable informed workforce decisions, timely talent acquisition, accurate employee data, effective HR service delivery, reliable payroll and benefits administration, and disciplined workforce transitions. The GPO establishes processes, not HR policy. Learning and Development is explicitly excluded from the role’s process ownership.
• Bachelor’s degree in Human Resources, Business, Operations, or a related field, or equivalent relevant experience
• 8+ years of progressive experience in HR operations, HR service delivery, HR transformation, or employee-lifecycle process leadership
• Experience operating within a major corporation of more than 5,000 employees, with exposure to complex, multi-location and/or global HR operations
• 5+ years in an enterprise process ownership, HR operations leadership, shared services, or transformation role with accountability for governance, standardization, controls, KPIs, and measurable outcomes
• Demonstrated breadth across multiple Hire-to-Retire processes, not solely one HR specialty, with the ability to manage cross-process dependencies and handoffs
• Demonstrated success designing, standardizing, or materially improving end-to-end HR processes at scale while balancing employee experience, compliance, control, cost, and service performance
• Strong knowledge of HR operating models, policy-to-process translation, HR controls, employee-data privacy, records governance, and audit requirements
• Demonstrated experience partnering with HR technology, data, payroll, finance, legal, security, and business teams to define requirements, data standards, embedded controls, integrations, dashboards, and decision-grade reporting
• Experience leading through influence in a highly matrixed organization, resolving competing functional priorities, and driving adoption without relying on direct authority
• Executive-level communication skills, including the ability to frame decisions, quantify value, facilitate governance forums, and escalate risks with clear recommendations
• Demonstrated use of process metrics and analytics to diagnose root causes, improve service delivery, and sustain measurable results
• Familiarity with responsible use of AI and automation tools, including Microsoft Copilot, in HR process and knowledge-work environments
• Demonstrated experience with U.S. multi-state HR operations and the ability to partner with HR and Legal subject-matter experts to embed approved employment, privacy, leave, pay, records, and compliance requirements into processes and controls