Global Business Process Owner, Core HR Processes (People Operations Transformation Leader)Reports to Global Head of HR Operations • Troy, MichiganYOUR ROLE
You own the global standard for the core employee lifecycle, from hire to retire. You design it end to end with the countries, in the plant and on the line, and you make sure it runs one streamlined way in Workday across every site.
RESPONSIBILITIES- Field design: value stream mapping the real process in-country, then connecting it to the global standard so each site runs one streamlined process, not two stitched together
- Functional design and policy for the lifecycle, built into Workday as the system of record
- The specifics the HRIS team needs: clear, documented requirements for what to change in the system to make the process work in each country
- Standard operating procedures, controls, and the governance that keeps local variation to what the law or a clear business case requires
- The functional integrity of the organizational structure in the system of record
- Process performance: the KPIs that show the lifecycle is adopted, clean, and improving
- Training and adoption on the standard
- You will design in the room with the country, in the plant and on the line, not on paper from a desk
- You will value stream map the real local process, then connect it to the global standard so the site ends up with one better process, not a global one bolted on top
- You will come back with specifics: what the HRIS team must change to make the process run in that country
- You will influence the people who run the process every day without holding their reporting line
- You will judge yourself by whether the lifecycle runs clean, the same way everywhere, and better for the site than what it replaced
YOUR BACKGROUND- Hands-on Lean process design: you value stream map the real process where the work happens, on the line, not on paper from a desk
- Workshop facilitation in the plant and in the country: you sit with local teams, design in the room, and leave with an agreed process and a specific change list
- Deep command of the hire-to-retire lifecycle and how it is built in a modern HR system
- A record of standardizing processes across many countries, ideally including a large, high-volume or manufacturing workforce
- Authority through influence: you set the standard and hold it without owning the people who run it day to day
- A builder who is steady in ambiguity, credible from the plant floor to the top of the house, and comfortable on a plane across cultures and time zones
QUALIFICATIONS- About 10+ years in HR operations or core HR process, several of them setting and holding a global standard.
- Consulting or in-house process-design background, provided it is floor-tested: real value stream mapping in the operation, not desk theory
- Carve-out, spin-off, or tenant-separation experience
- Workday preferred, especially the core HCM lifecycle
- A formal Lean or Six Sigma credential preferred
- English language fluency. Bilingual skills, a plus
- Local resident of Metro Detroit with ability to work on site
- Valid U.S. Passport with ability to travel globally (up to 70%)
DELIVERABLES IN YEAR ONE- A single, documented hire-to-retire standard adopted across the sites in scope, designed with the countries, not handed to them
- Structural and organizational changes built and sustained cleanly in the system of record
- Clean, repeatable transactions, with fewer exceptions and workarounds
- Country variants reduced to those the law or a clear business case requires
- A first set of process KPIs in use, so performance is measured, not asserted
WHY JOIN US?- Grow with purpose. We invest in our people by creating opportunities to build skills, take on new challenges, and develop over time.
- Do work that shows up in the real world. What you contribute here powers systems that are critical to how industries operate and evolve. The impact is visible and lasting.
- Succeed with the right support. We provide the tools, resources, and environment needed to perform at a high level and sustain that success.
YOUR BENEFITS AT VERSIGENT:- Private health care effective day 1 of employment
- Life and accident insurance
- Paid Time Off (Holidays, Vacation, Designated time off, Parental leave)
- Relocation assistance may be available
- Learning and development opportunities
- Discount programs with various manufacturers and retailers
- Recognition for innovation and excellence
- Opportunities to give back to the community
APPLY TODAY!If you are looking for a role where you can grow, contribute, and see the direct impact of your work, we encourage you to apply and be part of what Versigent is building next.
Versigent spun out of Aptiv on April 1, 2026. As part of ongoing spin-off activities and IT separation, some documentation may still reference Aptiv, Cyprium, or Versigent. All references should be understood to mean Versigent.
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