Manager, People Talent Process Architect

You get to design the system, then get hands on and make it work.

That is the opportunity. You will own the architecture and the execution. You will design the processes that move talent from first interest through recruiting, onboarding, and into sustained engagement and retention, then you will work directly with the teams that run them to make the processes stick. You will build the standards, the playbooks, and the continuous improvement system that recruiting, onboarding, HR, hiring managers, IT, and leadership will actually use. Your work will make the company faster, more consistent, and better at getting the right people ready and engaged. You will work directly with leadership in a lean, PE backed environment that rewards ownership and speed. What you’ll do

1. Talent Lifecycle Process Architecture

You will not inherit a finished system. You will design the one that connects recruiting, onboarding, and engagement into a single operating model.

• Own the end to end process architecture for the talent lifecycle (recruiting to onboarding to engagement and retention). Design it as one connected system with clear handoffs, decision rights, data continuity, and experience standards.
• Map current state processes with the people who actually do the work. Identify waste, bottlenecks, and broken handoffs. Design future state processes that are practical and scalable.
• Produce the durable artifacts the organization will run on: process maps, SOPs, RACI matrices, playbooks, journey maps, and governance models. These become the operating system for recruiters, processors, managers, and HR partners.

2. Hands On Implementation and Execution Support

Design is only half the job. You stay until the process works in the real environment.

• Work directly with recruiting, onboarding, HR, hiring managers, IT, and leadership to pilot, refine, and roll out new processes.
• Troubleshoot issues in real time. Coach teams on new ways of working. Stay involved through stabilization instead of handing off and stepping away.
• Partner with technology teams to make processes tech enabled where it adds value, without adding complexity for the people who have to use them.
• Drive adoption through clear standards, training materials, side by side support, and practical change management.

3. Continuous Improvement System

Build the machine that keeps the processes getting better after you design them.

• Establish and run the continuous improvement system using Kaizen and Lean Six Sigma tools (value stream mapping, 5 Whys, DMAIC, regular process reviews).
• Facilitate Kaizen events and process reviews. Follow through on action items. Create the measurement cadence so teams can see whether the process is healthy.
• Define the metrics that prove process health and business impact (time to contact, quality of hire signals, onboarding completion and early retention, engagement indicators). Use the data to drive adjustments.

4. Cross Functional Partnership and Governance

You will not own every team. You will own the system those teams run.

• Partner with recruiting, HR, hiring managers, safety, operations, IT, and leadership to ensure processes are practical and aligned with how Roadrunner actually works.
• Establish clear governance: who owns what, when decisions get made, and how changes get controlled so improvements do not create new chaos.
• Translate strategy into usable process design, then help the teams that execute it build the capability to sustain it.

What you bring

• Proven track record designing and implementing complex, end to end people or operational processes. You are comfortable both architecting and getting hands on to make the work stick.
• Formal certification and demonstrated application of Lean Six Sigma (Green Belt or higher preferred) and practical Kaizen / continuous improvement experience.
• Strong process architecture skills: current state and future state modeling, value stream mapping, governance design, and the ability to produce clear, usable process documentation that teams will actually follow.
• Experience spanning recruiting, onboarding, and early engagement and retention (or the full employee lifecycle).
• Ability to influence without direct authority while also rolling up your sleeves to support execution across IT, HR, hiring managers, recruiting, and leadership.
• Comfortable working in a high change, operations oriented environment (LTL / logistics experience is a plus but not required).
• Strong facilitation, coaching, and stakeholder management skills.
• Bachelor’s degree in a related field (or equivalent practical experience).

 

How you operate

• You own outcomes.
• You move with urgency while keeping structure and clarity.
• You balance process rigor with the willingness to get hands on.
• You communicate with purpose across multiple teams.
• You identify gaps and solve them instead of documenting them and walking away.
• You prioritize ruthlessly by business impact.

 

Why This Role Is Different

Most process roles either design from a distance or execute inside one function. This one does both. You will design the talent lifecycle system and then work directly with the teams that run it until the processes are real, adopted, and improving. You will have direct access to senior leadership. Your work will have a clear line to hiring outcomes, onboarding quality, early retention, and how consistently Roadrunner brings people into the company. The company is PE backed and moving with urgency. Decisions happen, ownership is rewarded, and high performers get more scope.

If you want a purely advisory process role where you hand off a document and move on, this is not the job. If you want to build the operating system that recruiting, onboarding, and engagement actually run on, and stay close enough to make sure it works, it is.

Compensation & Setup

• Base salary: $80,000 to $100,000
• Location: Onsite | Downers Grove, IL
• Benefits: Full benefits package including medical, dental, vision, 401(k), and paid time off

 

Physical Demands and Work Environment

The physical demands and work environment described here are representative of those an employee encounters while performing the essential functions of this position. Reasonable accommodations may be made to enable qualified individuals with disabilities to perform the essential functions.

Physical Demands

• Sedentary physical activity performing non- strenuous daily activities of an administrative nature.
• While performing the duties of the job, the employee is regularly required to sit, walk, stand, reach/handle items, work with the fingers, and talk and hear others in conversations via the phone or in person.

Work Environment

• The work environment characteristics described here are representative of those an employee encounters while performing the essential functions of this job.
• The noise level in the work environment is usually moderate.

 

* The above statements reflect the general details necessary to describe the principal functions of the position and are not intended to be all inclusive. The position and any of the requirements listed above are subject to change at any time according to the changing needs of the company.

* We will not accept unsolicited candidates from external recruiters or recruiting agencies. Thank you!

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