Global HR Process and Technology Optimization Lead

Global HR Process and Technology Optimization Lead Position Summary The Global HR Process and Technology Optimization Lead is a key member of the Global People Operations team, reporting to the Director HR Operations, and working in close collaboration with Regional HR Managers and Centers of Expertise (Total Rewards, HR Data & Systems, Talent, and Learning & Development). This role is responsible for global HR systems (HRIS), process optimization, and data governance, supervising the Global HRIS Manager and collaborating closely with HR, Finance, and IT functions to enhance system integration and analytics maturity. The role drives operational excellence and digital transformation across the global HR function, leading the optimization of systems, processes, and service delivery to ensure efficiency, scalability, and a seamless employee experience. It designs and bridges global HR policies and procedures with local execution while enabling digital transformation, process automation, and continuous improvement across all countries of operation. Core Responsibilities Global HR Process Management Review and streamline HR workflows and SOPs, driving standardization and efficiency across processes. Partner with Regional HR Managers to ensure consistent, accurate, and timely execution of HR process improvements across all countries. Maintain global oversight of digital HR operations, ensuring alignment to standardized People Operations processes and flagging non-compliance to the Director, People Operations. Serve as a key point of contact for complex operational queries, process clarifications, and escalations. Support and coordinate annual processes such as organizational data reviews. HR Transformation & Process Excellence Drive the Transformation of HR processes and workflows through automation, self-service, and system enhancements. Redesign and document standard operating procedures to ensure scalability and efficiency. Introduce process performance metrics, SLAs, and continuous improvement frameworks, and monitor HR Services performance in each region, and globally. Partner with Finance and IT to ensure seamless cross-functional integration of HR processes and data. HR Systems & Digital Enablement Be responsible for the global HR Information System (HRIS) and related platforms, ensuring optimal configuration, functionality, and adoption. Partner with IT and vendors on system integrations, upgrades, and issue resolution. Establish and maintain data governance and quality standards across HR, Payroll, Finance and other systems. Drive digital adoption and user training for HR tools and platforms. Build HR capability in process management, systems use, and digital literacy. Data Integrity & People Insights Ensure high data quality by design across all HR systems and processes, primarily accuracy, consistency and completeness. Support data-driven decision-making by ensuring the availability of clean, timely, and accurate HR data, and develop basic (descriptive) reports. Collaborate with the HR Analytics function to deliver accurate data inputs for dashboards and KPIs. Stakeholder & Change Management Act as a bridge between HR Operations, Finance, IT, and regional HR teams to align priorities and ensure seamless global execution of HR technologies. Provide operational insights and recommendations to HR leadership to support digital transformation goals. Represent HR Operations in global working groups and governance forums related to data & systems. Lead change management initiatives for new HR technologies and global rollouts. Facilitate collaboration and knowledge-sharing among global and regional HR teams. Key Outcomes Global processes and systems that are streamlined, with tailored local exceptions where necessary, delivering measurable efficiency gains. High data integrity across HR systems and reliable reporting for strategic insights. Consistent, reliable, and user-friendly HR service delivery across all countries. Strong alignment between global HR systems, processes, and regional execution. A strengthened HRIS and suite of digital HR tools, driving greater user adoption and enhancing the overall employee experience. Reports to: Director, HR Operations Direct Supervision of: Global HRIS Manager Dotted-line Supervision: Regional HR Managers (on HR Process Improvements, HR Systems and Data Governance) Key stakeholders and collaborations: Financial Planning & Analysis, Accounting, Global Internal Compliance, Legal, Senior HR Business Partners, Organizational Effectiveness, Change Management. Minimum Qualifications & Skills Demonstrated ability (7+ years) in a HR Operations, HRIS, or HR digital transformation in a global context Hands‑on experience with enterprise HRIS platforms such as UKG (preferred), Workday, SuccessFactors Proven ability to streamline HR processes , build SOPs, and drive operational excellence Solid understanding of data governance , HR data quality, and HR–Payroll–Finance integrations Solid project management experience leading multi‑country or system‑related initiatives Excellent stakeholder and change management skills across HR, IT, Finance, and regional teams Strong analytical approach with the ability to turn data into actionable insights Clear and confident communicator, able to simplify technical topics for non‑technical users Experience supervising HRIS or project teams is a plus Agile, collaborative, and comfortable operating in a fast‑evolving, multicultural environment Salary For USA based candidates only: National Salary range (Excluding NY and DC) - $71,112 - $110,146 New York Salary Range - $91,606 - $130,866 Washington DC Salary Range - $88,666 - $126,667 Notes: Only candidates legally authorized to work in locations where the Rainforest Alliance is registered will be considered. If you have any questions about the job vacancy, please contact the HR department: The Rainforest Alliance encourages diversity and inclusion across the global organization. With this commitment to diversity, we are proud to be an equal opportunity employer and do not discriminate on the basis of gender, race, color, ethnicity, religion, sexual orientation, gender identity, ages, disability and any other protected group. Job Details Seniority level: Mid‑Senior level Employment type: Full‑time Job function: Human Resources Industry: Non‑profit Organizations #J-18808-Ljbffr