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.

Supervision & Collaboration

• 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 HRPayrollFinance 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

Level: 2

Deadline: 12 December 2025

Salary:For USA based candidates only:

• National Salary range (Excluding NY and DC) -$71112 - $110146
• New York Salary Range -$91606 - $130866
• Washington DC Salary Range -$88666 - $126667

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.

Required Experience:

Exec