HR Operations Consultant

About Centific

About Centific Centific is a frontier AI data foundry that curates diverse, high-quality data, using our purpose-built technology platforms to empower the Magnificent Seven and our enterprise clients with safe, scalable AI deployment. Our team includes more than 150 PhDs and data scientists, along with more than 4,000 AI practitioners and engineers. We harness the power of an integrated solution ecosystem—comprising industry-leading partnerships and 1.8 million vertical domain experts in more than 230 markets—to create contextual, multilingual, pre-trained datasets;

fine-tuned, industry-specific LLMs; and RAG pipelines supported by vector databases. Our zero-distance innovation™ solutions for GenAI can reduce GenAI costs by up to 80% and bring solutions to market 50% faster. Our mission is to bridge the gap between AI creators and industry leaders by bringing best practices in GenAI to unicorn innovators and enterprise customers. We aim to help these organizations unlock significant business value by deploying GenAI at scale, helping to ensure they stay at the forefront of technological advancement and maintain a competitive edge in their respective markets.

Purpose & Background This Statement of Work ("SOW") defines the scope, deliverables, methodology, timeline, and governance for an engagement in which Centific ("Client") retains Michael Baumgartner ("Consultant") to conduct an end-to-end assessment of the organization's employee lifecycle processes, from headcount approval through separation, across all in-scope geographies. The Client's employee lifecycle processes have evolved organically across regions and functions, resulting in inconsistent process design, unclear ownership, manual workarounds, and limited visibility into cycle times and quality.

The Client seeks an independent, structured assessment — grounded in Lean/Six Sigma methodology — to document current-state processes, quantify inefficiency and waste, identify system and control gaps, and recommend a global standard operating model that respects legitimate country-level statutory requirements. This engagement requires a Director-level consultant with demonstrated expertise in HR operations process design, Lean/Six Sigma (DMAIC), value stream mapping, and multi-country HR service delivery models.

1. Produce a complete, validated current-state view of the nine core employee lifecycle processes, by geography, including process flow, approvals, RACI, and systems used. Quantify systemic inefficiencies, duplication, non-value-added steps, and approval/transit times using Lean/Six Sigma tools (DMAIC, value stream mapping). Identify and prioritize process and technology gaps, including missing HRIS integrations and manual data entry. Recommend a future-state global standard process for each lifecycle area, explicitly documenting where and why country-specific variance is required.

Define a standard set of operational excellence metrics to measure delivery speed and quality on an ongoing basis.

• Opening a new position for headcount (budget approval, position creation)
• Opening a new requisition to hire (requisition approval workflow)
• Recruitment & sourcing process
• Offer process and approvals
• Onboarding, including new-hire paperwork and pre-hire communications
• New hire orientation and IT/equipment set-up
• Employee data change (job, comp, location, manager changes)
• Termination process — involuntary, voluntary, and retrenchment/reduction-in-force
• Contractor hiring and onboarding

The engagement covers all geographies in which the Client operates and employs staff in the US, China, India, Singapore, Malaysia, Spain, and Serbia, a well as non-employee locations through EOR agreements. Process maps and RACI matrices will be produced once per process where the process is consistent across geographies, and separately per geography where the flow, approvals, or systems materially diverge — most commonly driven by local statutory or works-council requirements (e.g., termination/retrenchment, contractor classification, data privacy).

• Compensation and…