Regional People Operations Partner II

Job Title:

Regional People Operations Partner II

Posting

Start Date:

10/2/26

Job Description:

The Regional People Operations Partner is the single point of accountability for the governance and end-to-end execution of HR operational transactions across an entire region, ensuring that every transaction from hire to separation is submitted accurately, on time, and in full compliance within Success Factors and related HR systems. Reporting into the corporate People Insights & Analytics function, the role safeguards data integrity, oversees HR performance-management data, and drives the timely clearance of stalled and aged transactions across all stations in the region.

It acts as the operational bridge between local station HR, the regional HR leadership, business managers who approve requests, and the corporate HR and People Analytics teams - standardizing execution, elevating data quality, and enabling scalable, compliant HR service delivery on a regional scale.

Scope & Positioning:

• Regional mandate:
  Owns HR transaction governance for one full region (GCCI, META, EAST or WEST), covering all stations, clusters and countries within that region.
• Governance layer:
  Distinct from the station-level “Regional People Operations Partner” role. This is a regional governance and oversight position anchored in the corporate People Insights & Analytics team, not a local transactional role.
• Sized by region:
  Grade and title level are differentiated by region size and complexity (headcount, transaction volume, number of countries/entities).

HR Operational Transactions
- End-to-End Governance : The role is accountable for governing and executing all HR operational transactions across the regional employee lifecycle, including:

• New hires (offers, hiring actions, system setup coordination).
• Employee separations (resignations, terminations, end‑of‑service processes).
• Promotions, transfers, and job changes.
• Reporting line, organizational, and position updates.
• Employee lifecycle changes impacting payroll, benefits, and reporting.

2. HR Performance Data Oversight:

• Oversee the integrity and completeness of HR performance-management data for the region (goal setting, mid-year and year-end review progress, ratings and existence of PIP records).
• Monitor performance-cycle completion rates by station and grade band, flag bottlenecks, and drive follow‑up with local HR to achieve on‑time cycle closure.
• Ensure performance data feeds regional dashboards and analytics accurately and on schedule.

3. HR Data Management & Cleansing:

• Ensure data accuracy and completeness across Success Factors and related HR systems
• Proactively identify and correct:

Inconsistent employee records.

Missing or incorrect job, position, grade, or organizational data.

Historical data issues that affect reporting and analytics.

• Perform regular audits and data quality checks for the assigned region.
• Partner with People Analytics to resolve structural or recurring data issues.

4. Success Factors Transaction Processing

• Execute and maintain employee data in Success Factors modules (Employee Central and related workflows).
• Ensure correct triggering and completion of system workflows.
• Monitor transaction backlogs, aging, and regional volumes (Clear any Stalled transactions).
• Escalate system or process gaps impacting service delivery.

5. Process Improvement & Standardization

• Contribute to simplification and standardization of HR operational processes.
• Identify recurring transaction issues and propose automation or process fixes.
• Support documentation, SOPs, and Quick Reference Guides as needed.
• Participate in HR transformation and service delivery improvement initiatives.

6. Stakeholder Collaboration & Regional HR Partnership

• Partner closely with Regional…