Retire; H2R - Value Chain Process Engineer

Job Summary

The Value Chain Process Engineer for Hire to Retire is responsible for shaping breakthrough transformation agendas across the employee lifecycle by combining process excellence, digital capability, and industry benchmarking to define what “best in class” Human Capital Management looks like.

Acting as a trusted advisor to HR, Digital, and Business leaders, the Value Chain Partner influences strategic investments and initiatives to advance the organization’s journey toward a process‑led, digitally enabled enterprise.

Serving as a strategic architect of intelligent employee lifecycle workflows, this role rethinks how Hire‑to‑Retire processes should operate in a process‑led, AI‑enabled organization.

The Process Engineer partners with Global Process Owners, HR Leaders, Digital, and Functional Teams to redesign Hire‑to‑Retire into an AI‑enabled value chain, including:

• Removal of non‑value‑added work
• Simplification of complexity in workflows, processes, and approvals
• Defining and documenting decision design to identify where human and AI judgment is appropriate across the employee lifecycle
• Intentionally deploying AI where it enhances employee, manager, and business decision‑making, efficiency, and effectiveness

• Intelligent Workforce Workflow Redesign (AI as a coworker) – partner with HR to redesign Hire‑to‑Retire workflows assuming AI performs defined analytical, coordination, and administrative tasks alongside HR professionals and managers, including defining clear human‑AI interaction models, architecting AI‑augmented workflows, and eliminating waste before automating.
• Focus Areas – removing excess approvals, redundant data entry, manual employee data corrections, duplicate HR reporting and analytics processes, unnecessary policy‑driven complexity, and regional/local complexity not tied to regulatory requirements.
• Simplify before layering technology – standardize and harmonize global HR processes before enabling automation, AI, or advanced analytics.
• Partner with HR to drive simplification across workforce strategy and planning, talent acquisition, onboarding and development, employee relations, rewards and retention, workforce redeployment and retirement, employee data and analytics, HR communications, payroll operations, business partner touchpoints, and intentional AI deployment.
• Define decision frameworks for deterministic rule‑based automation, AI‑assisted decision support, human‑only decision authority, and deep Hire‑to‑Retire expertise across all lifecycle stages.
• Influence digital HR investment priorities based on workforce value, partner with HR, IT and Digital teams on HR technology roadmaps, and participate in enterprise process governance forums.

Bachelor’s degree required; MBA or advanced degree preferred.

• 10+ years in leading Human Resources organizations, including workforce strategy and planning, talent acquisition, onboarding and development, employee relations, rewards and retention, workforce redeployment and retirement, employee data and analytics, HR communications, payroll operations, and business partner touchpoints.
• Deep hands‑on experience in Hire‑to‑Retire transformation.
• Proven experience redesigning workflows.
• Experience implementing automation, AI/ML, analytics, or HR platforms in enterprise environments.
• Demonstrated ability to simplify complex cross‑functional processes.

• Enterprise workflow architecture thinking
• Lean mindset (eliminate waste before digitizing)
• AI literacy and responsible AI deployment
• Strong facilitation and stakeholder leadership
• Bias toward simplification and employee experience

The pay range for this role is $130,700 to $205,200 USD annually with additional opportunities for pay in the form of bonus and/or equity (applies to United States of America candidates only). Pay varies by work location, job‑related knowledge, skills, and experience.

• Health insurance
• Dental insurance
• Vision insurance
• Long‑term/short‑term disability insurance
• Employee assistance program
• Flexible spending account
• Life insurance
• Generous time‑off policies, including:
• 4‑12 weeks fully paid parental leave based on tenure
• 11 paid holidays
• Additional flexible paid vacation and sick leave (US benefits overview)

The compensation and benefits information is accurate as of the date of this posting. The Company reserves the right to modify this information at any time, with or without notice, subject to applicable law.