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Open nowPosted 6 days ago

Sr Manager - HR Transformation and Automation

Diversified94 open roles

Where
Bengaluru, Karnataka, India
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Your applicationOpen nowSr Manager - HR Transformation and AutomationDiversified · Bengaluru, Karnataka, India

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The clock on this job

Early applications get read.

12.3% of postings close within 7 days. Measured by our own scanner across the market. Diversified postings stay open a median of 20 days.

Share of postings closed within
  1. 2.1%1 day
  2. 4.5%3 days
  3. 12.3%7 days
  4. 19.3%14 days
  5. 35.6%30 days
  6. 58.1%60 days
This job: posted 6 days ago

Diversified median: 20 days open

The posting

Shift Timings - 5PM - 2AM IST

Senior Manager – HR Process Automation & Transformation Location: IndiaScope: GlobalReports to: Sr. Director – Global HR Operations Position Summary The Senior Manager – HR Process Automation & Transformation will lead the redesign, standardization, and automation of HR processes across the global employee lifecycle. This role partners with HR functional leaders to understand how work is performed today, challenge unnecessary complexity and variation, and design scalable global processes that improve efficiency, service delivery, and the employee and manager experience. The Senior Manager will bring a combination of HR process expertise, continuous improvement methodology, and hands-on technology capability. The successful candidate will be equally comfortable facilitating global process design, challenging existing ways of working, and personally building practical low-code automation solutions. The role sits within HR Operations and works closely with HR Shared Services (HRSS), HCM/HRIS, HR Centers of Excellence, regional HR teams, and Enterprise Technology. Key Responsibilities

Lead end-to-end discovery, assessment, and redesign of HR processes across functions and regions, identifying opportunities to eliminate unnecessary steps, simplify work, and create scalable global standards. Begin with Talent Acquisition and work through entire employee life cycle. Facilitate current- and future-state process design, including workflows, ownership, handoffs, controls, regional variations, service expectations, and measures of success. Establish and apply consistent process improvement and documentation methodologies, ensuring redesigned processes can be successfully implemented, operationalized, and continuously improved. Identify opportunities to reduce manual work, improve accuracy, increase self-service, and create capacity through automation and technology. Personally design, build, test, and implement appropriate low-code solutions using Microsoft Power Automate, Power Apps, SharePoint/Lists, Forms, and related enterprise technologies. Partner with HCM/HRIS to leverage native platform capabilities where appropriate and with Enterprise Technology when solutions require broader integration, architecture, security, or technical support. Evaluate emerging AI capabilities and identify practical opportunities to apply AI, agents, intelligent workflow, knowledge retrieval, and other technologies to improve HR processes and service delivery. Partner with HR functional owners, HRSS, HCM/HRIS, HRBPs, and regional HR teams to translate business needs into practical solutions and drive stakeholder alignment, implementation, and adoption. Use data and operational metrics to identify improvement opportunities and demonstrate measurable results in efficiency, quality, cycle time, experience, and capacity.

Required Qualifications

10+ years of progressive experience in HR Operations, HR transformation, HR Shared Services, HR technology, business process improvement, or a related field. Demonstrated experience leading end-to-end business process transformation, from current-state discovery through future-state design, implementation, and stabilization. Strong knowledge of HR processes across multiple areas of the employee lifecycle. Experience facilitating process-design sessions with functional leaders and cross-functional stakeholders. Demonstrated ability to challenge existing processes, identify root causes, and translate business requirements into practical future-state solutions. Experience designing processes across multiple countries, regions, business units, or other complex operating environments. Hands-on experience designing and building workflow automation using Microsoft Power Automate. Working knowledge of Microsoft Power Platform and related technologies, including Power Apps, SharePoint/Lists, Forms, or comparable enterprise automation tools. Experience working with enterprise HCM platforms and partnering with HRIS/HCM teams on technology-enabled process solutions. Strong analytical, communication, and stakeholder-management skills, with the ability to influence without direct authority.

Preferred Qualifications

Experience transforming Talent Acquisition, onboarding, or other Hire-to-Retire processes. Experience working within or closely partnering with a global HR Shared Services or HR Operations environment. Understanding of HR service-delivery models, case management, service levels, operational metrics, and continuous improvement. Previous experience leading employees, project teams, or operational teams. Experience with Dayforce or another major enterprise HCM platform. Practical experience applying Microsoft Copilot, AI assistants/agents, or other generative AI capabilities to business processes. Lean, Six Sigma, continuous improvement, business process management, or similar training/certification. Experience within a Global Capability Center (GCC), multinational organization, or HR transformation/consulting environment. Change management and/or project management experience.

Success Profile The successful candidate will be a process thinker first and a technologist second. They will be naturally curious about why work is performed a certain way and comfortable challenging established practices while building strong partnerships with functional experts. They will balance global standardization with legitimate local requirements and understand that automation is not the objective—better business outcomes are. The ideal candidate will be comfortable moving between strategy and execution and demonstrate the operational and leadership capabilities to take on broader HR Operations responsibilities as the organization and role evolve.

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