Purpose of Role:

The End-to-End Process Owner for Workforce Optimization (RIF) will be part of GHR COE’s Services organization within Global Human Resources. This role is responsible for leading and optimizing the workforce reduction process globally, focusing on process standardization, compliance, efficiency, and business requirements. The End-to-End Process Owner will work closely with GHR leadership, GHR COE’s, Finance, Marketing, Communications, Technology teams, and business stakeholders to drive operational excellence and decision-making in workforce reductions, ensuring alignment and coordination among all stakeholders while minimizing risks and ensuring consistent compliance requirements.

Major Responsibilities

Process Ownership & Governance

• Define, design, and govern end-to-end workforce optimization (RIF) process globally.

• Ensure global consistency while accommodating local regulatory and legal variances in workforce reductions.

• Create guidance on requirements for stakeholders for future workforce optimization (RIF) planning.

Process Analysis & Optimization

• Conduct detailed process analysis, including data collection on cycle time, headcount impact, time-spend, stakeholder roles, and efficiency metrics to drive continuous improvements.

Technology & Automation

• Collaborate with GHR technology teams to leverage automation and digital tools for efficient execution of workforce reductions.

Stakeholder Management

• Partner with GHR COE’s, ER, legal, Marketing, Communications, Compliance & Finance teams to align workforce reduction policies and practices.

• Ensure that all stakeholders are involved in discussions around pending RIFs.

Operational Excellence

• Benchmark against industry best practices and develop key Service Level Agreements and Key Performance Indicators to measure process effectiveness.

• Establish robust change control mechanisms to manage process modifications effectively.

Individual Contributor

• Act as the subject matter expert and trusted advisor for workforce optimization process.

• Develop and maintain GHR policy documentation related to workforce reductions.

• Track user compliance with defined processes, ensuring adherence globally.

• Monitor and measure process performance, identifying areas for efficiency gains and cost reduction.

• Drive collaboration with GHR COE’s, HR Business Partners & Finance to ensure smooth execution and support for impacted employees.

Managerial

• Lead the workforce optimization team, providing regular coaching and development.

• Train the team in new processes and procedures focusing on operational excellence.

• Monitor effectiveness of workforce optimization activities, identifying areas for improvement.

• Manage service performance SLAs through regular reporting.

• Provide ongoing guidance, mentoring, training, and direction.

• Conduct regular performance reviews, managing day-to-day performance requirements.

• Participate in wider projects as required.

• Experience in a similar role, preferably in financial services/banking.

Skills and Experience

• 12+ years of GHR experience with a strong focus on GHR COE’s, workforce optimization/reductions, process transformation, and compliance, preferably in financial services/banking.

• Expertise in GHR process design, documentation, and governance.

• Strong knowledge of workforce transition strategies, employment laws, and regulatory requirements across geographies.

• Experience working with GHR technology platforms and automation tools for process efficiency.

• Proficiency in data analysis and process improvement methodologies (e.g., Six Sigma, Lean, Agile).

• Ability to drive cross-functional partnerships with GHR COE’s, ER, HR Business Partners, finance, and business leaders.

Required Competencies

• Strategic Thinking – Ability to align workforce optimization/reduction strategies with business objectives.

• Change Management – Strong capability to lead change in GHR processes and drive stakeholder adoption.

• Analytical & Data-Driven Decision Making – Expertise in process metrics, SLAs, and KPIs.

• Leadership & Influence – Ability to engage and influence senior GHR and business leaders.

• Global Mindset – Experience working in a multinational environment, balancing standardization with local legal requirements.

• Risk & Compliance Management – Deep understanding of employment regulations related to workforce reductions.

Key Responsibilities

• Assess and recommend changes to the existing global workforce optimization (RIF) process to enhance the experience of key stakeholders.

• Define roles and responsibilities for key process steps and interaction models across all key stakeholder groups.

• Establish and manage performance objectives, success metrics, and service levels.

• Collaborate with SMEs to develop tools, data requirements, and operating models to support the RIF process.

• Document end-to-end workforce optimization (RIF) process steps and procedural deliverables to ensure consistency and updates as needed.

• Identify and assess dependencies and challenges in the workforce optimization (RIF) process globally.

• Coordinate related activities across multiple stakeholders.

• Manage and coordinate the governance process to ensure effective operation and decision-making.

• Establish standards to measure, monitor, and improve the process alignments with best practice benchmarks.

• Seek regular feedback on process effectiveness and identify corrective actions as needed.

• Define appropriate communication routines to ensure transparency and goal alignment.

• Serve as the main point of contact with Finance regarding severance-related accounting charges, and accruals

• Consult and influence executives on strategic HR issues related to workforce reductions.

Qualifications

• Proven ability to drive process improvements and operationalize manual processes.

• Experience in change and project management.

• Strong relationship management and influencing skills with key partnerships.

• 8+ years of progressive HR experience in process design within a global organization.

• Service excellence and process design mindset with the ability to work with time-sensitive deadlines.

• Demonstrated ability to collaborate, adapt to change, and drive execution at all levels within a global organization.

• Strong communication, organizational, consulting, interpersonal, influencing, and negotiation skills.

• Natural ability to communicate challenging news proactively to allow opportunity for assessment and necessary changes.