Global Process Owner - Hire to Retire

Who we are:

As a global leader in digital infrastructure, QTS designs, builds and operates advanced data centers that support strategic AI, cloud and digital transformation initiatives. We are driven by a mission to connect the world for good and our people make it possible. Every single day, the creativity, dedication and genuine care for our communities are what push us forward and make this a truly special place to be.

Who You Are: (Job Summary)

The Global Process Owner (GPO) is accountable for the design, standardization, governance, and integrity of a critical cross-functional business process across QTS. This role defines the scope of the end-to-end process and ensures it is executed effectively, consistently, and with appropriate controls across the global enterprise. It is accountable for tracking the business value realization of improvements to the end-to-end process.

The GPO operates within the enterprise GPO operating model, partnering closely with the functional leaders who own the management systems, executive cadences, and outcomes of the underlying work and the GPO Leader (who governs enterprise‑wide process standards and consistency). This role ensures the process design, data, controls, and standards enable business outcomes, are decision‑grade and scalable.

What You Will Do: (Job Responsibilities)

Process Ownership & Governance

Own end‑to‑end accountability for a specific process domain and its design, including process boundaries, decision points, controls, and escalation paths across all processes and subprocesses.

• •Define and maintain the end-to-end global process design, scope and taxonomy (L1–L5), including standardized definitions, ownership, handoffs, and documentation aligned with enterprise process standards. Partner with business stakeholders to ensure business process designs effectively meet business objectives.
• •Enforce process governance including stage gates, reconciliations, approval frameworks, and exception handling. Establish and lead process council reviews to evaluate process performance, communicate process health and ensure process roadmaps are aligned with executive stakeholder expectations.
• •Manage intake, prioritization, sequencing and approval of underlying process changes, assessing enterprise impacts, risk, and control implications.
• •Ensure governance for the end-to-end process aligns with enterprise initiative and process governance frameworks.

Standards, Controls & Data Integrity

• •Develop and maintain standardized artifacts, including process maps, SOPs, calendars, RACIs, control points, and KPI definitions.
• •Define and govern critical data elements and assumptions, including ownership, lineage, validation rules, and data quality thresholds in coordination with QTS data owners.
• •Hold sign-off authority on system changes that impact the end-to-end process. Partner with systems and data teams to translate process standards into system requirements and embedded controls. Influence technology roadmaps to support business process design and support IT teams in technical delivery of any changes to the end-to-end process.
• •Apply and evolve the GPO Playbook to ensure consistent documentation depth, governance rigor, and audit readiness.

Performance Monitoring & Continuous Improvement

• •Define, maintain and report process KPIs focused on end-to-end process cycle times and process effectiveness, quality and compliance. Clearly link process KPIs to overall QTS enterprise objectives.
• •Use analytics and process insights to identify bottlenecks, control gaps, and improvement opportunities. Identify and remediate root causes affecting process health using data-driven decision making.
• •Drive prioritized process improvements that strengthen cycle time, quality, employee experience and profitability. Establish a mechanism for capturing and reporting value realization of process improvements.

Enablement & Adoption

• •Support adoption of process standards through training guidance, communications, readiness criteria, and compliance reinforcement.
• •Coordinate rollout of process changes with key functional stakeholders and enterprise change partners.
• •Reinforce disciplined planning behaviors and adherence to enterprise standards.

Scope and Impact

• •Enterprise‑wide ownership and decision rights for end-to-end process designs, standards, KPIs and controls
• •Regular interaction with senior functional leaders; drives process council forums and escalations
• •Direct influence on process execution consistency, data integrity, and quality
• •Measures the business value of process improvements and demonstrates clear linkage to overall QTS business objectives

Process Domain: Hire to Retire

The Hire-to-Retire Global Process Owner is accountable for the end-to-end processes that shape the employee lifecycle, from workforce planning and candidate attraction through separation and post-employment administration. The role establishes standardized, scalable, compliant, and employee-centered processes that enable informed workforce decisions, timely talent acquisition, accurate employee data, effective HR service delivery, reliable payroll and benefits administration, and disciplined workforce transitions. The GPO establishes processes, not HR policy. Learning and Development is explicitly excluded from the role’s process ownership.

What You Will Need to Be Successful: (Required Qualifications, Education, Experience, Certifications)

Bachelor’s degree in Human Resources, Business, Operations, or a related field, or equivalent relevant experience

8+ years of progressive experience in HR operations, HR service delivery, HR transformation, or employee-lifecycle process leadership

Experience operating within a major corporation of more than 5,000 employees, with exposure to complex, multi-location and/or global HR operations

5+ years in an enterprise process ownership, HR operations leadership, shared services, or transformation role with accountability for governance, standardization, controls, KPIs, and measurable outcomes

Demonstrated breadth across multiple Hire-to-Retire processes, not solely one HR specialty, with the ability to manage cross-process dependencies and handoffs

Demonstrated success designing, standardizing, or materially improving end-to-end HR processes at scale while balancing employee experience, compliance, control, cost, and service performance

Strong knowledge of HR operating models, policy-to-process translation, HR controls, employee-data privacy, records governance, and audit requirements

Demonstrated experience partnering with HR technology, data, payroll, finance, legal, security, and business teams to define requirements, data standards, embedded controls, integrations, dashboards, and decision-grade reporting

Experience leading through influence in a highly matrixed organization, resolving competing functional priorities, and driving adoption without relying on direct authority

Executive-level communication skills, including the ability to frame decisions, quantify value, facilitate governance forums, and escalate risks with clear recommendations

Demonstrated use of process metrics and analytics to diagnose root causes, improve service delivery, and sustain measurable results

Familiarity with responsible use of AI and automation tools, including Microsoft Copilot, in HR process and knowledge-work environments

Demonstrated experience with U.S. multi-state HR operations and the ability to partner with HR and Legal subject-matter experts to embed approved employment, privacy, leave, pay, records, and compliance requirements into processes and controls

Nice to Have: (Preferred Qualifications, Education, Experience, Certifications)

Experience leading HR operations or global process ownership in an organization with 10,000+ employees, multiple business units, and geographically distributed operations

Hands-on experience with a m