Global HR Operations Leader with AI and Compensation Expertise
Primary specialism: HR Operations inclusive of HR Technology and Shared Services
Markets with deep expertise: Global operations leadership across 90+ countries spanning North America, EMEA, APAC, and India.
Languages : English
Salary expectations: From US$300,000 base plus package
Workforce types directly supported: HR Operations (including Global Shared Services). Payroll. Global Mobility and Immigration. HR Technology and HRIS. Employee Relations. Compensation. Talent Acquisition Operations. Learning Operations. Automation and AI.
Current home country: USA
Mobility Considerations: Based on the US East Coast in North Carolina and open to remote and hybrid roles nationally. No restrictions on regular travel for work. Relocation possible on a two-year horizon.
Team management: Experience leading global teams in both high‑growth and large‑enterprise environments, from a 25‑person team across four countries to a 140‑person full‑time organization that reached 250+ when including contractors and temp staff.
Current/recent employer: High‑growth enterprise SaaS scaling from 1,500 to 3,200+ employees. Prior experience in a USD ~50B enterprise with 70,000+ employees across 90+ countries.
Remits of particular interest: VP or SVP roles owning People Operations, HR Shared Services, and/or HR Technology. I do my best work where the operating model needs real investment, whether that means building it from the ground up in a high-growth environment or resetting it at scale inside a large enterprise: designing governance, standardizing global processes, and putting the technology and data foundations in place for scale. I am drawn to growth, integration, and transformation environments where the People function has to move from reactive execution to intentional design.
Unique expertise: Many People Operations models are built to manage transactions. The best ones are built to enable outcomes. I build the second kind. I design and scale People Operations and Shared Services functions that operate as strategic infrastructure, enabling every part of HR to execute with clarity and consistency. My experience spans global service delivery, HR technology strategy across Workday, ServiceNow and Greenhouse, operating model design, payroll consolidation, governance and AI enabled automation for organizations ranging from 1,500 to more than 70,000 employees. I partner with CHROs and cross functional leaders to build the systems, processes and data foundations that make strategy executable and elevate the employee experience at scale.
Commerciality: I have a long track record of improving how global People Operations performs at scale. I reduced global mobility costs by USD 6.8M through vendor consolidation, delivered annual sustained savings of 5 to 10 percent across HR service delivery and consolidated 11 payroll providers into a single platform, delivering 99.6 percent payroll accuracy. I also cut HR response times from five days to under 24 hours and reduced onboarding time from three weeks to two days, strengthening support quality and accelerating new hire productivity. These results come from building operating models that are clear, consistent and designed to work for employees and leaders across large and complex organizations.
Strengths: Systems thinking. Operating model design. Executive partnership. Global‑scale governance and cost discipline. Steady in ambiguity and hypergrowth. Technology‑enabled transformation.
Need to know: Technology amplifies maturity. It does not replace it. The organizations that get the most from AI are the ones that did the unglamorous work first: clean processes, clear governance, consistent data. That is the work I lead. I build People Operations as the operating core of a high-performing HR function, not an admin layer underneath it.
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CMTS reference: 5564