Regional People Operations Partner II

Job Title: Regional People Operations Partner II

Posting Start Date: 10/2/26

Job Description:

Purpose of the Job

The Regional People Operations Partner is the single point of accountability for the governance and end-to-end execution of HR operational transactions across an entire region, ensuring that every transaction from hire to separation is submitted accurately, on time, and in full compliance within SuccessFactors and related HR systems. Reporting into the corporate People Insights & Analytics function, the role safeguards data integrity, oversees HR performance-management data, and drives the timely clearance of stalled and aged transactions across all stations in the region. It acts as the operational bridge between local station HR, the regional HR leadership, business managers who approve requests, and the corporate HR and People Analytics teams - standardizing execution, elevating data quality, and enabling scalable, compliant HR service delivery on a regional scale.

Scope & Positioning:

• Regional mandate: Owns HR transaction governance for one full region (GCCI, META, EAST or WEST), covering all stations, clusters and countries within that region.
• Governance layer: Distinct from the station-level “Regional People Operations Partner” role. This is a regional governance and oversight position anchored in the corporate People Insights & Analytics team, not a local transactional role.
• Sized by region: Grade and title level are differentiated by region size and complexity (headcount, transaction volume, number of countries/entities).

Job Description

HR Operational Transactions - End-to-End Governance : The role is accountable for governing and executing all HR operational transactions across the regional employee lifecycle, including:

• New hires (offers, hiring actions, system setup coordination).
• Employee separations (resignations, terminations, end‑of‑service processes).
• Promotions, transfers, and job changes.
• Reporting line, organizational, and position updates.
• Employee lifecycle changes impacting payroll, benefits, and reporting.

2. HR Performance Data Oversight:

• Oversee the integrity and completeness of HR performance-management data for the region (goal setting, mid-year and year-end review progress, ratings and existence of PIP records).
• Monitor performance-cycle completion rates by station and grade band, flag bottlenecks, and drive follow‑up with local HR to achieve on‑time cycle closure.
• Ensure performance data feeds regional dashboards and analytics accurately and on schedule.

3. HR Data Management & Cleansing:

• Ensure data accuracy and completeness across SuccessFactors and related HR systems
• Proactively identify and correct:

Inconsistent employee records.

Missing or incorrect job, position, grade, or organizational data.

Historical data issues that affect reporting and analytics.

• Perform regular audits and data quality checks for the assigned region.
• Partner with People Analytics to resolve structural or recurring data issues.

4. SuccessFactors Transaction Processing

• Execute and maintain employee data in SuccessFactors modules (Employee Central and related workflows).
• Ensure correct triggering and completion of system workflows.
• Monitor transaction backlogs, aging, and regional volumes (Clear any Stalled transactions).
• Escalate system or process gaps impacting service delivery.

5. Process Improvement & Standardization

• Contribute to simplification and standardization of HR operational processes.
• Identify recurring transaction issues and propose automation or process fixes.
• Support documentation, SOPs, and Quick Reference Guides as needed.
• Participate in HR transformation and service delivery improvement initiatives.

6. Stakeholder Collaboration & Regional HR Partnership

• Partner closely with Regional HR stakeholders to provide timely, data‑driven insights that support HR direction, enable informed decision‑making, and align operational execution with strategic priorities.

7. Stalled & Aged Transaction Management

• Monitor transaction backlogs, aging (10+ / 30+ days) and regional volumes, and drive clearance of all stalled transactions.
• Prioritize business‑critical transactions (termination, hiring, promotion) within agreed SLAs to avoid payroll and final‑settlement risk.
• Escalate systemic or recurring blockers to the corporate People Insights & Analytics team and regional HR.

8. Compliance & Governance

• Ensure transactions comply with internal HR policies, delegation of authority, and audit requirements.
• Maintain confidentiality and integrity of employee data.
• Support internal and external audits related to employee data and HR operations.

Job Requirements - Experience and Education

Education

• Bachelor’s degree in Human Resources, Business Administration, or related field.

Experience

• Minimum 4–6 years of experience in HR operations, HR shared services, or HR administration.
• Proven experience handling end‑to‑end employee lifecycle transactions.
• Strong exposure to regional or multi‑country HR operations preferred.

Skills

• Strong attention to detail and data accuracy
• Solid understanding of HR operational processes
• Experience working with HR systems (SuccessFactors preferred)
• Ability to manage large transaction volumes with competing priorities
• Strong coordination and stakeholder management skills
• Analytical mindset with problem‑solving capability
• High level of confidentiality and professionalism
• Ability to work independently while supporting regional stakeholders

Leadership Behaviors

Building Outstanding Teams Setting a clear direction Simplification Collaborate & break silos Execution & Accountability Growth mindset Innovation Inclusion External focus

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