Global Process Owner - Learning, Talent, and Onboarding

WTW; Philippines; On-site; PHP 3,000,000 - 6,000,000; Full time

Job summary

WTW is seeking a senior HR operations leader to own the end-to-end Learning, Talent, and Onboarding process architecture across regions and delivery organizations.

You will partner with HR, Talent, Learning, HRIT, and business leaders to set strategy, establish a global governance model, drive data-driven improvements, and ensure scalable processes that deliver measurable business outcomes.

Qualifications

• 10+ years of HR operations, onboarding, learning or talent development leadership.
• Bachelor’s degree in Business, HR, or related field; postgraduate degree is a plus.
• Advanced knowledge of HR tech platforms supporting onboarding and learning administration.
• Experience with multinational teams and offshore resources.

Responsibilities

• Own end-to-end Learning, Talent, and Onboarding process architecture, strategy, governance framework and performance outcomes.
• Partner with HR, Talent, Learning, HRIT, business leaders to identify opportunities and define strategies.
• Establish and maintain a global process governance model with policies, controls and standards.
• Lead cross-functional teams to implement onboarding and talent development initiatives and governance enhancements.

Skills

HR operations leadership

Stakeholder influence

Process governance

Data-driven decision making

Change management

Education

Bachelor’s degree in Business/HR

Post-graduate degree a plus

Job description

Description

• Own the end-to-end Learning, Talent, and Onboarding process architecture, strategy, governance framework, and performance outcomes across all regions, business segments, and delivery organizations.
• Partner with HR, Talent, Learning, HRIT, business leaders, and HR Services teams to identify process opportunities, and define short- and long-term process strategies that support enterprise objectives.
• Establish and maintain a global process governance model, including process ownership, decision rights, performance expectations, controls, policies, standards, and exception management.
• Leverage process and operational data to generate insights, identify performance gaps, prioritize improvement opportunities, and enable data-driven decision making.
• Champion a process-first approach with digital / automation process to follow.
• Develop and maintain the global process roadmap, ensuring alignment between COE strategies, HR Services execution, HRIT enablement, business requirements, and employee experience objectives.
• Maintain accountability for end-to-end Learning, Talent, and Onboarding process design, process health, performance standards, and continuous improvement priorities.
• Govern global process standards, policies, controls, roles, handoffs, exception frameworks, and decision-making authorities to ensure consistency and scalability.
• Define and monitor key process performance indicators, including effectiveness, efficiency, quality, cycle time, adoption, compliance, stakeholder experience, and business outcomes.
• Identify process risks, control gaps, and emerging business requirements, ensuring appropriate mitigation plans and governance mechanisms are established.
• Partner with HR Services, HRIT, Talent, and Learning teams to ensure process execution aligns with approved standards and intended business outcomes.
• Evaluate and prioritize improvement opportunities, ensuring resources are focused on initiatives that deliver measurable value and strategic impact.
• Collaborate with stakeholders and lead in defining and communicating the future-state vision, strategy, and roadmap for Learning, Talent, and Onboarding processes in alignment with enterprise objectives and the HR Operations Strategy Leader.
• Serve as the main point of contact for leading cross-functional teams to implement and execute onboarding and talent development initiatives and process changes, including operating model updates, M&A impacts, location strategy, platform changes, and policy or control enhancements.
• Standardize global onboarding and talent development practices where appropriate while enabling local legal, regulatory, and business requirements to be handled through clear exception governance.
• Identify opportunities to improve self-service, automation, knowledge content, workflow orchestration, and reporting so that process execution is easier to manage and easier for employees and managers to navigate.
• Translate transformation priorities into roadmaps, milestones, stakeholder engagement plans, readiness activities, and measurable business outcomes.

The role serves as the primary authority for global process design and governance decisions, ensuring sustainable process performance and operational excellence across the Learning, Talent, and Onboarding value streams.

• Own the end-to-end Learning, Talent, and Onboarding process architecture, strategy, governance framework, and performance outcomes across all regions, business segments, and delivery organizations.
• Partner with HR, Talent, Learning, HRIT, business leaders, and HR Services teams to identify process opportunities, and define short- and long-term process strategies that support enterprise objectives.
• Establish and maintain a global process governance model, including process ownership, decision rights, performance expectations, controls, policies, standards, and exception management.
• Leverage process and operational data to generate insights, identify performance gaps, prioritize improvement opportunities, and enable data-driven decision making.
• Champion a process-first approach with digital / automation process to follow.
• Develop and maintain the global process roadmap, ensuring alignment between COE strategies, HR Services execution, HRIT enablement, business requirements, and employee experience objectives.
• Maintain accountability for end-to-end Learning, Talent, and Onboarding process design, process health, performance standards, and continuous improvement priorities.
• Govern global process standards, policies, controls, roles, handoffs, exception frameworks, and decision-making authorities to ensure consistency and scalability.
• Define and monitor key process performance indicators, including effectiveness, efficiency, quality, cycle time, adoption, compliance, stakeholder experience, and business outcomes.
• Identify process risks, control gaps, and emerging business requirements, ensuring appropriate mitigation plans and governance mechanisms are established.
• Partner with HR Services, HRIT, Talent, and Learning teams to ensure process execution aligns with approved standards and intended business outcomes.
• Evaluate and prioritize improvement opportunities, ensuring resources are focused on initiatives that deliver measurable value and strategic impact.
• Collaborate with stakeholders and lead in defining and communicating the future-state vision, strategy, and roadmap for Learning, Talent, and Onboarding processes in alignment with enterprise objectives and the HR Operations Strategy Leader.
• Serve as the main point of contact for leading cross-functional teams to implement and execute onboarding and talent development initiatives and process changes, including operating model updates, M&A impacts, location strategy, platform changes, and policy or control enhancements.
• Standardize global onboarding and talent development practices where appropriate while enabling local legal, regulatory, and business requirements to be handled through clear exception governance.
• Identify opportunities to improve self-service, automation, knowledge content, workflow orchestration, and reporting so that process execution is easier to manage and easier for employees and managers to navigate.
• Translate transformation priorities into roadmaps, milestones, stakeholder engagement plans, readiness activities, and measurable business outcomes.

Qualifications

• 10+ years of HR operations, onboarding, learning, talent development, talent management, or related global process leadership experience with proven career progression and strong execution in GBS methodologies and centralization transformation.
• Bachelor’s degree in Business, Human Resources, Organizational Development, Learning, or a related field; post-graduate degree is a plus.
• Advanced working knowledge of HR technology platforms supporting onboarding, talent development, learning administration, case management, workflow, knowledge management, reporting, and HR data.
• Experience working with multinational companies, including large, geographically dispersed teams and offshore resources.
• Ability to influence senior HR stakeholders and lead global HR projects with a focus on innovation, operational excellence, employee experience, and continuous improvement.
• Strong strategic, business, analytical, and communication skills, with experience in consulting, professional services, or insurance/financial services being a plus.
• Process management and process improvement knowledge is a plus.

WTW is an Equal Opportunity Employer