PandC Operations Governance And Standardization Specialist

Vestas; Pasay; Sur place; PHP 600 000 - 900 000; Plein temps

Résumé du poste

Vestas in the Philippines is seeking a Governance and Standardisation Specialist to set and maintain the standards, governance, and release train discipline that keeps People Ops changes controlled, consistent, and scalable.

You will provide governance clarity to stakeholders, enforce standards, and partner with CI and Process Excellence roles to align improvements. This role offers the opportunity to influence how changes land with measurable outcomes.

Qualifications

• Experience designing governance and release-train cadences.
• Disciplined change-control mindset with strong attention to detail.
• Able to manage stakeholders and enforce standards constructively.
• Understanding HR operations risks from poorly governed change.

Responsabilités

• Define and maintain standards, templates, and decision-rights artefacts.
• Operate release train governance: cadence, gates, readiness checks, change control.
• Manage governance forums with documented decisions and actions.
• Track benefits and value assurance for changes.
• Enforce standards and drive adoption across People Ops; leadership engagement.
• Monitor adoption, address governance gaps with SSC Director and Tower Lead.

Connaissances

Governance design

Stakeholder management

Attention to detail

HR Ops risk awareness

Description du poste

Job Description:

Role Summary

The Governance and Standardisation Specialist sets and maintains the standards, governance, and release train discipline that keep People Ops changes controlled, consistent, and scalable. The role ensures improvements and changes land safely, with clear decision rights and measurable outcomes.

Purpose

To set and maintain the standards, governance, and release train discipline that keep People Ops changes controlled, consistent, and scalable, ensuring improvements and changes land safely with clear decision rights and measurable outcomes.

Key Responsibilities

• 1. Standards and decision-rights ownership

  Define and maintain standards, templates, and decision-rights artefacts, updating and refining these regularly.

• 2. Release train operation

  Operate release train governance: cadence, gates, readiness checks, and change control.

  Examples include:

  • Reviewing upcoming changes and confirming readiness against standards and gates
• 3. Governance forum management

  Ensure governance forums run effectively with documented decisions and clear actions.

  Examples include:

  • Documenting decisions, tracking actions, and ensuring governance compliance
• 4. Benefits and value assurance

  Track benefits and value assurance for changes and improvements.

  Examples include:

  • Assessing benefit and value cases for upcoming changes
• 5. Standards enforcement and stakeholder engagement (Leadership)

  Enforce standards constructively and drive adoption across People Ops.

  Examples include:

  • Providing governance clarity to stakeholders and reducing ambiguity in change processes
  • Partnering with CI and Process Excellence roles to align improvements to standards
  • Influencing senior stakeholders to maintain discipline and predictable delivery
• 6. Adoption monitoring

  Follow up on adoption issues, reversals, or governance gaps, engaging the SSC Director and Tower Lead on prioritisation and decision gates.

Skills, Knowledge and Experience

• Governance and operating rhythm design, including cadences and decision frameworks.
• Strong attention to detail with a disciplined change-control mindset.
• Skilled stakeholder manager able to enforce standards constructively.
• HR Ops context and understanding of risks from poorly governed change.

Objectives

• 1. Reduced risk: reduce risk and rework from uncontrolled change.
• 2. Predictability: increase predictability of delivery and improvement.
• 3. Sustained adoption: ensure standards are adopted and sustained.
• 4. Clear accountability: maintain clear decision rights and measurable outcomes.

What This Role Is Not

• Does not identify or prioritise CI items itself - that is the Continuous Improvement Specialist
• Does not design process content - that is the Process Optimisation Specialist
• Does not own platform configuration - that is the ServiceNow Specialist
• Not a people manager role Instead, it sets the guardrails and cadence that CI, process design, and platform changes must operate within.

12-Month Key Shifts (Current to Future)

• From ad hoc change to a release train functioning with clear gates and predictable outcomes
• From inconsistent practice to standards and decision rights consistently applied across People Ops
• From surprises and reversals to fewer surprises and clearer accountability
• From undocumented decisions to a documented, compliant governance record

How This Role Complements Others

• Shared Service Center Lead: governance ownership, escalation, and prioritisation runs through this relationship.
• Continuous Improvement & Process Excellence roles: aligns improvements to standards and the release train.
• SSC Director and Tower Lead: engages on readiness, prioritisation, and decision gates.
• Performance & Data Manager and Reporting Specialist: draws on the evidence base for prioritisation and risk.

Our commitment to a fair hiring.

At Vestas, we evaluate all candidates solely based on their professional experience, education, and relevant skills. To support a fair recruitment process, we kindly ask that you remove any photos, dates of birth or graduation, gender pronouns, marital status, or other personal information not relevant to the role before submitting your CV/resume. Your CV/resume should focus on your professional and educational background, along with the necessary contact details (email and phone number). We train our hiring teams in inclusive evaluation and regularly review process outcomes to ensure fairness.

DEIB Statement

At Vestas, we recognize the value of diversity, equity, and inclusion in driving innovation and success. We strongly encourage individuals from all backgrounds to apply, particularly those who may hesitate due to their identity or feel they do not meet every criterion. As our CEO states, "Expertise and talent come in many forms, and a diverse workforce enhances our ability to think differently and solve the complex challenges of our industry". Your unique perspective is what will help us powering the solution for a sustainable, green energy future.

About Vestas

Vestas is the energy industry’s global partner on sustainable energy solutions. We are specialised in designing, manufacturing, installing, and servicing wind turbines, both onshore and offshore.

Across the globe, we have installed more wind power than anyone else. We consider ourselves pioneers within the industry, as we continuously aim to design new solutions and technologies to create a more sustainable future for all of us. With more than 200 GW of wind power installed worldwide and 40+ years of experience in wind energy, we have an unmatched track record demonstrating our expertise within the field.

With 39,000 employees globally, we are a diverse team united by a common goal: to power the solution - today, tomorrow, and far into the future.

Vestas promotes a diverse workforce which embraces all social identities and is free of any discrimination. We commit to create and sustain an environment that acknowledges and harvests different experiences, skills, and perspectives. We also aim to give everyone equal access to opportunity.

To learn more about our company and life at Vestas, we invite you to visit our website at www.vestas.com and follow us on our social media channels. We also encourage you to join our Talent Universe to receive notifications on new and relevant postings.