Manager, North America Employee Lifecycle Administration - Global Industrial

Genuine Parts Company; Birmingham (AL); On-site; USD 100,000 - 140,000; Full time

Job summary

Motion Industries is seeking a Manager, Employee Lifecycle to lead the North American HR lifecycle team across the United States, Canada, and Mexico. You will establish operating standards, resources, and controls to ensure compliant, timely lifecycle activities from pre-hire onboarding to offboarding and data maintenance.

Responsibilities include prioritizing work, scaling the team, overseeing service delivery, and guiding escalations with HR, Payroll, Legal, and other stakeholders.

Qualifications

• Bachelor’s degree in Human Resources, Business Administration, Management, or a related field, or equivalent experience.
• 5+ years of progressive experience in HR operations, HR shared services, employee lifecycle administration, HR service delivery, or a related function.
• 2+ years of experience leading, supervising, or providing day-to-day direction to an HR operations or service delivery team.
• Demonstrated experience leading teams responsible for employee lifecycle transactions, HR data, service requests, operational controls, and escalations in a complex organization.
• Working knowledge of HR policies, employment practices, data privacy, records management, and internal controls.
• Experience using service performance measures and operational data to manage work, improve quality, and drive decisions.

Responsibilities

• Lead the team responsible for day-to-day employee lifecycle administration across the United States, Canada, and Mexico, setting priorities and holding the team accountable for accurate, consistent, and timely service delivery.
• Provide leadership oversight across pre-hire and onboarding administration, employee data changes, job and organization changes, transfers, status changes, employment verification support, offboarding, and other assigned lifecycle services.
• Ensure the HR Administration team has clear priorities, appropriate staffing, effective tools, current procedures, required training, quality controls, escalation support, and defined service standards.
• Hold the HR Administration team accountable for appropriately documenting, resolving, and communicating employee and manager requests through ServiceNow and for completing accurate, timely updates in Workday.
• Provide leadership direction for complex or sensitive operational escalations, ensuring team members engage the appropriate HR, Payroll, Legal, Compliance, or business stakeholders and drive issues to resolution.

Skills

Leadership

HR operations

Workday

ServiceNow

Data integrity

Stakeholder mgmt

Process improvement

Communication

Problem solving

Project management

Education

Bachelor’s degree in HR/Business Admin/Management

Tools

Workday HCM

ServiceNow

Job description

Job Summary

The Manager, Employee Lifecycle leads the team responsible for employee lifecycle administration across Motion’s North American organization, supporting the United States, Canada, and Mexico. The role establishes the operating conditions, resources, standards, controls, and accountability needed for consistent, accurate, timely, and compliant execution across key moments in the employee journey, including pre-hire and onboarding, job and employment changes, employee data maintenance, offboarding, and related HR administration. This manager sets priorities, manages team capacity and performance, removes barriers, oversees service quality and escalations, and partners with HR, People Systems, Payroll, Talent Acquisition, Total Rewards, Finance, Legal, and business stakeholders to deliver a simple and reliable employee and manager experience. The role provides leadership oversight for the team’s use of Workday as the system of record and ServiceNow for case intake, workflow, knowledge, and service management, while driving standardization, controls, continuous improvement, and effective self-service.

Responsibilities

Employee Lifecycle Service Delivery

• Lead the team responsible for day-to-day employee lifecycle administration across the United States, Canada, and Mexico, setting priorities and holding the team accountable for accurate, consistent, and timely service delivery.


• Provide leadership oversight across pre-hire and onboarding administration, employee data changes, job and organization changes, transfers, status changes, employment verification support, offboarding, and other assigned lifecycle services.


• Ensure the HR Administration team has clear priorities, appropriate staffing, effective tools, current procedures, required training, quality controls, escalation support, and defined service standards.


• Hold the HR Administration team accountable for appropriately documenting, resolving, and communicating employee and manager requests through ServiceNow and for completing accurate, timely updates in Workday.


• Provide leadership direction for complex or sensitive operational escalations, ensuring team members engage the appropriate HR, Payroll, Legal, Compliance, or business stakeholders and drive issues to resolution.

Team Leadership & Performance Management

• Lead, coach, and develop HR Administration team members, reinforcing accountability, collaboration, customer focus, and continuous improvement.


• Set clear performance expectations and monitor workload, capacity, productivity, quality, timeliness, and customer experience.


• Build team capability through structured onboarding, cross-training, knowledge sharing, coaching, and development planning.


• Maintain effective coverage and workload balancing across countries, lifecycle processes, and periods of increased demand.


• Create an inclusive, service-oriented environment in which team members raise risks, solve problems, and take ownership of outcomes.

Process, Controls & Compliance

• Establish oversight and accountability to ensure the team completes lifecycle transactions and maintains records in accordance with company policies, approved procedures, internal controls, data privacy requirements, and applicable employment practices.


• Ensure team members have access to current process documentation, desktop procedures, checklists, controls, and audit requirements for assigned employee lifecycle services.


• Partner with Knowledge & Policy Management and HR Process Excellence to keep procedures, knowledge articles, forms, and employee guidance current and aligned.


• Establish a quality-management approach that monitors team output, identifies root causes of errors or rework, and holds owners accountable for corrective actions that improve accuracy and reduce risk.


• Oversee team readiness and responsiveness for audits, regulatory requests, records requirements, and issue remediation, ensuring complete, accurate, and timely documentation is available

Systems, Data & Service Management

• Hold the team accountable for accurate and timely entry, review, and maintenance of employee data and transactions in Workday, supported by appropriate training, controls, and monitoring.


• Use ServiceNow reporting and service-management practices to oversee team case queues, workload distribution, escalations, service levels, trends, and the employee and manager support experience.


• Partner with People Systems product teams to define operational requirements, test changes, support releases, and improve Workday and ServiceNow workflows.


• Monitor lifecycle data integrity and ensure the appropriate team members and system or process owners resolve transaction, integration, workflow, and downstream issues.


• Create accountability for capturing recurring questions and process friction, then sponsor improvements to knowledge, forms, automation, guidance, and employee or manager self-service.

Operational Excellence & Stakeholder Partnership

• Define and report service measures such as volume, backlog, aging, turnaround time, first-time quality, rework, service-level attainment, and customer feedback.


• Analyze case, transaction, and quality data to identify trends, risks, capacity needs, and opportunities for standardization or automation.


• Sponsor and govern process improvements from problem definition through implementation, adoption, stabilization, and benefits tracking, assigning clear team ownership for execution.


• Partner with HR Service Delivery, Benefits & Leave, Talent Acquisition, Payroll, Total Rewards, HR Business Partners, People Systems, and HR Operational Excellence to deliver connected end-to-end services.


• Ensure operational readiness for policy, process, organization, and system changes by confirming impacts are assessed, procedures are updated, team members are prepared, and post-launch performance is monitored.


• Manage assigned vendor or third-party service relationships, when applicable, against agreed quality, timeliness, compliance, and cost expectations.

Qualifications

• Bachelor’s degree in Human Resources, Business Administration, Management, or a related field, or equivalent experience.


• 5+ years of progressive experience in HR operations, HR shared services, employee lifecycle administration, HR service delivery, or a related function.


• 2+ years of experience leading, supervising, or providing day-to-day direction to an HR operations or service delivery team.


• Demonstrated experience leading teams responsible for employee lifecycle transactions, HR data, service requests, operational controls, and escalations in a complex organization.


• Working knowledge of HR policies, employment practices, data privacy, records management, and internal controls.


• Experience using service performance measures and operational data to manage work, improve quality, and drive decisions.


• Strong people leadership, customer service, problem-solving, process improvement, communication, and stakeholder-management skills.


• Ability to manage competing priorities, exercise sound judgment, and deliver accurate results in a high-volume environment

Preferred Qualifications

• Hands-on experience with Workday HCM, including employee data, staffing, organizational, and business-process transactions.


• Experience with ServiceNow HR Service Delivery or a comparable HR case-management and knowledge platform.


• Experience supporting HR operations across multiple jurisdictions, including the United States, Canada, and Mexico.


• Experience in a large, multi-site industrial, distribution, or service organization.


• Experience with process standardization, shared-services transitions, automation, quality management, audit readiness, or operational transformation.


• Professional certification or advanced training in human resources, process improvement, project management, or change management.

Leadership Expectations

• Lead with a service mindset and make the employee and manager experience central to operational decisions.


• Create clarity, accountability, and consistency while supporting team development and collaboration.


• Balance speed, quality, compliance, and customer needs when resolving operational issues.


• Build trusted partnerships and communicate proactively across HR and the business.


• Use data, disciplined problem solving, and continuous improvement to strengthen service performance.

PHYSICAL DEMANDS:

Work is performed in an office environment and

COMPANY INFORMATION:

Motion Industries offers an excellent benefits package which includes options for healthcare coverage, 401(k), tuition reimbursement, vacation, sick, and holiday pay.

DISCLAIMER:

This job description illustrates the general nature and level of work performed by employees within this job classification. It is not intended to contain or be interpreted as a comprehensive inventory of all duties, responsibilities and skills required. Management retains the right to add or modify duties at any time.

GPC conducts its business without regard to sex, race, creed, color, religion, marital status, national origin, citizenship status, age, pregnancy, sexual orientation, gender identity or expression, genetic information, disability, military status, status as a veteran, or any other protected characteristic. GPC’s policy is to recruit, hire, train, promote, assign, transfer and terminate employees based on their own ability, achievement, experience and conduct and other legitimate business reasons.