Service Delivery and Operating Model Architect

The Church of Jesus Christ of Latter-day Saints; Salt Lake City (UT); On-site; USD 120,000 - 180,000; Full time

Job summary

The Church of Jesus Christ of Latter-day Saints is seeking an experienced operations professional to design and validate a new support model for ERP, EPM, and HCM migrations to Oracle Fusion Cloud. You will replace ad-hoc processes with deliberate, scalable procedures while ensuring continuity between Oracle and PeopleSoft environments.

You will define escalation paths, ownership, and integration with ServiceNow, ensuring minimal disruption during post-go-live phases and across time zones.

Qualifications

• Bachelor's Degree in a related field is required.
• Experience in running, improving, or redesigning operations with accountability for outcomes (bonus: Master’s +6 years).
• Experience designing tiered support models and working with cross-functional teams is preferred.

Responsibilities

• Learn how current support works by observing the live processes across migrated and non-migrated areas.
• Design the support model, specify intake/escalation/ownership, and define rollout in ServiceNow including routing and knowledge management.
• Ensure live operations remain stable and separate from migrating areas, managing changes and go-lives.
• Produce the necessary runbooks, escalation/RACI matrices, intake scripts, and training materials; plan hypercare.
• Define success metrics and ensure smooth handover to the operating team.

Skills

Process improvement

Documentation

Agile delivery

ServiceNow

Cross-team collaboration

ERP familiarity

Education

Bachelor's Degree in a related field

Tools

ServiceNow

Job description

Job Description

The Church is moving its ERP, EPM, and HCM systems to Oracle Fusion Cloud, area by area, over several years. Until the last area moves, PeopleSoft 9.2 stays live alongside it. Two systems run at once, and the line between them shifts with every migration.

Someone must work out how the business gets supported through that. Who to call. Who picks it up. Who owns the answer. And how that changes each time an area crosses over.

That is this job. You design the support model, prove it works, and hand it to the team who will run it.

Support today runs on a mix of written process and tradition, and none of it transfers automatically to Oracle. You are here to replace habit with something deliberate, without breaking what already works.

This is not a finance role and not a systems administration role. It is an operations role for someone who understands how a business runs and is comfortable around technology.

Job Description

The Church is moving its ERP, EPM, and HCM systems to Oracle Fusion Cloud, area by area, over several years. Until the last area moves, PeopleSoft 9.2 stays live alongside it. Two systems run at once, and the line between them shifts with every migration.

Someone must work out how the business gets supported through that. Who to call. Who picks it up. Who owns the answer. And how that changes each time an area crosses over.

That is this job. You design the support model, prove it works, and hand it to the team who will run it.

Support today runs on a mix of written process and tradition, and none of it transfers automatically to Oracle. You are here to replace habit with something deliberate, without breaking what already works.

This is not a finance role and not a systems administration role. It is an operations role for someone who understands how a business runs and is comfortable around technology.

Responsibilities

• What you will do:
• Learn how support really works today. Sit with the people doing the work, in the areas where they do it. Find the workarounds they invented when the official path was too slow. Some are smart and belong in the design. Some exist for a real regulatory reason. Some are just habit. Telling them apart is most of the skill. Build a factual baseline of ticket volumes, categories, and where work gets stuck.
• Design the support model. Define how work arrives, who handles it, when it escalates, and who owns the outcome. That covers first-line intake, escalation routing, second-line functional and third-line technical ownership, escalation to Oracle, and where each tier sits in the organization. Specify how this runs in ServiceNow: categorization, routing, priority and severity, service targets, and how knowledge articles are written, reviewed, and retired. The ServiceNow team builds it. You specify it and test it. Define roles, capacity, coverage across time zones, and the skills each tier needs. The model has to keep working after each post-go-live support phase, with some areas on Oracle and some still on PeopleSoft.
• Keep live operations and delivery safe from each other. While the program builds for areas that have not yet migrated, the areas already live are running real business on Oracle. A change made for one can break the other. You will track planned changes on both sides, set the rules for which lane a change belongs in, and manage the pauses around each go-live.
• Make it real, then hand it over. Produce what people need to run the model: process documentation, runbooks, escalation and RACI matrices, intake scripts, and training material. Support hypercare planning. Define the measures that show whether it is working. Then transfer it properly. Your success is how well it runs after you step back.

How you will work

• Keep the whole picture in view. Hold the detail of a routing rule and the shape of the enterprise at the same time, and know which one the person in front of you needs.
• Take Voice of the Customer seriously. A model that looks elegant in a diagram and frustrates someone in an area office has failed.
• Work as one team. Us-and-them between the business and support quietly ruins operations. You will design across divisions, departments, and areas where nobody reports to you, and the work has to feel shared rather than imposed.
• Speak up. When something needs to change, say so early, to the right person.
• Aim for results, not perfection. Put something workable in front of people and improve it. Work in short cycles. Show your thinking. Change your mind openly.
• Be someone people want to work with. We can teach a process or a platform. We cannot manufacture the person a team is glad to have around.

Required

QUALIFICATIONS

• Bachelor's Degree in a related field.
• Minimum 8 or more years running, improving, or redesigning operations in a business setting, owning the outcome rather than only documenting the process or Master's degree and 6 years of experience.

Nice to have

• Process improvement that held up after you left.
• Experience leading design work across teams you do not manage, through credibility rather than authority.
• Ability to document undocumented work by getting alongside the people who do it.
• Enough fluency with enterprise systems, ERP preferred, to work confidently with technical teams. You will not be configuring anything.
• Experience designing or running tiered support models, including intake, triage, escalation, and ownership, and working familiarity with ServiceNow or a similar platform.
• Experience working across areas, time zones, and cultures, and clear writing that others can pick up and use without asking you questions.
• Lean Six Sigma. The mindset matters more to us than the belt.
• Agile or iterative delivery experience.
• Oracle Fusion Cloud, PeopleSoft 9.2, or both.
• ITIL v4 Foundation or equivalent service management grounding.
• Knowledge-Centered Service (KCS) or similar.
• A large nonprofit, mission-driven, or public-sector background.

About Us

Church employees find joy and satisfaction in using their unique talents and abilities to further the Lord’s work. From the IT professional who develops an app that sends the gospel message worldwide, to the facilities manager who maintains our buildings— giving Church members places to worship, teach, learn, and receive sacred ordinances—our employees seek innovative ways to share the gospel of Jesus Christ with the world. They are literally working in His kingdom.

Only members of the Church who are worthy of a temple recommend qualify for employment. Apart from this, the Church is an equal opportunity employer and does not discriminate in its employment decisions on any basis that would violate U.S. or local law.

Qualified applicants will be considered for employment without regard to race, national origin, color, gender, pregnancy, marital status, age, disability, genetic information, veteran status, or other legally protected categories that apply to the Church. The Church will make reasonable accommodations for qualified individuals with known disabilities.