Sr. Lead Business Operations & Initiatives

Early Warning (Zelle); Scottsdale (AZ); Hybrid; USD 130,000 - 190,000; Full time

Job summary

Early Warning, a leader in payments, is seeking a Sr. Lead Business Operations & Initiatives to support the CHRO and HR leadership team in Scottsdale. This hybrid role drives operating rhythms, governance, planning, and executive communications to align HR priorities with execution.

You will partner with cross-functional leaders, manage budgets and headcount planning, and lead strategic initiatives that improve HR effectiveness and risk management.

Qualifications

• Bachelor's degree or equivalent experience in HR or a related field.
• 12+ years of experience in Human Resources operations or strategy.
• Proven ability to lead senior stakeholder initiatives and governance.

Responsibilities

• Establish and manage HR leadership rhythms and governance across the organization.
• Coordinate planning, reporting, and executive communications for CHRO-level initiatives.
• Lead or coordinate cross-functional HR projects and ensure disciplined execution.
• Develop presentations and materials for leadership reviews and decision making.

Skills

HR operations

Executive support

Program management

Governance

Education

Bachelor's degree

Job description

At Early Warning, we've powered and protected the U.S. financial system for over thirty years with cutting-edge solutions like Zelle®, Paze®, and so much more. As a trusted name in payments, we partner with thousands of institutions to increase access to financial services and protect transactions for hundreds of millions of consumers and small businesses.

Early Warning follows a hybrid work model to allow for a more collaborative working environment.

Candidates responding to this posting must independently possess the eligibility to work in the United States, for any employer, at the date of hire. This position is ineligible for employment Visa sponsorship.

Overall Purpose

The Sr. Lead Business Operations & Initiatives provides strategic and operational support to the Chief Human Resources Officer (CHRO) and Human Resources leadership team. The role establishes and manages HR leadership operating rhythms, coordinates functional planning and organizational priorities, and drives disciplined follow-through across HR commitments and initiatives.

Serving as a trusted partner to HR leaders and cross-functional stakeholders, this role connects HR priorities to execution by creating visibility into decisions, actions, risks, dependencies, financial resources, and workforce plans. The role develops executive communications and presentations, coordinates HR planning and governance activities, and leads initiatives that improve the effectiveness, coordination, and execution of the HR function.

Essential Functions

• Establish and manage HR leadership team operating rhythms, including leadership meetings, business reviews, planning sessions, organizational updates, and other recurring forums.
• Partner closely with the CHRO's Executive Assistant to coordinate leadership meetings, agendas, materials, decisions, action items, scheduling dependencies, and follow-through.
• Drive operational follow-through across HR leadership priorities by tracking commitments, decisions, risks, dependencies, owners, and actions through completion.
• Coordinate activities across HR functions to improve alignment, information flow, execution, and visibility into shared priorities and deliverables.
• Develop and coordinate CHRO and EWS-wide HR communications in partnership with the HR Communications Lead, including executive narratives, organizational updates, leadership messages, talking points, and supporting materials; manage the coordination and execution required to deliver communications effectively.
• Support HR operating expense (OpEx) management and Annual Operating Plan (AOP) activities, including scenarios-based planning, forecasting, tracking, and coordination with Finance and HR leadership. Coordinate HR headcount and resource planning activities, working with HR leaders and Finance to maintain visibility into workforce needs, plans, changes, and related decisions.
• Serve as the HR liaison for FLRM activities, coordinating information, deliverables, actions, issue follow-up, and escalation with appropriate risk and control stakeholders.
• Develop CHRO presentations, leadership meeting materials, executive updates, business reviews, and decision materials that synthesize complex information into clear narratives, priorities, and actions.
• Coordinate HR business continuity planning (BCP) activities, including maintenance of plans, readiness activities, required reviews, documentation, and follow-up with HR stakeholders.
• Coordinate and maintain the HR SharePoint environment and related shared repositories to support effective document management, communication, knowledge sharing, and access to current HR information.
• Develop and maintain HR operating calendars, planning tools, governance materials, documentation, and other mechanisms that improve transparency and organizational effectiveness.
• Analyze HR business and operational information, identify execution risks or opportunities, and develop recommendations that support leadership decision-making and prioritization.
• Proactively identify opportunities to improve HR operating processes, governance, communication, coordination, and execution.
• Lead or coordinate ad hoc strategic and operational initiatives on behalf of the CHRO and HR leadership team, bringing structure and disciplined execution to ambiguous or evolving priorities.
• Support the company's commitment to risk management and protecting the integrity and confidentiality of systems and data.

Minimum Qualifications

• Education and/or experience typically obtained through completion of a bachelor's degree or equivalent relevant experience.
• Typically has 12 years of experience or demonstrated portfolio consistent with experience required of the role.
• Demonstrated experience in Human Resources business operations, strategic initiatives, program management, executive support, or related work involving senior-level stakeholders.
• Demonstrated ability to establish and manage operating rhythms, planning processes, governance mechanisms, and