HR Process & Technology Design Lead

Join Enpro as the HR Process & Technology Design Lead and help shape the future of HR by connecting process transformation with technology enablement. This role will design simple, standardized, future-ready HR processes and translate them into scalable solutions, automation, data, and workflows that improve business performance and the employee and manager experience.

Role Overview

The HR Process & Technology Design Lead is accountable for connecting HR process transformation with the HR strategy and delivery roadmap. The role combines process discovery, value stream mapping, standardization, future-state design, business requirements, and change readiness with solution architecture, automation design, HR system enablement, process-to-technology alignment, data and workflow design, and platform optimization.

Working across HR Business Partners, Centers of Excellence (COEs), People Operations, HRIS, and business stakeholders, this leader ensures that process and technology decisions are made together—from understanding current work and defining the future state through configuring, enabling, adopting, and optimizing the solution. The role is designed to evolve naturally across the transformation lifecycle without changing its fundamental purpose: turning business and HR needs into sustainable, technology-enabled ways of working. This role is initially established as an individual contributor.

What You’ll Do

HR Process Transformation

• Lead process discovery and current-state assessments across key HR lifecycle processes
• Facilitate value stream mapping to identify friction, duplication, control gaps, and improvement opportunities
• Design standardized, scalable, and intuitive future-state processes aligned with enterprise needs
• Translate stakeholder needs into clear business requirements, decision points, roles, handoffs, and governance
• Assess organizational and change readiness and identify the actions required for successful adoption
• Implement tools and methodology for continuous improvement

HR Technology Strategy & Enablement

•  Partner with HRIS Leader to define solution architecture that connects HR processes, platforms, integrations, data, and user experience Identify, design, and recommend automation and workflow opportunities that reduce manual effort, strengthen controls, and improve service delivery
• Enable HR processes through systems such as HRIS, ATS and related platforms
•  Provide business requirements and process design recommendations that inform HR technology roadmap decisions Define business requirements for data, workflow, reporting, and user experience while partnering with HRIS on technical design decisions
• Identify platform optimization opportunities and partner with HRIS to prioritize and implement improvements.

Integrated Process-to-Technology Delivery

• Lead the process discovery and future-state design and requirements definition, partnering with HRIS through solution architecture, implementation, and optimization
• Partner with HR and HRIS leaders to sequence priorities, resolve tradeoffs, and align process improvement initiatives with the HR technology roadmap
• Ensure requirements remain traceable from business need through design, configuration, testing, deployment, and measurement
• Lead cross-functional initiatives that enable consistent, enterprise-wide HR delivery and a connected “One HR” experience
• Serve as the bridge between HR stakeholders and HRIS, translating business needs into scalable process and technology solutions

Governance, Continuous Improvement & Analytics

• Establish HR process governance, including process ownership, decision rights, standards, and intake practices, while partnering with HRIS to align process priorities with technology governance and roadmap decisions
• Define and track KPIs for cycle time, quality, adoption, data integrity, automation, user experience, and solution performance
• Use data, user feedback, benchmarking, and platform insights to inform prioritization and drive continuous improvement initiatives in partnership with HRIS and HR leaders.

Change Readiness, Implementation & Adoption

• Translate change impacts into readiness, communication, training, testing, deployment, and support plans
• Engage process owners, HR teams, managers, and employees throughout design and implementation to build understanding and commitment
• Plan and coordinate user acceptance testing, release readiness, stabilization, and transition to ongoing ownership
• Measure adoption and reinforce new ways of working through targeted interventions and continuous improvement

Capability Building & Partnership

• Build HR capability in process discipline, technology-enabled design, continuous improvement, and operational excellence
• Provide practical tools, frameworks, standards, and guidance to process owners and delivery teams
• Promote shared accountability, simplification, enterprise thinking, and strong partnership between HR transformation and HRIS
• Foster understanding of HR technology capabilities and encourage adoption of standardized, technology-enabled ways of working

What You’ll Bring:

Required:

• 8–15+ years of experience spanning HR transformation, HR operations, process optimization, HRIS, or enterprise solution delivery
• Demonstrated experience leading process discovery, value stream mapping, standardization, future-state design, and requirements definition
• Experience translating HR process needs into solution architecture, system configuration, automation, data, integrations, and workflows
• Experience with system configuration and integration of HRIS platforms and other related business systems
• Ability to translate technical concepts for non-technical HR and business audiences
• Strong understanding of HR lifecycle processes, operating models, and HR technology ecosystems
• Proven ability to lead cross-functional initiatives from concept through implementation, adoption, and optimization
• Strong stakeholder influence, facilitation, communication, project management and change leadership skills
• Data-driven mindset with experience defining and tracking process, adoption, data quality, and solution performance metrics

Preferred:

• Lean, Six Sigma, process design, business analysis, change management, or HR technology certification
• Hands-on experience with HR platforms such as Workday, UKG, or similar systems, including workflow, reporting, integrations, or optimization
• Experience supporting or leading large-scale HR transformation, operating model, or HR technology change
• Experience with process mapping, requirements management, automation, analytics, and collaboration tools, including SharePoint
• MBA or advanced degree

Your Role in Our Values

At Enpro, our values of Safety, Excellence, and Respect guide how we work, collaborate, and grow. In this role, you will have opportunities to live these values every day by creating safe environments, driving meaningful results, and building respectful relationships.

Safety:

Champion a culture of safety by embracing the Enpro Safety Pledge in everything you do. Look for ways to improve safety in your work, your team, and the broader organization, because safety starts with each of us.

Excellence:

Bring your full self to work. Focus on creating value, driving innovation, and continuously improving how we work.

Respect:

Create space for every voice to be heard. Foster a workplace built on mutual respect, where people feel valued and empowered to contribute to both personal and organizational success.

EEO and Culture Statement:

Enpro is a leading industrial technology company focused on critical applications across many end-markets, including semiconductor, industrial process, commercial vehicle, sustainable power generation, aerospace, food and pharma, photonics and life sciences. The company operates in two segments: Sealing Products and Advanced Surface Technologies.

At Enpro, we believe that diversity drives innovation and inclusion fosters growth. We are committed to creating a workplace where everyone feels valued and respected. Our employment decisions are based on merit, qualifications, and business needs, without regard to race, color, religion, sex (including pregnancy, gender identity, and sexual orientation), national origin, age, disability, genetic information, marital status, military service, or any other status protected by applicable law.  If you require accommodation due to a disability at any time during the recruitment and/or assessment process, please contact Human Resources, and we will make all reasonable efforts to accommodate your request.

Legal authorization to work in the United States is required. We will not sponsor employment visas now or in the future for this job.