HR Process & Policy Manager

Job Purpose

The HR Process & Policy Manager will lead the global design, standardisation, and documentation of HR processes and policies across Rotork. This role plays a critical part in enabling scalable operations and a consistent employee experience across all our markets.

The role serves as a strategic partner and process architect, aligning closely with business transformation teams, HR leadership, and global centres of excellence. The role will ensure that HR policies and processes are globally aligned, locally compliant, and fit-for-purpose in a transforming, technology enabled HR environment.

Key Responsibilities

Global HR Process Design & Transformation Alignment

• Lead the end-to-end mapping, standardisation, and documentation of global HR processes (e.g., onboarding, performance management, employee relations, offboarding) with a focus on global consistency and local applicability/ scalability.
• Serve as a key HR partner to the HR function and Business Transformation teams, ensuring HR processes are aligned with enterprise-wide process improvement and digitisation initiatives.
• Identify opportunities for process optimisation and automation that drive improved service delivery, self-service, and employee experience.
• Collaborate with the HR Systems team and IT to ensure processes are supported by current and future system capabilities.

Global Policy Framework & Governance

• Working closely with the business, develop and maintain a suite of scalable and adaptable global HR policy templates, ensuring compliance with local laws while preserving global standards and principles.
• Partner with Legal, Compliance, and HR Delivery Leads to embed a sustainable governance model for ongoing policy maintenance and risk mitigation.
• Support policy harmonisation efforts to reduce complexity and ensure transparency and fairness in HR practices across geographies.

HR Knowledge Base & Self-Service Enablement

• Build and manage a comprehensive HR knowledge base that empowers employees and managers to access consistent, accurate information across all HR touchpoints/ employee lifecycle.
• Design and implement content strategies and taxonomy models to optimize knowledge search, usability, and governance.
• Working together with the HR Systems team and IT to drive use of digital HR tools and platforms to enhance self-service and reduce transactional HR workload.

Stakeholder Management & Influence

• Proactively engage and manage stakeholder needs, acting as a key advisor, responding with agility to the changing needs of the business.
• Influence across HR and cross-functional stakeholders to drive consensus, secure buy-in, and support change management initiatives, whilst ensuring all processes comply with relevant laws, regulations, and standards.
• Represent HR Delivery in transformation governance forums and cross-functional working groups.
  
  

Qualifications:

• Education: Degree Educated. A master’s or professional HR qualification would be an advantage.
• Experience: 8-10 years of experience in global HR operations, policy development, or process improvement, preferably in a mid-sized to large multinational company.
• Skills: Highly organized, analytical, proven cross functional stakeholder management in a matrixed environment and capable of navigating ambiguity and change.
• Global HR operations experience: Strong track record in process mapping and optimization/ working with global HR systems and service delivery models

Rotork Behaviours

• Collaborating for results: Proactively initiates collaboration across different teams to create synergies and boost overall business performance.
• Communicating with impact & purpose: Consistently drives effective action and results across teams with focused and impactful communication.
• Achieving our potential: Actively listens carefully and considers different views, increasing inclusivity and ensuring the best outcomes and creating a safe environment for others to share.
• Taking accountability: Efficiently prioritises tasks, managing dependencies and risks while balancing competing priorities and driving high standards for yourself and others.
• Delivering high performance: Encourages recognising successes and giving constructive criticism, making recognition and feedback a regular part of team interactions.
• Innovating through customer focus: Proactively seeks and uses customer feedback to make meaningful improvements that enhance future experiences.

As well as

• Continuous improvement: Experience in driving change initiatives, including supporting the communication and training required to ensure successful adoption of new processes.
• Business acumen: Experience of leading business operations and the ability to provide operational HR support.
• Cultural sensitivity: Understanding of cultural differences and ability to work and collaborate with teams effectively in a global environment.