Imagine working at the forefront of innovation in fluid-flow technology, with colleagues across the globe, and contributing to a legacy of excellence that spans eight manufacturing facilities on four continents. Armstrong Fluid Technology is more than just a leader in our industry; we are a community of the brightest and most creative minds, driven by a shared mission to engineer the future and safeguard our planet. As part of our team, you'll be immersed in an environment that fosters growth, creativity, and collaboration. Here, you'll have the opportunity to push boundaries, tackle exciting challenges, and develop cutting-edge solutions that promote energy efficiency and reduce environmental impact. Every day offers the chance to make a meaningful contribution to a more sustainable future, driving innovations that help lower global carbon footprints. Together, we’re creating a legacy that goes beyond business—one that’s changing the world for the better.
The HR Process Excellence & Ops Specialist is responsible for strengthening the effectiveness, consistency, and governance of Human Resources operations across the organization. The role will focus on HR data governance, workflow digitization and automation, process and policy standardization, and delivery of key HR operational projects.
Working across Human Resources and other functions, the role will identify opportunities to simplify and digitize HR processes, establish clear governance standards, and drive consistent execution of employee lifecycle processes globally.
Key Responsibilities (but not limited to）
HR Data Governance
- Establish and maintain HR data governance standards to ensure accuracy, completeness, consistency, and appropriate ownership of employee data.
- Conduct periodic HR system data audits and coordinate corrective actions with relevant stakeholders.
- Define data ownership, validation requirements, and governance controls for critical HR data fields and processes.
- Establish processes for maintaining organizational, employee, position, and reporting structure data.
- Develop metrics and dashboards to monitor HR data quality and governance.
- Support compliance with applicable data privacy requirements and internal data management standards.
HR Workflow Digitization & Automation
- Lead the digitization of HR workflows, transitioning manual, email-based, spreadsheet-based, and paper-based processes into structured digital workflows.
- Map current-state HR processes and design simplified, standardized future-state digital workflows.
- Identify opportunities for workflow automation across the employee lifecycle new hire onboarding, employee changes and transfers
- Design appropriate approval workflows, notifications, controls, and escalation mechanisms.
- Partner with HR, IT, and system vendors to configure and implement digital HR workflows.
- Lead workflow testing, user acceptance testing, implementation, and post-launch stabilization.
- Establish governance around workflow ownership, changes, approvals, and documentation.
- Monitor workflow effectiveness and identify opportunities for further automation and simplification
HR Workflow Process Standardization & Continuous Improvement
- Map, document, and standardize core HR system processes across regions and business units.
- Develop and maintain HR Standard Operating Procedures (SOPs), process maps, templates, and governance documentation.
- Identify unnecessary process steps, duplication, manual interventions, and opportunities for simplification.
- Establish clear process ownership, roles, responsibilities, and approval authorities.
- Balance global process standardization with necessary local regulatory and business requirements.
- Facilitate periodic reviews of HR processes to ensure they remain effective and relevant.
HR Policy Governance & Standardization
- Coordinate the development, review, standardization, and maintenance of HR policies.
- Establish a structured policy governance framework, including ownership, approval, version control, review cycles, and communication.
- Maintain a centralized repository of current HR policies and supporting documentation.
HR Special Projects
- Lead and support cross-functional HR projects focused on improving HR operational effectiveness related to systems, data, reporting and key dashboards. Some initiatives may include:
- Global onboarding redesign and standardization (HR Systems/IT Stack related)
- Employee lifecycle process improvements
- Contractor lifecycle governance
- HR document digitization
- Organizational data and structure governance
- For assigned projects, develop project plans, coordinate stakeholders, manage timelines and dependencies, track risks and actions, and support implementation and adoption.
HR Systems & Operational Excellence
- Act as a key HR functional partner for the design and enhancement of HR system processes.
- Translate HR business requirements into system and workflow requirements.
- Support HR system enhancements, testing, implementation, and change management.
- Develop operational metrics to measure process efficiency, workflow adoption, data quality, and service delivery.
- Identify opportunities to improve HR productivity through technology, automation, and process redesign.
- Support HR audits and implementation of corrective actions where required.
Qualifications & Experience
- Bachelor's degree in Human Resources, Business Administration, Information Systems, Organisational Development, or a related discipline.
- 5–8 years of experience in Human Resources, HR Operations, HRIS, Shared Services, Process Excellence, or a related area.
- Demonstrated experience improving and standardizing people, capability, or employee lifecycle processes.
- Experience designing or implementing digital HR workflows, PowerBI dashboards and process automation.
- Experience with HR systems and employee lifecycle processes.
- Experience managing cross-functional HR projects.
- Experience working within a multi-location or global organization is an asset.
- Relevant professional designation and/or project/process improvement certification is considered an asset.
