Enhancing Talent Operations
I led the shift of over 35 contractor-facing processes to accommodate a growing workforce. The revamp optimized payroll, reduced background check processing times from three weeks to two days, and promoted long-term efficiency.
My Role
Led a full audit of existing operational processes, identifying structural inefficiencies and redesign opportunities ahead of transition.
Directed the migration of 35+ workflows, partnering with HR, Talent Experience, Payroll, and Operations to execute a controlled and compliant shift in ownership. Refined onboarding, payroll, and compliance processes to create a more scalable contractor management model.
Supported leadership in onboarding and developing the new team, embedding clear documentation, defined ownership, and operating rhythms to enable sustained performance and continuous improvement.
Launch, impact, results
⏳ Background checks reduced from 3 weeks → 2 days
🚀 Established scalable operations to support long-term growth
Challenges & Reflections
A transition can only move at the pace of its most constrained stakeholder. One of the core objectives was to shift operational ownership of the talent community away from HR, yet the migration itself depended heavily on their time and expertise. Managing that tension became central to delivery.
The highest-risk bottleneck centred on payment cycles, a complex, undocumented process held largely by one individual. To prevent stall, I reallocated support to close ownership gaps and partnered with the executive sponsor to secure protected time for structured knowledge transfer.
This shift from ad-hoc dependency to deliberate handover accelerated progress and established a more resilient operating model post-transition.
Project context
Initiated by: Talent Experience Team
Organization Type: Global Tech Company
Project Duration: 8 months
Reporting to: Director of Talent Operations, VP of People
PM Methodology: Agile/Emergent
Project Tooling: Smartsheets, Excel, BambooHR, SQL, Zapier
