Optimizing Talent Operations

I spearheaded the transition of 35+ contractor-facing processes to align with a growing workforce. The overhaul streamlined payroll, cut background check processing times from three weeks to two days, and ensured long-term efficiency.

My Role

I conducted a full audit of existing processes, identifying inefficiencies and opportunities for improvement. As part of this transition, I also assisted leadership with onboarding and developing a high-performing team, ensuring they had the resources, training, and support needed to excel in the new operational framework.

Managing the transition of over 35 workflows, I worked closely with HR, Talent Experience, Payroll, and Operations teams to ensure a smooth and effective shift. By fostering strong cross-team collaboration, I helped refine onboarding, payroll, and compliance workflows, creating a more scalable and efficient system for contractor management. Through mentorship and clear process documentation, I supported the team in adapting to new workflows and empowered them to drive ongoing improvements.

Launch, impact, results

⏳ Background checks reduced from 3 weeks → 2 days

🚀 Established scalable operations to support long-term growth

Challenges & Reflections

A project can only move as fast as its most stretched team member. One of the primary goals of this transition was to shift operational responsibility for the talent community away from HR, but this required significant hands-on involvement from HR team members during the transition. Balancing their availability alongside their existing commitments became a major challenge.

A critical bottleneck emerged around payment cycles - the busiest and most high-stakes process to migrate. With no existing documentation and only one person possessing end-to-end knowledge of the workflow, progress stalled.

To resolve this, I strategically allocated additional resources, addressing gaps in process ownership. I also worked with the executive sponsor to secure dedicated time from the key process owner, ensuring structured knowledge transfer rather than trying to access them in fragmented, ad-hoc moments. This approach ultimately smoothed the transition and set the foundation for long-term process stability.

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