Global Process Owner - Talent Management and Learning

Global Process Owner – Talent Management and Learning

Are you passionate about global processes in the HR function?

Do you like to continuously improve processes and implement new technologies?

Join our HR Process Solutions and Governance Team

Our HR Process Solutions and Governance Team is responsible for global strategy of end-to-end process design, standardization, compliance, optimization, and alignment to the strategic goals of the organization. Partnering with the Digital HR team to embrace cutting-edge tech solutions, driving innovative HR practices, ensuring the seamless integration of technology to elevate efficiency, employee experience and overall organizational success.

Partner with the best

The Global Process Owner (GPO) for Talent Management and Learning will be responsible for leveraging deep HR expertise to represent, consult, and refine core HR operations in support of HR strategies that impact the enterprise. This role plays an essential part in defining, monitoring, and transforming global end-to-end Talent Management and Learning processes for Baker Hughes while ensuring controls / risks are not compromised.

As a Global Process Owner for Talent Management and Learning, you will be responsible for:

• Developing and improving standardized TM and Learning processes and procedures that can be implemented consistently across different regions and business segments. 
• Developing and communicating a strategic vision for global TM and Learning processes, aligning them with the organization's goals and objectives. 
• Actively participating in all global TM and Learning projects to execute on the strategy for an end-to-end process including associated policies and technologies.
• Staying abreast of TM and Learning process trends, emerging technologies and leading practices occurring in the marketplace to inform strategic direction and process enhancements to maintain relevance and effectiveness.
• Analyzing HR data and trends to provide strategic insights and recommendations to TM and Learning leaders and stakeholders for decision-making. 
• Identifying opportunities to streamline TM and Learning processes, eliminate redundancies, and optimize resource allocation to drive efficiency gains and cost savings. 
• Establishing clear metrics and KPIs to monitor the performance of TM and Learning processes and measuring the success and impact of global TM and Learning processes on key business outcomes, such as employee engagement, retention, productivity, and organizational performance. 
• Driving Change Management initiatives to implement new TM and Learning processes or improve existing ones, ensuring buy-in from stakeholders and minimizing resistance. 
• Ensuring that TM and Learning processes comply with relevant laws, regulations, and industry standards across all jurisdictions where the organization operates. 
• Identifying and mitigating risks associated with TM and Learning processes, such as data privacy concerns, compliance issues, and operational disruptions. 
• Leveraging HR technology solutions to automate and streamline TM and Learning processes, enhance data accuracy, and provide analytics for informed decision-making. 
• Offers training, guidance, and support on new global processes and systems to HR teams worldwide to ensure they understand and effectively implement global HR processes. 
• Recognize and accommodate cultural differences and local regulations when designing and implementing global TM and Learning processes to ensure relevance and acceptance across diverse regions. 
• Work with HR technology, vendors, and service providers to evaluate solutions and ensure effective implementation and support of HR systems and processes. 
• Champion a culture of continuous improvement and innovation within the HR function, encouraging experimentation and adaptation to evolvin