Global Business Process Owner, Talent Management (People Operations Transformation Leader)
Reports to Global Head of HR Operations · Troy, Michigan
Versigent designs and delivers the systems that move power through modern technology. From vehicles to robotics to energy platforms, our electrical distribution systems enable the next generation of electrified, automated and connected products.
As a standalone company, we combine deep engineering expertise with the speed and focus needed to solve increasingly complex challenges. Our teams move quickly, think with precision and deliver at scale — helping customers do more without adding cost, weight or complexity.
What defines us is how we work: with the agility and momentum of a startup, backed by the experience and discipline of a proven global leader. That combination creates an environment where ideas move faster, ownership is real and impact is visible.
YOUR ROLE
You own the global standard for how Versigent hires, onboards, builds, and plans its workforce. You design it end to end with the countries, for a workforce that is mostly on the factory floor, and you make sure it runs one practical way in Workday across every site.
RESPONSIBILITIES
- The talent, learning, and workforce-planning process standard, designed for a high-volume operational workforce
- Field design: value stream mapping the real hiring, onboarding, and capability processes in-country, then connecting them to the global standard so each site runs one streamlined process
- High-volume hiring and onboarding processes that get a new joiner productive fast, which is where a high-attrition floor either holds or loses people
- Frontline capability and learning processes that fit shift work and the floor, not a head-office classroom
- Workforce-planning processes that let the business see and plan against attrition and demand
- The specifics the HRIS team needs to make the processes work in Workday in each country
- Standard operating procedures, policy, and the governance that keeps local variation to what the law or a clear business case requires
- Process performance: the KPIs that show these processes are adopted and working, for example time to productive and early attrition
- You will design in the room with the country, in the plant and on the line, not on paper from a desk
- You will design for who we are, mostly on the floor, not for a head-office population
- You will value stream map the real local process, then connect it to the global standard so the site ends up with one better process
- You will come back with specifics: what the HRIS team must change to make the process run in that country
- You will keep it practical over elaborate: simple standards people actually use, in works-council-sensitive markets
YOUR BACKGROUND
- Hands-on Lean process design
- Workshop facilitation in the plant and in the country: you design in the room with local teams and leave with an agreed process and a specific change list
- Practical experience designing talent processes for large, operational, high-volume workforces
- Command of how talent, learning, and recruiting are built in a modern HR system, Workday preferred
- A builder who is steady in ambiguity, credible from the plant floor to the top of the house, comfortable on a plane across cultures
QUALIFICATIONS
- About 10+ years in talent, HR process, or workforce planning, several at global or multi-country scope.
- Consulting or in-house process-design background, provided it is floor-tested: real value stream mapping in the operation, not desk theory
- Carve-out, spin-off, or tenant-separation experience
- Workday preferred, especially the core HCM lifecycle
- A formal Lean or Six Sigma credential preferred
- English language fluency. Bilingual skills, a plus
- Local resident of Metro Detroit with ability to work on site
- Valid U.S. Passport with ability to travel globally (up to 70%)
DELIVERABLES IN YEAR ONE
- A practical, documented talent and workforce-planning standard adopted across the sites in scope, designed with the countries
- Hiring and onboarding processes tuned for speed and retention in a high-volume environment
- A defensible approach fit for a floor population, not a knowledge-worker academy
- Talent processes ready to connect cleanly to reward and the wider people functions as they mature
- Fewer local variants, one practical way of working, measured by a first set of KPIs
WHY JOIN US?
- Grow with purpose. We invest in our people by creating opportunities to build skills, take on new challenges, and develop over time.
- Do work that shows up in the real world. What you contribute here powers systems that are critical to how industries operate and evolve. The impact is visible and lasting.
- Succeed with the right support. We provide the tools, resources, and environment needed to perform at a high level and sustain that success.
YOUR BENEFITS AT VERSIGENT:
- Private health care effective day 1 of employment
- Life and accident insurance
- Paid Time Off (Holidays, Vacation, Designated time off, Parental leave)
- Relocation assistance may be available
- Learning and development opportunities
- Discount programs with various manufacturers and retailers
- Recognition for innovation and excellence
- Opportunities to give back to the community
APPLY TODAY!
If you are looking for a role where you can grow, contribute, and see the direct impact of your work, we encourage you to apply and be part of what Versigent is building next.
Versigent spun out of Aptiv on April 1, 2026. As part of ongoing spin‑off activities and IT separation, some documentation may still reference Aptiv, Cyprium, or Versigent. All references should be understood to mean Versigent.
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