Purpose of Role:
The Global Process Owner (GPO) workforce optimization process will be part of GHR COE’s Services organization within Global Human Resources/Corporate Citizenship.
This role will be responsible for leading and optimizing workforce process globally. This role focuses on process standardization, compliance, efficiency, and business requirements. The GPO will work closely with GHR leadership, GHR COE’s, technology teams, and business stakeholders to drive operational excellence in workforce reductions while minimizing risks and ensure consistent compliance requirements.
Major Responsibilities:
Process Ownership & Governance: Define, design, and govern end to end optimization of Workforce process globally.
Standardization & Compliance: Ensure global consistency while accommodating local regulatory and legal variances in workforce reductions.
Process Analysis & Optimization: Conduct detailed process analysis, including data collection on cycle time, headcount impact, time-spend, and efficiency metrics to drive continuous improvements.
Technology & Automation: Collaborate with GHR technology teams to leverage automation and digital tools for efficient execution of workforce reductions.
Stakeholder Management: Partner with GHR COE’s , ER, legal, compliance & finance teams to align workforce reduction policies and practices.
Operational Excellence: Benchmark against industry best practices and develop key Service Level Agreements and Key Performance Indicators to measure process effectiveness.
Change Management: Establish robust change control mechanism to manage process modifications effectively.
Individual Contributor
Act as the subject matter expert and trusted advisor for workforce process optimization
Work closely with GHR COE’s to develop and maintain GHR policy documentation related to workforce reductions.
Track user compliance with defined processes, ensuring adherence globally.
Monitor and measure process performance, identifying areas for efficiency gains and cost reduction.
Drive collaboration with GHR COE’s , HR Business Partners & Finance to ensure smooth execution and support for impacted employees.
Managerial
Lead the workforce optimization team, providing regular coaching and development
Train the team in new processes and procedures focusing on operational excellence
Monitor effectiveness of workforce optimization activities identifying areas for improvement
Manage service performance SLA’s through regular reporting
Provide ongoing guidance, mentoring, training and direction
Conduct regular performance reviews, managing day to day performance requirements
Participate in wider projects as required
PERSON SPECIFICATION
Level of Education/ Specific Qualifications:
Experience in a similar role, preferably financial services/banking
Skills and Experience
12+ years of GHR experience with a strong focus on GHR COE’s, workforce reductions, process transformation, and compliance
Expertise in GHR process design, documentation, and governance.
Strong knowledge of workforce transition strategies, employment laws, and regulatory requirements across geographies.
Experience working with GHR technology platforms and automation tools for process efficiency.
Proficiency in data analysis and process improvement methodologies (e.g., Six Sigma, Lean, Agile).
Ability to drive cross-functional partnerships with GHR COE’s, ER, HR Business Partners, finance and business leaders.
Required Competencies
Strategic Thinking – Ability to align workforce reduction strategies with business objectives
Change Management – Strong capability to lead change in GHR processes and drive stakeholder adoption
Analytical & data driven decision making – Expertise in process metrics, SLAs, and KPIs
Leadership & Influence – Ability to engage and influence senior GHR and business leaders
Global mindset – Experience working in a multinational environment, balancing standardization with local legal requirement.
Risk & Compliance Management – Deep understanding of employment regulations related to workforce reductions.
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State Street Compensation & Benefits Highlights
The following summarizes recurring compensation and benefits themes identified from responses generated by popular LLMs to common candidate questions about State Street and has not been reviewed or approved by State Street.
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Retirement Support — Retirement support is framed as a standout component, highlighted by a 401(k) match described as 100% on the first 6% of base salary. This is positioned as a meaningful offset to less competitive cash compensation for some roles.
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Leave & Time Off Breadth — Leave and time off are portrayed as relatively robust, with references to multi-week vacation, paid holidays, sick time, and additional days tied to wellness or volunteering. This breadth is repeatedly treated as a tangible part of total rewards beyond base pay.
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Wellbeing & Lifestyle Benefits — Wellbeing and lifestyle benefits are presented as extensive, including the BeWell program, fitness discounts, onsite or supported health resources, and financial counseling. These offerings are depicted as strengthening the overall benefits proposition even when pay satisfaction is tepid.
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