sonatype - Director, Global People Operations & Total Rewards

• Global People Operations Strategy & Scale • Lead the evolution of the global People Operations operating model to improve scalability, consistency, operational leverage, and employee experience. • Drive simplification and standardization of global HR processes, policies, workflows, and service delivery models. • Reduce manual operational dependency through automation, process redesign, self-service enablement, and scalable governance models. • Build operational infrastructure capable of supporting continued company growth, global expansion, and evolving business complexity. • Partner cross-functionally to improve decision velocity, operational clarity, accountability, and execution consistency across People processes. • Lead operational readiness and scalability planning associated with organizational transformation initiatives, global growth, and evolving workforce models. • Support the development of scalable operating practices that reduce organizational friction while increasing speed, consistency, and operational effectiveness globally. • AI, Automation & HR Technology Leadership • Lead the People function’s AI enablement and automation strategy across HR operations and employee support services. • Identify, prioritize, and implement opportunities to automate, agentify, or streamline repeatable operational work across the employee lifecycle. • Drive implementation of scalable manager and employee self-service capabilities. • Lead roadmap development for AI-enabled HR support capabilities, workflow automation, reporting automation, and operational efficiency improvements. • Partner with IT, Security, Legal, and enterprise AI leaders to ensure responsible, compliant, and scalable use of AI technologies within HR operations. • Continuously evaluate emerging HR technologies, AI tools, workflow platforms, and service delivery models to improve organizational scalability and operating leverage. • Help establish modern operational practices that enable HR to scale efficiently while improving responsiveness, consistency, and user experience. • People Systems, Architecture & Analytics • Lead global People Systems, Analytics, and HR technology strategy, ensuring scalable architecture, strong governance, and reliable operational infrastructure. • Own HRIS strategy, systems optimization, integrations, workflow design, data governance, and reporting scalability. • Drive modernization of HR operational architecture, reducing fragmented workflows, duplicate processes, manual reporting dependencies, and operational inefficiencies. • Establish scalable reporting and analytics capabilities that enable data-driven decision-making across workforce planning, compensation, engagement, organizational health, and operational performance. • Partner with Finance and business leaders to improve workforce insights, operational reporting, forecasting, and organizational planning capabilities. • Ensure operational data integrity, reporting accuracy, and strong governance standards globally. • Develop scalable systems and operational workflows that support organizational growth without proportional increases in manual support requirements. • Total Rewards Strategy, Architecture & Governance • Serve as the company’s primary compensation subject matter expert and strategic advisor across global compensation philosophy, architecture, governance, and operational execution. • Design and scale global compensation frameworks, including job architecture, leveling, salary structures, market benchmarking, pay governance, and compensation planning processes. • Lead annual compensation planning, including merit cycles, promotions, market adjustments, equity considerations, and compensation decision support. • Provide analytical modeling and executive guidance related to workforce investment decisions, compensation tradeoffs, organizational scalability, and talent differentiation. • Partner closely with Finance and executive leadership on compensation budgeting, workforce planning, operating leverage, and organizational design considerations. • Ensure compensation programs are scalable, analytically grounded, operationally executable, and aligned with evolving business and talent strategies. • Oversee global benefits strategy and administration in partnership with external vendors and regional stakeholders. • Global People Operations Delivery • Oversee global payroll, benefits administration, employee lifecycle operations, and core People Operations processes across regions. • Ensure operational excellence, compliance, accuracy, and scalability across all foundational HR delivery functions. • Lead vendor strategy and governance across payroll, benefits, HR systems, and operational service providers. • Continuously improve service delivery models, operational efficiency, employee experience, and cycle time reduction. • Build operational resilience, redundancy, and scalable support models across the People Operations function. • Drive operational governance, documentation, and process discipline to improve consistency, reduce rework, and strengthen execution quality globally. • Leadership & Cross-Functional Partnership • Lead, develop, and scale a high-performing global People Operations, Total Rewards, Systems, and Analytics organization. • Build strong operational discipline, accountability, prioritization, and execution consistency across the function. • Partner closely with Finance, Legal, IT, Security, and executive leadership to align People infrastructure with broader business and transformation priorities. • Act as a strategic advisor on organizational scalability, operational effectiveness, workforce infrastructure, and People-related transformation initiatives. • Support enterprise-wide transformation priorities through strong program management, operational governance, and execution leadership. • Influence organizational simplification efforts by helping improve operational clarity, scalable governance, decision support, and sustainable ways of working across the People function.