G-P - HR Project Delivery Manager
Requirements
• Relevant Experience: 4+ years in Enterprise Implementation, Customer Onboarding, Technical Project Management, or Operations Delivery—ideally within the EOR, Payroll, Global HR Tech, or SaaS space. • Domain Knowledge: Direct exposure to global employment mechanics (Employer of Record, global payroll, employment law basics, or HR operations). • Domain Knowledge: • Enterprise Project Management: Proven track record of managing multi-stakeholder, multi-country projects using formal frameworks (PMP, Agile, or equivalent experience). • Enterprise Project Management: • Client-Facing Presence: Excellent communication and consultative leadership skills; comfortable steering calls with VP/C-suite stakeholders at Fortune 500 or high-growth enterprise companies. • Client-Facing Presence: • Problem-Solving Skills: Ability to thrive in ambiguous environments and translate complex regulatory/operational realities into simple, actionable steps for clients. • Experience handling complex, high-volume employee transfers (TUPE, M&A transitions, or enterprise-wide migrations). • International work experience across EMEA, LATAM, or APAC regions. • Core Competencies & KPIs • Core Competencies • Core Competencies • Stakeholder Orchestration: Keeping clients, local ops, and CSMs aligned on timeline and scope. • Stakeholder Orchestration: • Operational Agility: Unblocking localized compliance hurdles quickly without compromising governance. • Operational Agility: • Empathy & Drive: Delivering high customer satisfaction during high-stakes corporate expansions. • Empathy & Drive: • Success Metrics (KPIs) • Time-to-Activation / Speed-to-Onboard: Minimizing the cycle time from contract signing to employee active state. • Time-to-Activation / Speed-to-Onboard: • Customer Satisfaction (CSAT / NPS): High satisfaction scores during the onboarding and implementation phase. • Customer Satisfaction (CSAT / NPS): • Implementation Accuracy: Zero compliance or payroll setup errors during the first pay run. • Implementation Accuracy: • Account Retention & Expansion Readiness: Smooth handoff to CSMs with fully activated platform usage. • Account Retention & Expansion Readiness: • Our ranges are established using objective market benchmarking data for this level of work. Final placement within the range is determined by gender-neutral criteria, including the candidate's relevant skills, experience, and specific qualifications for the role. • Actual compensation for this position may vary and will depend on multiple factors such as relevant qualifications, experience, education, and geographic location. For Full-Time Regular Employees, this position is also eligible for additional compensation as follows: • Sales Roles: This position is eligible for a commission structure in addition to base salary. • Non-Sales Roles: This position is eligible for an annual bonus which is paid dependent on various factors, including and without limitation, individual and company performance in addition to base salary.
Responsibilities
• Enterprise Implementation & Project Management • End-to-End Onboarding: Own and project manage end-to-end, multi-country EOR onboarding programs from HR Operations’ perspective for enterprise clients, managing timelines, risk registers, and critical path milestones. • End-to-End Onboarding: • Single Point of Contact: Serve as the primary operational partner for enterprise Customer POCs, ensuring a coordinated and unified HR operations service delivery experience during project implementation,. • Single Point of Contact: • Internal Alignment: Coordinate within internal HR Ops regional teams in close partnership with Customer Success, Sales teams to align resources and streamline program execution • Internal Alignment: • Global Compliance & Operational Delivery • Compliance Oversight: Navigate complex international labor laws, visa/immigration requirements, benefits administration, and localized employment contract - acting as a consultant to our Customers to deliver on value across multiple workstreams and tailor our offering to Customer’s needs • Compliance Oversight: • Local Ops Integration: Translate complex in-country operational nuances into clear action plans for the customer while maintaining strict adherence to local regulations. • Local Ops Integration: • Risk Mitigation: Proactively identify and resolve operational blockers, regulatory risks, and payroll setup delays across multiple jurisdictions. • Risk Mitigation: • Customer Relationship & Activation • Customer Success Partnership: Partner closely with assigned Customer Success Managers (CSMs) to bridge operational delivery with long-term strategic account growth. • Customer Success Partnership: • Adoption & Happiness: Drive client activation and platform adoption, ensuring a white-glove onboarding experience for both enterprise admins and international employees. • Adoption & Happiness: • Escalations & Problem-Solving: Act as the direct escalation point for complex operational inquiries, resolving issues with high speed and precision. • Escalations & Problem-Solving: • Operational Scaling & Process Improvement • Playbook Development: Document and refine implementation playbooks, scalable workflows, and enterprise delivery standards to continuously decrease time-to-first-payroll. • Playbook Development: • Voice of Customer: Partner with Product and Engineering teams to feed enterprise client requirements back into the platform roadmap. • Voice of Customer:
Benefits
• G-P values its employees and offers excellent benefits and perks including generous paid parental leave, flexible time off, spending accounts, medical insurance, dental insurance, vision insurance, sabbatical after 5 years and more. • Individuals residing, or applying to work, in the United States: California or Philadelphia, Pennsylvania, please review the following additional information:G-P will consider qualified applicants with arrest or conviction records in accordance with the California Fair Chance Act, Los Angeles City Fair Chance Act Ordinance, Los Angeles County Fair Chance Act Ordinance, and San Francisco Fair Chance Act Ordinance. Los Angeles applicants can review additional information regarding the Los Angeles City Fair Chance Act here: Fair Chance Initiative for Hiring Ordinance, and Philadelphia applicants can review information pertaining to Philadelphia’s Fair Criminal Record Screening Standards Ordinance here: Fair Chance Poster. Any consideration of a candidate’s background check with arrest or conviction records will include an individualized assessment based on the factors required by applicable law, including the candidate’s specific record and the duties and requirements of the specific job. • United States: California or Philadelphia • Pennsylvania, • G-P. Global Made Possible.
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