Hire to Retire (H2R) - Value Chain Process Engineer

Description -

The Value Chain Process Engineer for Hire to Retire is responsible for shaping breakthrough transformation agendas across the employee lifecycle by combining process excellence, digital capability, and industry benchmarking to define what best in class Human Capital Management looks like.

Acting as a trusted advisor to HR, Digital, and Business leaders, the Value Chain Partner influences strategic investments and initiatives to advance the organizations journey toward a process-led, digitally enabled enterprise.

Serving as a strategic architect of intelligent employee lifecycle workflows, this role rethinks how Hire-to-Retire processes should operate in a process-led, AI-enabled organization.

The Process Engineer partners with Global Process Owners, HR leaders, Digital, and Functional teams to redesign Hire to Retire into an AI-enabled value chain, including:
Removal of non-value-added work
Simplification of complexity in workflows, processes, and approvals

Defining and documenting decision design to identify where human and AI judgment is appropriate across the employee lifecycle.
Intentionally deploying AI where it enhances employee, manager and business decision-making, efficiency, and effectiveness

1. Intelligent Workforce Workflow Redesign (AI as a Coworker)
Partner with HR to redesign Hire-to-Retire workflows assuming AI performs defined analytical, coordination, and administrative tasks alongside HR professionals and managers. Responsibilities include partnering with HR to:

• Define clear human-AI interaction models (decision rights, escalation paths, exception handling)
• Architect workflows where AI augments HR judgment, improves signal detection, and reduces administrative work

2. Eliminate Before Automate
Lead structured waste elimination across Hire-to-Retire processes before introducing automation or AI.

Focus areas include removing:

• Excess approvals across the Hire to Retire value chain
• Redundant data entry across HR systems
• Manual employee data corrections
• Duplicate HR reporting and analytics processes
• Unnecessary policy-driven complexity
• Regional / local complexity where not tied to regulatory and/or compliance

3. Simplify Before Layering Technology
Standardize and harmonize global HR processes before enabling automation, AI, or advanced analytics.

Partner with HR to drive simplification across:

• Workforce strategy and planning
• Talent acquisition
• Onboarding and development
• Employee relations
• Rewards and retention
• Workforce redeployment and retirement
• Employee data and analytics
• HR communications
• Payroll operations
• Business partner touchpoints and delivery

4. Intentional AI Deployment (and Non-Deployment)
Partner in evaluation of where AI meaningfully improves HR outcomes and where human judgment must remain primary.

Partner with HR to define decision frameworks for:

• Deterministic rule-based automation
• AI-assisted decision support
• Human-only decision authority

5. Deep Hire-to-Retire Expertise
Partner with HR on process redesign across the full employee lifecycle including:

• Workforce Strategy HR planning, policies, and workforce strategies
• Talent Acquisition Recruit, source, and select candidates
• Onboarding & Development Learning, onboarding, and career development
• Employee Relations Workplace relations and policy management
• Rewards & Retention Compensation, benefits, and performance management
• Redeployment & Retirement Workforce mobility and retirement processes
• Employee Information & Analytics Workforce data and reporting
• Employee Communications HR communication and change management
• HR Business Partner touchpoints across the full value chain
• Payroll Management Payroll administration and compliance

6. Strategic Partnership & Governance

Partner with Global Process Owners and HR leadership to define best-in-class Hire-to-Retire maturity. Responsibilities include:

• Influencing digital HR investment priorities based on workforce value
• Partnering with HR, IT and Digital teams on HR technology roadmaps
• Participating in enterprise process governance forums

Education

Bachelors degree required; MBA or advanced degree preferred.

Experience

• 10+ years in leading Human Resources organizations: e.g. Workforce strategy and planning; Talent acquisition; Onboarding and development; Employee relations; Rewards and retention; workforce redeployment and retirement, Employee data and analytics; HR communications; Payroll operations; Business partner touchpoints and deliver
• Deep hands-on experience in Hire to Retire transformation.
• Proven experience redesigning workflows.
• Experience implementing automation, AI/ML, analytics, or HR platforms in enterprise environments.
• Demonstrated ability to simplify complex cross-functional processes.

Core Capabilities

• Enterprise workflow architecture thinking
• Lean mindset (eliminate waste before digitizing)
• AI literacy and responsible AI deployment
• Strong facilitation and stakeholder leadership
• Bias toward simplification and employee experience

Salary

The pay range for this role is $130,700 to $205,200 USD annually with additional opportunities for pay in the form of bonus and/or equity (applies to United States of America candidates only). Pay varies by work location, job-related knowledge, skills, and experience.

Benefits:

HP offers a comprehensive benefits package for this position, including:

• Health insurance
• Dental insurance
• Vision insurance
• Long term/short term disability insurance
• Employee assistance program
• Flexible spending account
• Life insurance
• Generous time off policies, including;
• 4-12 weeks fully paid parental leave based on tenure
• 11 paid holidays
• Additional flexible paid vacation and sick leave ( US benefits overview )

The compensation and benefits information is accurate as of the date of this posting. The Company reserves the right to modify this information at any time, with or without notice, subject to applicable law.

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Equal Opportunity Employer (EEO) -

HP, Inc. provides equal employment opportunity to all employees and prospective employees, without regard to race, color, religion, sex, national origin, ancestry, citizenship, sexual orientation, age, disability, or status as a protected veteran, marital status, familial status, physical or mental disability, medical condition, pregnancy, genetic predisposition or carrier status, uniformed service status, political affiliation or any other characteristic protected by applicable national, federal, state, and local law(s).

Please be assured that you will not be subject to any adverse treatment if you choose to disclose the information requested. This information is provided voluntarily. The information obtained will be kept in strict confidence.

For more information, review HPs EEO Policy or read about your rights as an applicant under the law here: Know Your Rights: Workplace Discrimination is Illegal "