• Manage and resolve complex end-to-end employee exits with minimal supervision across multiple international jurisdictions, prioritizing a superior offboarding experience for Remote's clients and employees. • Provide sound and trusted guidance with an elevated level of knowledge on key jurisdictions, and manage clients' requests on various HR matters, including but not limited to termination, resignation and transfer procedures, employment contracts, and redundancy processes, ensuring legal compliance and best practices. • Independently lead and facilitate meetings with clients and external employees, including but not limited to workforce reduction consultation meetings, administrative hearings, negotiations in separations and settlements, providing guidance on terminations, and delivering termination outcomes. • Influence and negotiate positive outcomes in complex terminations, successfully navigating and directing multiple stakeholders with competing interests through a complicated, involved and sometimes lengthy process. • Liaise with and coordinate various internal and external stakeholders to ensure compliance in offboarding activities and audits, including but not limited to payroll, legal counsel, government bodies, and trade unions. • Draft, tailor and administer all termination and supplementary documents with accuracy and attention to detail, ensuring employee records are maintained with strict adherence to privacy and confidentiality regulations. • Process offboarding on Remote's internal HRIS platform, collaborating with various internal stakeholders, such as Customer Success, Legal, Payroll, Benefits, Time and Attendance, among other verticals, to ensure all aspects of the employee exit are administered correctly and promptly. • Act as the first point of informal escalation as a trusted colleague with good judgment, by way of providing expertise, mentoring and guidance to more junior team members. • Provide comprehensive guidance on Remote's Employee Relations resources, helping clients navigate complex workplace scenarios. • Conduct thorough preliminary assessments of workplace concerns, identifying key facts, applicable local regulations, and potential paths forward. • Serve as a trusted resource for internal and external stakeholders on employee relations matters, ensuring appropriate handling of complex cases. • Guide clients in understanding progressive disciplinary approaches, documentation requirements, and best practices for handling difficult situations. • Track and monitor ongoing employee relations cases, ensuring timely follow-up and appropriate coordination with relevant stakeholders. • Be the subject-matter expert and proactively resolve internal and external queries on all offboarding and first-level employee relations matters in conjunction with Lifecycle's internal stakeholders. • Actively identify opportunities, advocate for and drive process improvements, automation, product development and overall customer and employee experience through the offboarding and employee relations processes. • Determine methods, procedures and standards on new assignments. Exercise judgment in selecting methods, evaluating, adapting complex techniques and evaluation criteria for obtaining results taking into account wider Lifecycle and Remote needs.

• Manage and resolve complex end-to-end employee exits with minimal supervision across multiple international jurisdictions, prioritizing a superior offboarding experience for Remote's clients and employees. • Provide sound and trusted guidance with an elevated level of knowledge on key jurisdictions, and manage clients' requests on various HR matters, including but not limited to termination, resignation and transfer procedures, employment contracts, and redundancy processes, ensuring legal compliance and best practices. • Independently lead and facilitate meetings with clients and external employees, including but not limited to workforce reduction consultation meetings, administrative hearings, negotiations in separations and settlements, providing guidance on terminations, and delivering termination outcomes. • Influence and negotiate positive outcomes in complex terminations, successfully navigating and directing multiple stakeholders with competing interests through a complicated, involved and sometimes lengthy process. • Liaise with and coordinate various internal and external stakeholders to ensure compliance in offboarding activities and audits, including but not limited to payroll, legal counsel, government bodies, and trade unions. • Draft, tailor and administer all termination and supplementary documents with accuracy and attention to detail, ensuring employee records are maintained with strict adherence to privacy and confidentiality regulations. • Process offboarding on Remote's internal HRIS platform, collaborating with various internal stakeholders, such as Customer Success, Legal, Payroll, Benefits, Time and Attendance, among other verticals, to ensure all aspects of the employee exit are administered correctly and promptly. • Act as the first point of informal escalation as a trusted colleague with good judgment, by way of providing expertise, mentoring and guidance to more junior team members. • Provide comprehensive guidance on Remote's Employee Relations resources, helping clients navigate complex workplace scenarios. • Conduct thorough preliminary assessments of workplace concerns, identifying key facts, applicable local regulations, and potential paths forward. • Serve as a trusted resource for internal and external stakeholders on employee relations matters, ensuring appropriate handling of complex cases. • Guide clients in understanding progressive disciplinary approaches, documentation requirements, and best practices for handling difficult situations. • Track and monitor ongoing employee relations cases, ensuring timely follow-up and appropriate coordination with relevant stakeholders. • Be the subject-matter expert and proactively resolve internal and external queries on all offboarding and first-level employee relations matters in conjunction with Lifecycle's internal stakeholders. • Actively identify opportunities, advocate for and drive process improvements, automation, product development and overall customer and employee experience through the offboarding and employee relations processes. • Determine methods, procedures and standards on new assignments. Exercise judgment in selecting methods, evaluating, adapting complex techniques and evaluation criteria for obtaining results taking into account wider Lifecycle and Remote needs.

• Serve as the primary HR point of contact for assigned departments, providing guidance and solutions on people-related matters. • Support managers in implementing performance improvement plans and documenting employee relations matters. • Maintain current knowledge of Employee Handbook, Operations Manual and Environmental Health & Safety Manual. • Maintain compliance with employment laws, regulations, and internal policies. • Ensure employment documentation and records are accurate, secure, and audit-ready. • Recommend and implement process improvements that leverage automation and emerging technologies. • Partner with department leaders to develop and execute workforce strategies that support operational priorities and long-term objectives. • Provide consultative guidance on organizational design, talent planning, and leadership development. • Support change management initiatives, ensuring smooth transitions during organizational shifts and growth periods. • Use HR data, analytics, and predictive insights to improve decision-making, retention, and performance outcomes. • Work cross-functionally with internal partners to resolve HR matters and challenges. • Champion a high-performance culture by implementing effective performance management processes and coaching leaders on feedback, goal setting, and career growth. • Partner with managers to address employee relations issues, ensuring fair, consistent, and compliant resolutions. • Collaborate with Learning & Development to create targeted training and leadership programs. • Lead engagement strategies that enhance retention and strengthen employee connection in a remote-first organization.

Company Description It all started when engineer Fred Luddy wrote code that automated a tedious task for his coworker, Phyllis. She cried tears of joy. That moment inspired Fred to build a company that could do that for everyone-freeing people from busywork so they could focus on meaningful work. Today, ServiceNow is the AI control tower for business reinvention. Our ServiceNow AI platform brings together any AI, any data, and any workflow- helping 85% of the Fortune 500® work smarter, faster, and better. We're building an AI-native culture where technology and talent are unstoppable together. And we're just getting started. Join us to put AI to work for people. Job Description This is a high-impact executive role at the intersection of HR Operations strategy, transformation and enablement. The Senior Director of HR Operations will architect the future of how ServiceNow delivers HR services globally - driving toward an autonomous, AI-powered delivery model while elevating the capabilities of our teams worldwide. The Senior Director of HR Operations is a pivotal leader responsible for defining and executing the long-term vision for how HR services are delivered across ServiceNow's global workforce. This leader will own the end-to-end HR service delivery roadmap, drive operational excellence, lead transformational initiatives that drive efficiency and experience, and spearhead the organization's progression toward autonomous HR service delivery powered by AI and intelligent automation. This is a builder, strategist, and change agent - someone who can think boldly about the future, influence change, while rolling up their sleeves to make transformation real. Global Strategy & Roadmap• Drive and evolve the multi-year HR service delivery strategy and roadmap, aligning with the enterprise strategy and key outcomes, business growth, workforce evolution, and technology capabilities.• Advance and scale the operating model and governance framework for global HR service delivery, aligned to our long term vision• Responsible for achieving SLAs, key outcomes and experience metrics that meet the gold standard benchmark for service delivery Transformation & Operational Excellence• Lead the global HR Operational transformation that modernizes and drives an AI first HR service delivery team and model - from process redesign and system optimization to organizational redesign.• Drive continuous improvement initiatives using data, employee feedback, and operational insights to eliminate friction and improve outcomes.• Champion the adoption of AI, intelligent automation, and self-service capabilities to reduce manual effort and accelerate resolution.• Build and mature HRSD governance structures, including change management, risk management, and delivery accountability. Autonomous HR Service Delivery• Define and lead the roadmap toward autonomous HR service delivery - where AI agents, predictive workflows, and machine learning resolve the majority of employee needs without human intervention.• Partner with HR Product team and IT to architect and scale ServiceNow HRSD capabilities including EmployeeWorks, Virtual Agent, Now Assist for HR, and agentic workflows.• Evaluate and prioritize AI-enabled use cases that reduce case volumes, increase deflection rates, and enhance the employee experience.• Position HR as ServiceNow's Customer Zero by piloting, proving, and scaling emerging HR technology and delivery models that showcase industry-leading innovation and set the standard for the future of HR service delivery. Team Enablement & Capability Building• Lead the global HR service delivery organization through a capability transformation - building the skills required to thrive in an AI-powered environment.• Design and execute upskilling and reskilling programs that equip HR service delivery teams with the tools, processes, and mindset to support autonomous delivery.• Champion and own the HR Operations training strategy for continuous improvement, equipping teams with structured methodologies, practical problem-solving tools, and data insights to run daily operations with discipline, consistency, and measurable performance improvement.• Develop career pathways and competency frameworks for HR service delivery roles in a transformed operating model.• Foster a culture of operational excellence, continuous learning, and high-performance delivery across global delivery centers. Stakeholder Engagement & Influence• Serve as the executive voice for HR service delivery strategy with global HR leaders, C-suite stakeholders, and external partners.• Build trusted relationships across HR, IT, Legal, Finance, and business leadership to drive alignment and sustain transformation momentum.• Represent HR service delivery in enterprise-wide technology and workforce transformation forums Qualifications Required Experience:• Experience in leveraging or critically thinking about how to integrate AI into work processes, decision-making, or problem-solving. This may include using AI-powered tools, automating workflows, analyzing AI-driven insights, or exploring AI's potential impact on the function or industry.• 12+ years of progressive HR operations, HR shared services, or HR service delivery experience, with at least 5 years in a global senior leadership role.• Demonstrated track record of leading large-scale HR transformation programs - including operating model design, process reengineering, and technology-enabled delivery.• Deep expertise in HR service delivery models, including tiered service delivery, centers of excellence, and shared services.• Experience applying continuous improvement methodologies and tools, including Lean, Six Sigma, root cause analysis, process mapping, and performance management routines, to manage HR Operations, improve service quality, reduce waste, and drive measurable operational outcomes.• Proven ability to define and execute long-term strategy while managing complex, cross- functional execution in a high-growth, fast paced global environment.• Experience building and leading high-performing global teams through periods of significant change.• Strong executive presence with the ability to influence and align diverse stakeholders across cultures, geographies, and functions. Preferred Experience:• Hands-on experience with ServiceNow HR Service Delivery (HRSD) - including platform configuration, workflow design, Virtual Agent, and Now Assist for HR.• Experience building AI-augmented or autonomous HR delivery capabilities, including intelligent triage, agentic automation, and self-service deflection strategies.• Background in organizational upskilling and workforce capability transformation, including developing learning pathways for HR operations teams.• Familiarity with HR technology ecosystems including Workday, SailPoint, payroll platforms, and case management tools.• Experience in fast-paced, high-growth technology companies or companies undergoing significant business transformation. Additional Information Work Personas We approach our distributed world of work with flexibility and trust. Work personas (flexible, remote, or required in office) are categories that are assigned to ServiceNow employees depending on the nature of their work and their assigned work location. Learn more here . To determine eligibility for a work persona, ServiceNow may confirm the distance between your primary residence and the closest ServiceNow office using a third-party service. Equal Opportunity Employer ServiceNow is an equal opportunity employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, national origin, age, disability, gender identity, veteran status, or any other category protected by law. In addition, all qualified applicants with arrest or conviction records will be considered for employment in accordance with legal requirements. Accommodations We strive to create an accessible and inclusive experience for all candidates. If you require a reasonable accommodation to complete any part of the application process, or are unable to use this online application and need an alternative method to apply, please contact globaltalentss@servicenow.com for assistance. Export Control Regulations For positions requiring access to controlled technology subject to export control regulations, including the U.S. Export Administration Regulations (EAR), ServiceNow may be required to obtain export control approval from government authorities for certain individuals. All employment is contingent upon ServiceNow obtaining any export license or other approval that may be required by relevant export control authorities. From Fortune. ©2026 Fortune Media IP Limited. All rights reserved. Used under license.