Director, HR PMO and People Analytics (Remote)

Yelp

San Francisco, CA, USA Remote

Full time

Jun 8

This job is no longer accepting applications.

This newly created, highly influential role will build and lead teams responsible for Yelp’s People Operations, People Data and Analytics, and People Program Management. This is a critical role that serves as the command center and backbone of Yelp’s People function. 

On strategic planning, you’ll partner with the People leadership team to drive an agile planning process to create a People (HR) portfolio that enables Yelp to execute against our People strategy. Your team will act as the “air traffic controller” for all People projects and reporting, ensuring all programs roll out effectively and are instrumented for ongoing monitoring and tweaking. You’ll partner with the leadership team and program owners across People to bundle and sequence programs to mitigate change fatigue and drive adoption.

You’ll also design and build a People PMO-as-a-service function, embracing PM best practices and tools. You’ll create project management best practices and guide a small nimble team of PMs within your team. Through the planning process, you’ll define the most strategic and cross-functional projects to drive from this newly formed team.

In addition to building a PM function, you will manage the existing Operations team and Analytics team. Your days will never be the same-ranging from facilitating budget planning, Workday roadmap planning and execution, capacity planning, attending People leadership meetings to drive priority discussions, creating remarkable employee experiences through the delivery of People projects and policies. This role is part of the People leadership team and reports to the Chief People Officer. 

Where You Come In:

Drive the creation of a prioritized list of People initiatives that align with our strategic priorities, solve key pain points, and provide transparency against those initiatives’ milestones and roadblocks.

Identify People resources tied to both strategy initiatives and running the People function, provide visibility of that breakdown (capacity planning) and the investment plan.

Research, recommend and implement solutions that help us overcome the challenges associated with outdated or complex business processes and People policies. Develop and manage project plans, including the identification of resourcing needs, roadblocks and ongoing data and metric needs.

 Drive a “portfolio review” process with People leadership team to understand if goals are being met (strategy realization, capacity plans, calendar clashes).

Facilitate cross-functional planning and prioritization for projects involving teams outside of People (e.g., Payroll, Legal, Finance, HRIS).

Define PMO-as-a-Service model, strategy, and execution plan.

Create lightweight, consistent practices and PM tracking and transparency.

Execute key projects on time with adoption/behavior change metrics defined and realized.

Serve as the historian and storyteller of People data and analytics; constantly seeking to expose actionable information in the areas of total rewards, talent acquisition, and business partner effectiveness.

Serve as the liaison to various business groups (Compensation, Benefits, HR Business Partners, Recruiting, Payroll, HRIS, Stock Administration, Legal, Corp Dev, etc.)

What it Takes To Succeed:

8-10 years' work experience in HR with evidence of strong interest in HR/Org/People issues

Understand the need for lightweight process vs. bureaucracy and burdensome tracking/monitoring

Demonstrated program and project management capability

Experience driving effective change management techniques and implementation, including clear and engaging communications plans

Experience running large scale global projects

Comfort with ambiguity and motivated to solve complex problems

Strong executive communication skills, both written and verbal, with the ability to break down complex concepts and data for an exec-level audience

Ability to build trusted relations and gracefully influence senior leaders, understand the big picture, so you can ruthlessly prioritize and push back where appropriateUses a data driven approach to managing projects, checking on progress, measuring employee experienceExperience with Workday Ability to dive deep into details, roll up sleeves while leading, motivating and inspiring a high performing team

What you'll get:

Available your first day: Full medical, vision, and dental (Employee-only plans available at no cost to the employee)

15 days PTO per year for first 2 years of employment (accrual begins on date of hire); number of PTO days increases after 2 years of tenure, 5 paid wellness days, 12 paid holidays, 1 floating holiday

Up to 14 weeks of parental leave

Monthly wellness reimbursement

Health Savings, Flexible Spending and Dependent Care accounts

401(k) retirement savings plan with employer match

Employee stock purchase plan

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