Head of Global People Operations & Transformation

DDN is in an extraordinary moment. We’ve spent more than two decades building technology that powers some of the world’s most demanding computing environments. Today, we’re at the center of the AI infrastructure boom, our business is experiencing tremendous scale—and our People infrastructure needs to move just as fast.

We’re looking for a Head of Global People Operations & Transformation to build the operating system for our global People organization.

This role will be responsible for creating a People Operating system that is global, connected, automated, data-driven and built to scale—creating a consistent employee experience and the operational leverage that allows our HR Team to increase it’s strategic offerings, and better enable a more global people experience.

If you’re an inherent builder of systems and process, love working cross functionally, and are energized by building systems, not just a process, this job is for you.

What you’ll own

• Redesign the employee experience and build the operating model, taking an end-to-end view of the employee lifecycle—from onboarding through transfers, promotions, leaves, performance processes and offboarding.

• Define a consistent global experience while accommodating local requirements.

• Simplify processes, eliminate unnecessary steps and automate wherever possible.

• Create connected workflows rather than relying on emails, spreadsheets and human reminders.

• Create scalable infrastructure across global employment, entities, EORs, worker classification and cross-border employment.

• Build operational rigor and compliance that accelerate decision making and minimize bureaucracy.

Own People technology, automation and data

• Own the roadmap across HR systems (Wordkay), integrations, workflows and automation.

• Assess our People Technology ecosystem to make thoughtful build vs. buy vs. configure vs. eliminate decisions—not collect software.

• Use automation and AI where they materially improve speed, quality or employee experience.

• Establish trustworthy People data, reporting and analytics infrastructure that help leaders understand what is happening, what it means and where they should act.

• Leverage clean data to drive insights for the business

Build a function that scales

• Help shape a more globally connected operating model while preserving local nuance and expertise where it matters.

• Build strong partnerships across HRBPs, Compensation, Talent Acquisition, Finance, Legal, IT and Security.

• Define what belongs in People Operations—and what doesn’t.

• Build a roadmap toward one global process, with local variation where law or meaningful market differences require it.

• Our HRBPs should be focused on organization design, talent, leadership, performance and workforce strategy. One measure of success for this role will be how much operational work can be permanently removed from their plates.

What we hope you’ve done before

This role is for you if:

• You’ve built or materially transformed People Operations in a complex, global company—not simply inherited a mature machine.

• You’ve led significant HR technology (Wordkay) and process transformations end-to-end.

• You have experience with and are energized by building and executing process maps, gathering requirements and working cross functionally to develop seamless workflows.

• You understand operating across multiple countries, entities and employment models, including EORs and cross-border employment.

• You can get into the details of an HRIS, integration, workflow or data problem while still seeing the bigger operating model.

• You’re fluent in People data and excited about using automation and AI thoughtfully.

• You build strong partnerships across the People Team, Finance, Legal, IT and the business.

• You’ve led nimble and inspire followership, but you’re also willing to get hands-on.

• You simplify.

What success looks like

Within the first 12–18 months:

• One global operating model with clear ownership and thoughtful local variation.

• A consistent employee experience across geographies.

• A clear technology and HR process roadmap that minimizes manual work.

• People data leaders trust and use to make decisions.

• Repeatable global employment infrastructure rather than country-by-country reinvention.

• HRBPS are spending more of their time on talent, leadership and organizational effectiveness.