People Operations Process Design Manager

📍 Job Overview

Job Title: People Operations Process Design Manager

Company: SoFi

Location: San Francisco, CA | Cottonwood Heights, UT

Job Type: Full-Time

Category: People Operations / HR Operations

Date Posted: March 27, 2026

Experience Level: 8+ Years (Senior/Staff Level)

Remote Status: On-site

🚀 Role Summary

• Lead the evolution of SoFi's People Operations function from a transactional support model to a standardized, systems-enabled operating model.

• Design and optimize end-to-end People Operations processes across the global employee lifecycle, ensuring scalability and sustainability.

• Own the enhancement roadmap for critical HR systems, including Workday and ServiceNow, driving automation and self-service capabilities.

• Establish robust governance, prioritization frameworks, and controls to ensure audit readiness and regulatory compliance.

• Drive change management and adoption of new processes and systems across People Operations and partner teams.

📝 Enhancement Note: This role is positioned at a Staff level, indicating a high degree of autonomy, strategic influence, and the expectation to lead significant process re-engineering initiatives. The focus on "process design" and "operating model" suggests a strategic, forward-thinking approach rather than purely transactional HR support. The emphasis on global standards and regional requirements highlights the complexity and scale of the role.

📈 Primary Responsibilities

• Process & Operating Model Design:

  • Design, document, and maintain comprehensive, end-to-end People Operations processes covering the entire employee lifecycle (hire to retire, promotions, transfers, etc.).
  • Define and implement global HR process standards while ensuring adaptability and compliance with diverse regional regulations and requirements.
  • Clearly delineate ownership and handoffs between Centers of Expertise (COEs), People Business Partners (PBPs), and the People Operations Service Delivery team to eliminate ambiguity and friction.
  • Architect a service delivery model that effectively separates strategic process design from day-to-day execution, while fostering robust feedback loops from operational teams.

• Governance, Prioritization & Controls:

  • Establish and manage a formal intake and prioritization process for all People Operations system and process enhancement requests.
  • Design, implement, and maintain a strong internal control framework for People Operations processes to ensure audit readiness and compliance with relevant regulations (e.g., SOX).
  • Lead remediation efforts for identified control gaps and ensure ongoing alignment between approved service offerings and system/process configurations.

• Systems & Workflow Enablement:

  • Drive the strategic roadmap for People Operations systems enhancements, focusing on Workday, ServiceNow HRSD, and critical integrations.
  • Translate complex business and service requirements into actionable system configurations, logical workflows, and standardized global process flows.
  • Proactively identify opportunities for automation, workflow optimization, and reduction of manual tasks to mitigate risk and improve operational efficiency.
  • Champion the implementation of self-service functionalities and AI-enabled solutions to effectively reduce transactional case volume and enhance employee experience.

• Change & Adoption:

  • Partner closely with COEs, PBPs, and regional People Operations Managers to ensure successful operationalization of process and system changes.

  • Develop and maintain standardized operating procedures (SOPs), documentation, and knowledge enablement materials to support consistent adoption.

  • Ensure that implemented changes are rolled out consistently and sustainably across all relevant regions and business units.

📝 Enhancement Note: The responsibilities clearly indicate a strategic role focused on re-architecting how People Operations functions, moving beyond day-to-day task management to building scalable frameworks. The emphasis on "global standards," "regional requirements," and "cross-functional partnerships" points to a complex, matrixed environment requiring strong influencing and project management skills.

🎓 Skills & Qualifications

Education:

Experience:

• Minimum of 8 years of progressive experience in People Operations, HR Systems implementation and management, HR Service Delivery, or a related field.

• Demonstrated success in designing, implementing, and scaling global HR processes within a complex, multi-region organizational structure.

Required Skills:

• Process Design & Optimization: Expertise in designing, documenting, and re-engineering complex HR processes, including hire-to-retire, compensation, benefits, and employee lifecycle events.

• HR Systems Proficiency: Strong understanding and hands-on experience with Workday's business process framework and ServiceNow HR Service Delivery (HRSD) workflow design capabilities.

• Governance & Controls: Experience establishing and maintaining process governance, controls, and audit readiness frameworks, with a preference for SOX compliance experience.

• Stakeholder Management: Proven ability to effectively manage and influence senior stakeholders across different functions (HR, IT, Finance) and geographies, driving alignment and decision-making.

• Systems Thinking: Ability to analyze complex systems, identify patterns, and develop integrated solutions that enhance efficiency and user experience.

• Project Management: Strong project management skills with the ability to manage multiple initiatives, prioritize effectively, and deliver results within defined timelines.

• Analytical & Problem-Solving: Excellent analytical and structural thinking skills to diagnose process inefficiencies, identify root causes, and develop data-driven solutions.

Preferred Skills:

• Experience with HRIS integrations and data management best practices.

• Familiarity with AI-driven HR solutions and self-service technologies.

• Experience in a rapidly growing, public company environment.

• Certification in Lean Six Sigma or other process improvement methodologies.

📝 Enhancement Note: The requirement for "8+ years of experience" and the focus on "global HR processes at scale" with specific system expertise (Workday, ServiceNow) clearly positions this as a senior or staff-level individual contributor role with significant strategic impact. The emphasis on "simplifying complex, multi-region operations" and "making decisions and driving alignment" underscores the need for seasoned professionals.

📊 Process & Systems Portfolio Requirements

Portfolio Essentials:

• Process Documentation: Examples of comprehensive end-to-end process maps (e.g., hire-to-retire, onboarding, offboarding) designed for clarity, scalability, and compliance, showcasing global standards and regional adaptations.

• Workflow Redesign Case Studies: Detailed case studies demonstrating the analysis of existing complex or fragmented workflows, the proposed redesign, implementation steps, and quantifiable improvements (e.g., reduced cycle time, error reduction, cost savings).

• System Enhancement Proposals: Examples of proposals or roadmaps for HR system enhancements (ideally Workday or ServiceNow), outlining business requirements, proposed configurations, integration points, and expected benefits like automation or self-service.

• Control Framework Development: Documentation illustrating the design of controls within HR processes to ensure audit readiness and regulatory compliance, potentially including examples of risk assessments or remediation plans.

Process Documentation:

• Candidates should be prepared to discuss their methodologies for creating and maintaining Standard Operating Procedures (SOPs), knowledge base articles, and user guides that support global process adoption and consistency.

• The portfolio should highlight experience in translating operational requirements into clear, actionable documentation that facilitates training and change management.

📝 Enhancement Note: For a role focused on process design and systems, a portfolio demonstrating tangible results in process improvement, system configuration, and control implementation is critical. Candidates should be ready to articulate the "why" and "how" behind their process designs, focusing on scalability, efficiency, and compliance.

💵 Compensation & Benefits

Salary Range:

• San Francisco, CA: $150,000 - $220,000 annually

• Cottonwood Heights, UT: $120,000 - $190,000 annually

📝 Enhancement Note: Salary ranges are estimated based on a 10+ year experience level for a Staff-level Process Design Manager in People Operations within the specified locations. San Francisco, CA, commands a higher range due to the significantly higher cost of living and market demand for specialized talent in tech hubs. Cottonwood Heights, UT, reflects a lower cost of living and regional market rates. These estimates are benchmarked against industry data from reputable sources for similar roles and experience levels.

Benefits:

• Comprehensive health, dental, and vision insurance plans.

• Generous paid time off (PTO) and holidays.

• 401(k) retirement plan with company match.

• Stock options and potential for performance-based bonuses.

• Professional development and continuous learning opportunities.

• Employee wellness programs and resources.

• Discounts on SoFi financial products.

Working Hours:

• Standard full-time hours, typically 40 hours per week.

• Flexibility may be offered, but the role is primarily on-site and requires consistent availability during core business hours and for cross-functional collaboration.

📝 Enhancement Note: The working hours are noted as primarily on-site, aligning with the "On-site" remote status. Flexibility is implied but not guaranteed, with an emphasis on core business hours for collaboration, which is typical for roles requiring significant stakeholder interaction.

🎯 Team & Company Context

🏢 Company Culture

Industry: Financial Services / Fintech (National Bank)

Company Size: Over 1,000 employees (SoFi is a large, publicly traded company)

Founded: 2011

Company Slogan: "Shape a brighter financial future with us."

Team Structure:

• This role is within the People Operations function, reporting to the Director of People Operations.

• The People Operations team operates horizontally, partnering closely with People Business Partners (PBPs), Centers of Expertise (COEs - e.g., Compensation, Benefits, Talent Acquisition), and the People Systems team.

Methodology:

• Data-Driven Process Improvement: Focus on analyzing HR data, system metrics, and user feedback to identify bottlenecks and opportunities for process optimization and automation.

• Scalable Operating Model Design: Emphasis on creating standardized, repeatable processes that can scale efficiently across a growing, multi-region workforce.

• Systems-Enabled Execution: Leveraging HR technology (Workday, ServiceNow) to automate workflows, enable self-service, and ensure data integrity and compliance.

• Cross-Functional Collaboration: A collaborative approach to process design, ensuring buy-in and alignment from all relevant stakeholders to drive successful adoption.

Company Website: https://www.sofi.com/

📝 Enhancement Note: SoFi's description as a "next-generation financial services company and national bank" highlights a dynamic, technology-driven environment. The "public company" status implies a need for strong governance, controls, and compliance, which directly impacts the People Operations Process Design Manager role. The company's core values and focus on member impact suggest a mission-driven culture.

📈 Career & Growth Analysis

People Operations Career Level: Staff Individual Contributor

Reporting Structure:

• Reports directly to the Director of People Operations, a senior leadership role within the HR function.

People Operations Impact:

• This role directly impacts the efficiency, scalability, and compliance of all HR processes, which are foundational to employee experience and organizational effectiveness.

• By designing robust, automated, and compliant processes, the role contributes to cost savings, risk mitigation, and the ability of SoFi to scale its workforce effectively to meet business objectives.

Growth Opportunities:

• Leadership in Process Excellence: Opportunity to become a recognized expert and leader in People Operations process design and HR technology implementation within a major financial institution.

• Strategic Project Ownership: Lead critical initiatives related to HR system upgrades, process re-engineering, and the development of a mature HR operating model.

• Career Progression: Potential pathways could lead to roles such as Senior Manager/Director of HR Operations, HRIS Director, or a specialized consulting role within HR transformation.

• Skill Development: Deepen expertise in Workday and ServiceNow, gain exposure to SOX compliance, and hone skills in change management, stakeholder alignment, and strategic planning.

📝 Enhancement Note: The "Staff" designation implies a level of individual contribution that can shape departmental strategy. Growth opportunities focus on deepening expertise in core HR operations areas and potentially moving into broader leadership roles within HR or operations.

🌐 Work Environment

Office Type: Hybrid/On-site focused

Office Location(s): San Francisco, CA; Cottonwood Heights, UT. The role requires presence at one of these office locations.

Workspace Context:

• Collaborative Environment: SoFi emphasizes a collaborative culture, meaning the workspace will likely support team interaction, brainstorming, and cross-functional meetings.

• Technology Rich: As a fintech company, expect access to modern technology infrastructure, including robust HR systems and collaboration tools.

• Dynamic Pace: The environment is likely fast-paced, reflecting the growth and innovation within the financial services industry. This role will be central to enabling that growth through efficient operations.

Work Schedule:

• Standard 40-hour work week, with expectations for on-site presence.

• While core hours are standard, the nature of process design and system implementation may require flexibility to meet project deadlines or address urgent issues.

📝 Enhancement Note: The "On-site" remote status and specific office locations indicate a preference for in-person collaboration, which is crucial for process design roles involving extensive stakeholder engagement and workshop facilitation.

📄 Application & Portfolio Review Process

Interview Process:

1. Initial Screening: Recruiter or HR representative will review applications and conduct a brief screening call to assess basic qualifications and interest.

2. Hiring Manager Interview: A deeper dive into experience, understanding of People Operations processes, HR systems (Workday, ServiceNow), and approach to process design and stakeholder management.

3. Panel Interview/Case Study: This stage will likely involve a panel of stakeholders (e.g., Director of People Ops, HRIS Manager, PBP representative). It may include a case study or problem-solving exercise focused on designing a specific HR process, improving a workflow, or addressing a compliance challenge.

4. Final Interview: Potentially with a senior HR leader or executive to assess cultural fit, strategic thinking, and overall suitability for the role.

Portfolio Review Tips:

• Focus on Impact: For each portfolio item, clearly articulate the problem you were solving, your specific role and approach, the solutions you implemented, and the quantifiable results achieved (e.g., efficiency gains, cost savings, compliance improvements).

• Showcase Process Design Methodology: Detail your approach to stakeholder analysis, requirements gathering, process mapping, risk assessment, and documentation standards.

• Highlight System Expertise: Provide context on how you leveraged Workday and ServiceNow to enable your process designs. If you worked on integrations or custom configurations, explain the business need and outcome.

• Demonstrate Global Thinking: If applicable, show examples of how you balanced global standardization with regional nuances in process design.

• Quantify Achievements: Use metrics wherever possible. Instead of "improved efficiency," state "reduced onboarding time by 15%."

Challenge Preparation:

• Process Design Exercise: Be prepared to walk through a hypothetical scenario where you need to design or improve an HR process (e.g., managing remote worker onboarding, implementing a new leave policy). Structure your response logically: understand the need, gather requirements, design the process, define controls, identify system needs, and plan for change management.

• Systems Scenario: Anticipate questions about how you would configure Workday or ServiceNow to support a specific process or automation.

• Stakeholder Management Scenarios: Prepare examples of how you have managed conflicting priorities, gained buy-in from difficult stakeholders, or communicated complex changes.

📝 Enhancement Note: The interview process is expected to be rigorous, focusing heavily on practical application of skills through case studies and portfolio review. Candidates need to demonstrate not just theoretical knowledge but also the ability to execute and deliver tangible improvements in a complex environment.

🛠 Tools & Technology Stack

Primary HRIS & Workflow Platforms:

• Workday: Deep understanding of Workday's business process framework, core HCM modules, and configuration capabilities is essential for process design and system enhancement.

• ServiceNow HRSD: Proficiency in designing workflows, case management, knowledge base, and integrations within the ServiceNow HR Service Delivery module.

Supporting Systems:

• Integration Tools: Familiarity with HRIS integration methodologies and tools (e.g., Workday Studio, Dell Boomi, MuleSoft) to connect HR systems and automate data flow.

• Analytics & Reporting Tools: Experience with Workday reporting, Tableau, Power BI, or similar tools for data analysis and performance tracking of HR processes.

• Collaboration & Project Management: Tools like Slack, Microsoft Teams, Jira, Asana for team communication and project tracking.

📝 Enhancement Note: The explicit mention of Workday and ServiceNow HRSD is critical. This role is not just about process theory but also about practical application within these specific, enterprise-level HR technology platforms.

👥 Team Culture & Values

People Operations Values:

• Member Focus: While this role is internal-facing, the principle of serving the "member" (employee) with efficient, user-friendly processes is paramount, mirroring SoFi's external mission.

• Innovation & Technology: A drive to leverage technology, automation, and AI to create smarter, more efficient HR operations.

• Data-Driven Decisions: Commitment to using data and analytics to inform process design, measure impact, and drive continuous improvement.

• Integrity & Compliance: Upholding the highest standards of data privacy, security, and regulatory compliance in all People Operations processes.

• Collaboration & Transparency: Openness to sharing information, seeking input from others, and working collaboratively across teams and functions.

Collaboration Style:

• Cross-Functional Partnership: Expected to work collaboratively with HRIS, COEs, PBPs, IT, and potentially Finance to ensure holistic process design and seamless system integration.

• Feedback-Oriented: A culture that encourages constructive feedback on processes and systems to drive iterative improvement.

• Proactive Communication: Maintaining open lines of communication with stakeholders regarding process changes, system updates, and potential impacts.

📝 Enhancement Note: SoFi's core values, as described in the company overview, likely permeate the People Operations team culture. The emphasis on innovation, data, and serving members translates to a focus on creating efficient, user-centric HR processes.

⚡ Challenges & Growth Opportunities

Challenges:

• Balancing Global Standards with Regional Nuances: Designing processes that are globally consistent yet flexible enough to accommodate diverse legal, cultural, and operational requirements across multiple regions.

• Managing Evolving Technology: Keeping pace with advancements in HR technology (Workday, ServiceNow, AI) and integrating them effectively into process designs.

• Driving Adoption of Change: Overcoming resistance to change and ensuring consistent adoption of new processes and systems across a large, distributed workforce.

• Prioritizing Competing Demands: Managing an intake process that balances urgent operational needs with strategic system enhancements and compliance requirements from various stakeholders.

Learning & Development Opportunities:

• Deepen HRIS Expertise: Gain advanced knowledge and potentially certifications in Workday and ServiceNow HRSD.

• SOX Compliance Mastery: Develop in-depth understanding and practical experience with SOX compliance within HR operations.

• Strategic HR Transformation: Contribute significantly to the strategic evolution of SoFi's People Operations function, impacting efficiency and scalability.

• Leadership in Process Automation: Become a go-to expert for automation initiatives within People Operations, potentially exploring RPA or AI applications.

📝 Enhancement Note: The role presents a significant opportunity to tackle complex, large-scale operational challenges common in growing public companies, offering substantial professional development in high-demand areas of HR operations and technology.

💡 Interview Preparation

Strategy Questions:

• "Describe your process for designing a new global HR process from inception to full adoption. What are the key phases and considerations?"

• "How would you approach standardizing an HR process that currently has significant regional variations? What tools or methodologies would you use?"

• "Walk me through a time you identified a critical control gap in an HR process. What steps did you take to remediate it, and what was the outcome?"

Company & Culture Questions:

• "Based on your understanding of SoFi, what do you see as the biggest opportunities and challenges for our People Operations function as we continue to scale?"

• "How do you ensure that your process designs align with a company's overall mission and values, especially in a regulated industry like financial services?"

Portfolio Presentation Strategy:

• Structure Your Case Studies: For each example, clearly outline:

  1. The Problem: What was the specific pain point or inefficiency?
  2. Your Approach: Your methodology for analysis, design, and stakeholder engagement.
  3. The Solution: The process or system changes you implemented.
  4. The Results: Quantifiable outcomes (e.g., time saved, cost reduced, compliance improved, employee satisfaction increased).

• Highlight System Integration: Explicitly mention how Workday and ServiceNow were utilized or configured to support your process solutions.

• Emphasize Scalability & Compliance: For each example, briefly touch on how your solution addressed scalability and maintained or improved compliance.

📝 Enhancement Note: Interview preparation should focus on demonstrating a structured, data-driven, and collaborative approach to process design, with a strong understanding of HR technology and compliance requirements. Quantifiable achievements and clear articulation of impact are key.

📌 Application Steps

To apply for this People Operations Process Design Manager position:

• Visit the SoFi careers page and submit your application through the provided link.

• Tailor Your Resume: Ensure your resume highlights your experience in People Operations, HR systems (Workday, ServiceNow), global process design, governance, and compliance. Use keywords from the job description.

• Prepare Your Portfolio: Curate 2-3 strong examples of process redesigns, system implementations, or control framework developments that demonstrate your impact. Be ready to discuss them in detail.

• Research SoFi: Understand SoFi's business, its mission, and its position in the financial services industry. Consider how People Operations supports these objectives.

• Practice Interview Questions: Prepare answers to common HR operations and process design questions, focusing on behavioral examples and your problem-solving methodology.

⚠️ Important Notice: This enhanced job description includes AI-generated insights and operations industry-standard assumptions. All details should be verified directly with the hiring organization before making application decisions.