P&C Operations, Process Optimization Specialist

Role Summary

The Process Optimisation Specialist defines what “good” looks like for People Ops processes and makes it repeatable. Where the Continuous Improvement Specialist finds and prioritises what needs fixing, this role designs the standardised process, documents it, and embeds it so changes land cleanly and stick - directly delivering the “process design and standardisation” capability under the Improvement and Standardisation spine point.

Purpose

To design, document, and embed standardised processes so changes land cleanly and hold - delivering the Shared Service Center's process design and standardisation capability and reducing dependency on individual knowledge-holders.

Key Responsibilities

1. Process design and documentation

Create clear end-to-end process maps, SOPs, and repeatable playbooks for priority services and cyclical or complex activities.

Examples include:

• Ensuring consistency across APAC, LATAM/Americas, MED, and NCE

2. Standardisation and CI translation

Standardise and simplify processes to reduce ambiguity and rework, translating approved CI items into repeatable process changes.

Examples include:

• Partnering with the Continuous Improvement Specialist so prioritisation and process redesign stay connected

3. Change governance mechanics

Own change governance mechanics for process updates: log the change, assess risk, confirm sign-off against “minimum standards,” and verify the change has landed and held.

Examples include:

• Not just been announced - confirmed adopted

4. Compliance and integrity assurance

Ensure process integrity through quality checks and alignment with master data rules.

Examples include:

• Contributing to controls, risk management, and operational assurance so standardisation doesn't come at the expense of compliance or data integrity

5. Automation identification

Identify automation and self-serve opportunities as part of the standardisation agenda, feeding these into the CI pipeline for prioritisation.

6. Adoption and partnership (Leadership)

Drive adoption of new processes through training, reinforcement, and practical guidance, influencing regions to reduce variation and follow standard approaches.

Examples include:

• Partnering with governance roles, the ServiceNow Specialist, and other key interface stakeholders to ensure handoff points are documented and followed
• Supporting the Governance and Standardisation Professional and Regional Specialists in reducing single points of failure

Skills, Knowledge and Experience

• Experience in process design, standard operating procedure development, or business process re-engineering, ideally in HR shared services - with strong process design capability (mapping, simplification, standardisation) and strong documentation and process-mapping skills.
• Familiarity with change governance and control frameworks (sign-off routes, risk assessment, adherence checks).
• Ability to work cross-functionally with data, payroll, and tooling teams to ensure standards are practical, not theoretical - with operational pragmatism and understanding of real-world delivery constraints.
• Working knowledge of CI methods (root-cause analysis, impact/effort prioritisation, Lean/Six Sigma), with a quality mindset focused on reducing defects and rework.
• Proficiency with Microsoft Power Platform (Power Automate, Power BI) and RPA platforms for process automation and reporting.
• HR Ops context and familiarity with typical process patterns.
• Strong communication and stakeholder management skills, with the ability to engage, influence, and build credibility with senior stakeholders.
• Thrives in a fast-paced, complex environment - resilient and adaptable under shifting priorities, with a collaborative approach that drives results across teams.

Objectives

• 1. Consistency and quality: reports progress into the Monthly Forum, driving improved consistency and quality of delivery.
• 2. Operational control: supports sign-off on high-consequence process changes and confirms adherence to minimum standards.
• 3. Variation and rework: reduces variation and rework, providing clear, usable processes that scale with Manila capability.
• 4. Speed: enables faster execution and onboarding.

What This Role Is Not

This role:

• Does not prioritise what gets fixed - that is the Continuous Improvement Specialist
• Does not own platform configuration itself - that is the ServiceNow Specialist
• Does not set global governance standards - that is the Governance and Standardisation Professional
• Does not hold formal sign-off on high-consequence changes - that sits within Operational Control Governance

Instead, it turns agreed priorities into standardised, repeatable process that other roles can adopt and govern.

12-Month Key Shifts (Current to Future)

• From undocumented tribal knowledge to documented, actively-used SOPs and playbooks - not shelf-ware
• From one-off fixes to process changes that land once, evidenced by low re-opened or re-escalated change volume
• From variable regional practice to reduced variation across regions and fewer recurring errors
• From dependency on individuals to resilient, repeatable process supporting the Manila transition

How This Role Complements Others

• Continuous Improvement Specialist: receives prioritised items from this role and hands back a connected pipeline for

process (re)design.

• ServiceNow Specialist: partners to reflect standardised processes accurately in the platform.
• Governance and Standardisation Professional: aligns process design to global standards and release train discipline.
• Payroll Directors and C&R leads: partners on key interface handoffs and documentation.

Our commitment to a fair hiring.

At Vestas, we evaluate all candidates solely based on their professional experience, education, and relevant skills. To support a fair recruitment process, we kindly ask that you remove any photos, dates of birth or graduation, gender pronouns, marital status, or other personal information not relevant to the role before submitting your CV/resume. Your CV/resume should focus on your professional and educational background, along with the necessary contact details (email and phone number). We train our hiring teams in inclusive evaluation and regularly review process outcomes to ensure fairness.

DEIB Statement

At Vestas, we recognize the value of diversity, equity, and inclusion in driving innovation and success. We strongly encourage individuals from all backgrounds to apply, particularly those who may hesitate due to their identity or feel they do not meet every criterion. As our CEO states, "Expertise and talent come in many forms, and a diverse workforce enhances our ability to think differently and solve the complex challenges of our industry". Your unique perspective is what will help us powering the solution for a sustainable, green energy future.

BEWARE - RECRUITMENT FRAUD

It has come to our attention that there are a number of fraudulent emails from people pretending to work for Vestas. Read more via this link, https://www.vestas.com/en/careers/our-recruitment-process

About Vestas

Vestas is the energy industry’s global partner on sustainable energy solutions. We are specialised in designing, manufacturing, installing, and servicing wind turbines, both onshore and offshore.

Across the globe, we have installed more wind power than anyone else. We consider ourselves pioneers within the industry, as we continuously aim to design new solutions and technologies to create a more sustainable future for all of us. With more than 200 GW of wind power installed worldwide and 40+ years of experience in wind energy, we have an unmatched track record demonstrating our expertise within the field.

With 39,000 employees globally, we are a diverse team united by a common goal: to power the solution - today, tomorrow, and far into the future.

Vestas promotes a diverse workforce which embraces all social identities and is free of any discrimination. We commit to create and sustain an environment that acknowledges and harvests different experiences, skills, and perspectives. We also aim to give everyone equal access to opportunity.

To learn more about our company and life at Vestas, we invite you to visit our website at www.vestas.com and follow us on our social media channels. We also encourage you to join our Talent Universe to receive notifications on new and relevant postings.