HR Operations and Process Lead

At MiniMed, you can begin a lifelong career of exploration and innovation, while helping make a difference in the lives of people living with diabetes around the globe. You'll lead with purpose, breaking down barriers to innovation for a more connected, compassionate world.

About the Role

A Day in the Life

Our Global Diabetes Capability Center is expanding to serve more people living with diabetes globally. Our state-of-the-art facility is dedicated to transforming diabetes management through innovative solutions and Technologies that reduce the burden of living with diabetes.

This position is an exciting opportunity to work with Minimed’s Diabetes business. Medtronic has announced its intention to separate the Diabetes division to promote future growth and innovation within the business and reallocate investments and resources across Medtronic, subject to applicable information and consultation requirements. This separation provides our team with a bold opportunity to unleash our potential, enabling us to operate with greater speed and agility. As a separate entity, we anticipate leveraging increased investments to drive meaningful innovation and enhance our impact on patient care.

The HR Operations and Process Lead is responsible for improving and governing HR Shared Services processes, reporting, knowledge management, and operational initiatives.

This role ensures HR processes are documented, standardized, and continuously improved while supporting effective service delivery across HR teams. The position also coordinates complex, cross-functional cases, drives strategic projects, and partners with HR stakeholders to implement sustainable process and system improvements.

The role provides functional direction to assigned Tier 2 team members and supports execution of improvement initiatives, knowledge management activities, reporting, and complex case resolution.

#BetterDaysStartNow

Key Responsibilities

Process Excellence and Standardization

• Lead process mapping, documentation, and standardization initiatives across HR Shared Services functions and countries.

• Develop, maintain, and govern standard operating procedures (SOPs), process maps, work instructions and supporting documentation.

• Identify opportunities to simplify workflows, eliminate process gaps, and improve service delivery.

• Partner with functional SMEs, HRIS, and COEs to align processes, policies, and operational requirements.

• Establish process governance, documentation standards, and periodic review mechanisms.

Analytics, Reporting and Strategic Projects

• Develop and maintain HR Shared Services dashboards, operational reports, and KPIs.

• Monitor service delivery performance, including case volumes, SLAs, case aging, productivity, quality, and other operational metrics.

• Analyze trends, identify performance gaps, and provide actionable recommendations to leadership.

• Support the development and implementation of analytics and automation initiatives.

• Improve reporting accuracy, consistency, and automation within HR Operations.

• Lead and coordinate assigned strategic projects, including project planning, milestones, deliverables, stakeholder engagement, and progress reporting.

• Partner with HRIS and relevant stakeholders on system enhancements, testing, and workflow improvements.

Knowledge Management and HR Portal Optimization

• Support the administration, maintenance, and continuous improvement of HR portals, employee self-service platforms, and knowledge repositories.

• Establish and maintain Tier 0 knowledge management standards, including content accuracy, ownership, governance, and periodic reviews.

• Improve employee self-service capabilities by identifying knowledge gaps and opportunities to reduce avoidable HR support inquiries.

• Coordinate with functional SMEs and Tier 2 resources to develop, validate, and maintain knowledge articles, FAQs, user guides, and supporting materials.

• Support case management knowledge processes, ensuring consistent and accessible information for HR support teams.

• Develop and coordinate communications related to HR portal updates, process changes, and new self-service capabilities.

• Monitor portal adoption, content effectiveness, employee experience, and opportunities for improvement.

Tier 2 Resource Coordination and Functional Support Leadership

• Provide functional leadership and direction to designated Tier 2 team members supporting complex case resolution, documentation, and improvement initiatives.

• Act as the primary coordination point for complex or cross-functional HR cases requiring engagement across multiple stakeholders, teams, or business functions.

• Facilitate case reviews, establish action plans, and ensure timely follow-up and resolution of escalated or sensitive employee and manager inquiries.

• Allocate project deliverables and case assignments based on functional expertise, operational priorities, workload, and resource capacity.

• Guide Tier 2 resources in process mapping, SOP development, work instruction creation, testing, project implementation, and complex case handling.

• Monitor project progress, case outcomes, service quality, timelines, and completion of assigned deliverables.

• Partner with HR Operations leadership to balance project commitments with Tier 2 case management and service delivery responsibilities.

• Facilitate collaboration and knowledge sharing across Tier 1, Tier 2, functional SMEs, COEs, HRBPs, and other HR stakeholders to resolve complex cases and drive operational improvements.

• Identify trends, root causes, and recurring issues from escalated cases and recommend process, policy, or system improvements.

Continuous Improvement and Stakeholder Collaboration

• Identify opportunities for process automation, simplification, and service delivery improvements.

• Facilitate root cause analysis and recommend sustainable solutions to recurring operational issues.

• Partner with HR Shared Services leadership, HRIS, COEs, and business stakeholders to implement improvement initiatives.

• Support change management, process adoption, and communication activities.

• Track improvement outcomes and demonstrate measurable benefits to service delivery and employee experience.

Required Qualifications

• Bachelor's degree in Human Resources, Business Administration, Information Systems, Analytics, or a related field.

• 5+ years of experience in HR operations leadership, process improvement, reporting, analytics, or portal administration.

• Experience with HR systems such as Workday, SAP SuccessFactors, Oracle HCM, ADP, or similar platforms.

• Strong proficiency in Excel, Power BI or other reporting and visualization tools.

• Knowledge of HR processes, workforce metrics, HR case management, and data governance.

• Strong analytical, problem-solving, and organizational skills.

• Excellent communication and stakeholder management abilities.

Physical Job Requirements

The above statements are intended to describe the general nature and level of work being performed by employees assigned to this position, but they are not an exhaustive list of all the required responsibilities and skills of this position.

Benefits & Compensation

MiniMed offers a competitive salary and flexible benefits package

At MiniMed, we put people first. A commitment to our employees lives at the core of our values: We recognize their contributions. They share in the success they help create. We offer a wide range of benefits, resources, and competitive compensation plans designed to support you at every stage of your career and life.

About MiniMed

We want to make every day a better day for people living with diabetes. Our team of creative innovators around the globe share a passion for finding the simplest solutions to the problems that people with diabetes face on a daily basis. For more than 40 years, we've been redefining what's possible