Manager, People Talent Process Architect
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Before you apply
SalaryNo pay range posted
LocationDowners Grove IL
Typefull-time
SenioritySenior
Company size1,001–5,000 people
PostedNov 6, 2026 · 1d ago
Verified live7h ago
At a glanceSummarised by Seekless from the posting.
Design and own end-to-end process architecture for the talent lifecycle (recruiting to onboarding to engagement and retention)
Map current state processes and design future state processes that are practical and scalable
Produce durable artifacts: process maps, SOPs, RACI matrices, playbooks, journey maps, and governance models
Work directly with recruiting, onboarding, HR, hiring managers, IT, and leadership to pilot, refine, and roll out new processes
Troubleshoot issues in real time and coach teams on new ways of working
Partner with technology teams to make processes tech enabled where it adds value
Drive adoption through clear standards, training materials, side-by-side support, and practical change management
About the role
You get to design the system, then get hands on and make it work.
About the company
Roadrunner is the most tech forward company in LTL. We built a proprietary Smart Network that delivers fewer touches, faster transit, real time visibility, and real accountability. The service is differentiated. The talent processes that bring people into that system have not yet fully matched the standard.
That is the opportunity. You will own the architecture and the execution. You will design the processes that move talent from first interest through recruiting, onboarding, and into sustained engagement and retention, then you will work directly with the teams that run them to make the processes stick. You will build the standards, the playbooks, and the continuous improvement system that recruiting, onboarding, HR, hiring managers, IT, and leadership will actually use. Your work will make the company faster, more consistent, and better at getting the right people ready and engaged. You will work directly with leadership in a lean, PE backed environment that rewards ownership and speed.
What you’ll do
1. Talent Lifecycle Process Architecture
You will not inherit a finished system. You will design the one that connects recruiting, onboarding, and engagement into a single operating model.
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Own the end to end process architecture for the talent lifecycle (recruiting to onboarding to engagement and retention). Design it as one connected system with clear handoffs, decision rights, data continuity, and experience standards.
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Map current state processes with the people who actually do the work. Identify waste, bottlenecks, and broken handoffs. Design future state processes that are practical and scalable.
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Produce the durable artifacts the organization will run on: process maps, SOPs, RACI matrices, playbooks, journey maps, and governance models. These become the operating system for recruiters, processors, managers, and HR partners.
2. Hands On Implementation and Execution Support
Design is only half the job. You stay until the process works in the real environment.
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Work directly with recruiting, onboarding, HR, hiring managers, IT, and leadership to pilot, refine, and roll out new processes.
•
Troubleshoot issues in real time. Coach teams on new ways of working. Stay involved through stabilization instead of handing off and stepping away.
•
Partner with technology teams to make processes tech enabled where it adds value, without adding complexity for the people who have to use them.
•
Drive adoption through clear standards, training materials, side by side support, and practical change management.