Manasa Karthik

Own global People Operations systems and workforce infrastructure supporting 20,000+ employees, ensuring scalable, compliant lifecycle processes across recruiting, onboarding, compensation, and talent management.

• Led $12M Workday reimplementation to strengthen workforce data governance, internal controls, and integrations across HR, Finance, and Legal.
• Established end-to-end workforce data integrity framework, implementing validation controls and reporting mechanisms to proactively mitigate compliance and reporting risk.
• Designed and documented operational controls across recruiting, onboarding, and compensation workflows to ensure audit readiness and scalable governance.
• Partnered closely with Employment Legal, Finance, and Security to translate regulatory and policy requirements into resilient, well-controlled operational processes.
• Oversaw ATS, HRIS, payroll, and vendor ecosystem ensuring reliable integrations, clean system handoffs, and strong user experience across lifecycle touchpoints.
• Implemented automation and intelligent self-service solutions reducing manual processing by 30% while improving employee access and service velocity.
• Built executive-level dashboards tracking hiring velocity, workforce data quality, SLA adherence, and operational risk indicators.
• Led HR systems onboarding for Mailchimp M&A within 8 weeks; developed repeatable global integration framework reducing future onboarding risk and time-to-integration by 50%.
• Directed cross-functional teams across HR, Engineering, and Operations, establishing structured operating rhythms and accountability standards.

Led global People Systems organization supporting 68,000+ employees across multiple regions, overseeing workforce lifecycle infrastructure, operational controls, and HR data governance.

• Directed implementation of Workday Compensation platform supporting $1B+ total rewards planning; strengthened governance, approval workflows, and audit traceability.
• Owned HR operational controls across compensation, recruiting, payroll integrations, benefits administration, and talent systems.
• Oversaw 125+ integrations spanning Workday, Payroll, Benefits, Learning, and Finance; proactively identified failure points and implemented remediation frameworks to protect data integrity.
• Defined 3-year HR technology roadmap aligned to enterprise hiring, retention, and workforce planning objectives.
• Standardized release management, testing protocols, and documentation practices to enhance reliability and audit readiness.
• Implemented ServiceNow HR Service Delivery model with SLA tracking, case governance, and automation to enable scalable global operations.
• Established structured KPI dashboards and executive reporting rhythms to surface risks, trends, and workforce metrics early.
• Partnered with HR Compliance, Legal, Finance, and IT to align systems with evolving regulatory requirements across global entities.
• Led and developed cross-functional global teams of 25+, building strong operational judgment and accountability standards.

Led enterprise HR transformation engagements for Fortune 500 organizations, focusing on scalable operating models, workforce data controls, and global HRIS modernization.

• Directed multi-phase Workday implementations across compensation, performance, recruiting, and core HCM.
• Designed global HCM architectures with embedded governance, compliance, and risk mitigation controls.
• Managed 200+ integration cutovers during M&A and divestiture transitions; built repeatable workforce transition frameworks.
• Established KPI dashboards evaluating vendor performance, system adoption, and operational health.
• Advised executive stakeholders on workforce data governance, service delivery optimization, and operational scalability.
• Led cross-functional Agile delivery teams and mentored HR technology leaders.

Delivered global HRIS transformations across healthcare, finance, retail, and technology organizations.

• Implemented Workday, SuccessFactors, and PeopleSoft platforms across talent, compensation, and core HCM functions.
• Designed future-state HR operating models aligning intake processes, service delivery frameworks, and performance metrics.
• Developed automation-first workflows reducing manual dependencies and scaling shared services models across 100,000+ employees.
• Facilitated global stakeholder workshops to identify operational risks and implement structured intake and governance systems.