GBPO, Rewards & Benefits Aptiv parental leave, paid time off, tuition reimbursement United States, Michigan, Troy 5725 Innovation Drive (Show on map) Aug 05, 2026 Global Business Process Owner, Rewards & Benefits (People Operations Transformation Leader) Reports to Global Head of HR Operations • Troy, Michigan Versigent designs and delivers the systems that move power through modern technology. From vehicles to robotics to energy platforms, our electrical distribution systems enable the next generation of electrified,automatedand connected products. As a standalone company, we combine deep engineeringexpertisewith the speed and focus needed to solve increasingly complex challenges. Our teams move quickly, think withprecisionand deliver at scale - helping customers do more without adding cost,weightor complexity. What defines us is how we work: with the agility and momentum of a startup, backed by the experience and discipline of a proven global leader. That combination creates an environment where ideas movefaster,ownership is real and impact is visible.

YOUR ROLE

You own the global process standard for how reward and benefits are administered and delivered, from pay actions to benefits enrollment and leave. You design it end to end with the countries, and you build a common process spine that runs in Workday while respecting the local rules that reward and benefits genuinely carry.

RESPONSIBILITIES

The reward and benefits process standard: pay administration, benefits enrollment and administration, absence and leave, and the annual reward cycles as they mature Field design: value stream mapping the real reward and benefits processes in-country, then connecting them to a common spine so each site runs one clean process within its local rules A clear split between the common global process spine and the local variation that statute and market practice legitimately require Compliance and controls across the reward and benefits processes, with the audit trail the work demands The specifics the HRIS team needs to make these processes work in Workday in each country Standard operating procedures and policy for the domain Process performance: the KPIs that show reward and benefits run accurately, on time, and clean, since errors here are felt in the paycheck Support the reward function as it matures, so process and design connect cleanly You will hold a common process spine while respecting the local rules reward and benefits genuinely carry You will value stream map the real local process, then connect it to the standard so the site runs one clean process You will come back with specifics: what the HRIS team must change to make the process run in that country You will treat accuracy as non-negotiable, because a reward or benefits error is felt immediately

YOUR BACKGROUND

Hands-on Lean process design: you value stream map the real process where the work happens, not on paper from a desk Workshop facilitation in-country: you design in the room with local teams and leave with an agreed process and a specific change list Deep understanding of how reward and benefits processes vary by country, and the discipline to standardize the spine without flattening what the law requires Command of how reward, benefits, and absence are configured in a modern HR system, Workday preferred Precision and a strong control mindset, since this domain lands directly in people's pay A builder, steady in ambiguity, credible with local teams and senior stakeholders, comfortable on a plane across cultures

QUALIFICATIONS

About 10+ years in reward operations, benefits, or HR process, several at global or multi-country scope. Consulting or in-house process-design background, provided it is floor-tested: real value stream mapping in the operation, not desk theory Carve-out, spin-off, or tenant-separation experience Workday reward, benefits, and absence Payroll-adjacent process experience A formal Lean or Six Sigma credential preferred English language fluency. Bilingual skills, a plus Local resident of Metro Detroit with ability to work on site Valid U.S. Passport with ability to travel globally (up to 70%)

DELIVERABLES IN YEAR ONE A

documented reward and benefits process standard, with a clear common spine and a disciplined view of legitimate local variation Reward and benefits processes designed with the countries and built to run in Workday Accurate, on-time, controlled execution, with fewer exceptions and a clean audit trail Process foundations readied to fold in the reward cycles as the reward function is ready A first set of KPIs in use, focused on accuracy and timeliness

WHY JOIN US?

Grow with purpose.

We invest in our people by creating opportunities to build skills, take on new challenges, and develop over time. Do work that shows up in the real world.

What you contribute herepowerssystems that are critical to how industriesoperateand evolve. The impact is visible and lasting. Succeed with the right support.

We provide the tools, resources, and environment needed to perform ata high leveland sustain that success.

YOUR BENEFITS AT VERSIGENT

Private health care effective day 1 of employment Life and accident insurance Paid Time Off (Holidays, Vacation, Designated time off, Parental leave) Relocationassistancemay be available Learning and development opportunities Discount programs with various manufacturers and retailers Recognition for innovation and excellence Opportunities to give back to the community Tuition Reimbursement Adoption Assistance Fertility Coverage

APPLY TODAY!

If you are looking for a role where you can grow, contribute, and see the direct impact of your work, we encourage you to apply and be part of whatVersigentis building next. Versigent spun out of Aptiv on April 1, 2026. As part of ongoing spinoff activities and IT separation, some documentation may still reference Aptiv, Cyprium, or Versigent. All references should be understood to mean Versigent. #LI-JP1 Privacy Notice -

Active Candidates:

https://www.aptiv.com/privacy-notice-active-candidates Aptiv is an equal employment opportunity employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, national origin, sex, gender identity, sexual orientation, disability status, protected veteran status or any other characteristic protected by law.