Global People Operations Lead

About the Company

Why We Built Lyric: Supply chains are more critical and complex than ever. Every day, large enterprises navigate trillions of possible decisions that could impact the bottom line. Powerful algorithms and AI can address these problems, yet most organizations struggle to leverage supply chain AI at scale. The current SCM technologies are either rigid, limited-scope point solutions or custom solutions built in-house, which demand immense expertise and investment.

That is…until now.

Enter Lyric: Lyric is an enterprise AI platform built specifically for supply chains, offering the best of both worlds:

• Out-of-the-box AI solutions for optimizing networks, allocating inventory, scheduling routes, planning fulfillment capacity, promising orders, propagating demand, building predictions, analyzing scenarios, and more, plus

• A platform-first approach that empowers both business and technical users with end-to-end product composability, leveraging no-code tools, their own code, or even forking our code to build and refine supply chain decision intelligence

With Lyric, enterprises no longer have to choose between flexibility and speed, they get both.

The Mission: We’re building a new era in supply chain with the team best equipped to lead it. With over 20 years at the intersection of supply chain and algorithms, we developed a deep conviction that global supply chains needed something like Lyric. Since our inception in December 2021, that conviction has been validated time and time again.

Today, a growing number of Fortune 500 companies, including Smurfit WestRock, Estée Lauder, Coca-Cola, Nike, and more, are innovating on their own terms with Lyric. We can’t wait to see what our customers, both current and future, are empowered to build with us next. Come build with us!

Global People Operations Lead

Location: Chennai/Bengaluru (Remote)
Team: People
Reports to: CPO (with close partnership across Product, Engineering, Business)

About the Role:

Lyric is looking for a Global People Operations Lead to design, build, and run the systems that allow our people organization to scale cleanly across geographies.

This is not a payroll or compliance administrator role. Payroll processing, statutory compliance, and filings are largely handled by Finance and external partners. Instead, this role focuses on building scalable people operations systems that reduce friction for employees, managers, HRBPs, and leadership as the company grows.

You will operate as a builder–operator: someone who enjoys creating order from ambiguity, designing durable systems from first principles, and personally executing during periods of change.

Success in this role is measured by leverage, not activity:

• HRBPs spend less time on operations and escalations
  

• Managers experience clarity instead of friction
  

• Employees experience consistency instead of confusion
  

  What You’ll Own

  Employee Lifecycle Systems (End-to-End)

  • Design and operate onboarding, offboarding, and employee transition workflows across geographies
    

  • Own lifecycle “edge cases” (leaves, role changes, manager changes, relocations) and make them predictable
    

  • Ensure lifecycle processes are documented, repeatable, and continuously improving

  • Enable and optimize global remote and distributed teams with operational guidelines and tooling
    

  Experience Delivery at Critical Moments

  • Own the operational quality of high-impact employee moments (joining, transitions, exits)
    

  • Build systems that are humane, clear, and low-friction
    

  • Reduce reliance on tribal knowledge and manual coordination
    

  Systems, Tools & Vendor Orchestration

  • Design workflows across HR, IT, Finance, Legal, and external vendors
    

  • Own vendor orchestration without outsourcing accountability
    

  • Drive self-serve and automation where appropriate
    

  HRBP & Manager Enablement

  • Reduce operational load on HRBPs by absorbing complexity into systems
    

  • Clarify ownership boundaries between People Ops and HRBPs
    

  • Make it easy for managers to “do the right thing” without repeated guidance
    

  Scale & Continuous Improvement

  • Anticipate what breaks as the company grows and redesign proactively, and with a simplicity-first mindset.
    

  • Use feedback, metrics, and operational data to improve systems
    

  • Balance global consistency with local nuance
    

  What Success Looks Like (6-12 Months)

  • Onboarding, offboarding, and lifecycle processes run smoothly across all geographies
    

  • HRBPs spend meaningfully less time on operational execution and escalations
    

  • Managers experience fewer surprises and clearer next steps
    

  • Employee experience at key moments is consistent and reliable
    

  • People Operations scales without heroics, rewrites, or constant firefighting
    

  Who You Are

  You are likely a strong fit if you:

  • Have built or rebuilt People Operations systems at a scaling company
    

  • Have owned onboarding, offboarding, benefits, or lifecycle programs end-to-end
    

  • Think in systems, not tasks
    

  • Enjoy designing processes that remove dependency on individuals
    

  • Are comfortable executing today while building for tomorrow
    

  • Partner well with HRBPs, Finance, IT, Legal, and business leaders
    

  • Can explain tradeoffs clearly and make pragmatic decisions under ambiguity
    

  This role is probably not a fit if you:

  • Prefer steady-state execution over systems design
    

  • Are primarily compliance- or payroll-focused
    

  • Avoid ownership of ambiguous or messy problems
    

  • Rely heavily on vendors to “own” outcomes
    

  • Struggle to draw or defend clear ownership boundaries

  Experience & Skills

  • 6–10+ years in People Operations, HR Operations, or Employee Experience roles
    

  • Hands-on experience designing and operating people lifecycle systems
    

  • Experience working across geographies or with distributed teams
    

  • Strong operational judgment and stakeholder management skills
    

  • Ability to balance speed, risk, and employee experience
    

  • Clear written and verbal communication
    

  • Formal HR qualifications are not required if you have strong hands-on experience.

  Why This Role Matters

  This role sits at the center of how Lyric scales.

  Done well, it makes the People organization feel lighter, faster, and more focused.
  Done poorly, it becomes a drag on every part of the company.

  We are hiring this role because we believe great people systems are built, not patched.