Vice President, HR Transformation

About this role

Over the last 20 years, Ares’ success has been driven by our people and our culture. Today, our team is guided by our core values – Collaborative, Responsible, Entrepreneurial, Self-Aware, Trustworthy – and our purpose to be a catalyst for shared prosperity and a better future. Through our recruitment, career development and employee-focused programming, we are committed to fostering a welcoming and inclusive work environment where high-performance talent of diverse backgrounds, experiences, and perspectives can build careers within this exciting and growing industry.

Job Description The HR Transformation team is seeking a high-performing VP to support the delivery of key transformation initiatives across the HR function. Reporting to the Head of HR Transformation, this individual will help drive change management, process design, and implementation of strategic initiatives that modernize and enhance HR capabilities.

The role is focused on end-to-end initiative delivery, while also helping establish repeatable standards, practical methodologies, and adoption approaches that make HR more consistent, connected, and scalable. The ideal candidate is a structured yet adaptable leader who can connect strategy to execution, influence stakeholders across functions, and apply systems thinking to drive practical, integrated outcomes.

Reporting relationships Reports to: Head of HR Transformation

Supervises: Project team members and/or external consultants (as applicable)

Primary functions & responsibilities Transformation Initiative Delivery (Primary Focus) • Lead and execute HR transformation initiatives from planning and design through implementation, ensuring delivery against defined objectives, timelines, and success metrics.

• Partner with HR functional leads, HRIS, Finance, Legal, Compliance, and business stakeholders to translate priorities into actionable plans, aligned decisions, and integrated deliverables.

• Assess upstream and downstream impacts across HR processes, systems, data, roles, and stakeholder groups to ensure initiatives are designed and implemented as part of an integrated environment.

• Apply structured change management methodologies to drive adoption of new processes, tools, and ways of working.

• Facilitate workshops, working sessions, and stakeholder engagement activities to advance initiative progress and alignment.

• Develop and manage detailed project plans, including tracking risks, dependencies, milestones, and outcomes.

Process Design & Optimization • Lead the analysis, redesign, and documentation of end-to-end HR processes, identifying pain points, handoffs, dependencies, system impacts, and role clarity to improve efficiency, scalability, controls, and experience.

• Identify opportunities for standardization and continuous improvement, leveraging best practices and internal insights.

• Partner with HRIS and technology teams to align process design with system capabilities, automation opportunities, and practical AI-enabled improvements where appropriate.

• Support operating model design efforts, including service delivery models, roles and responsibilities, and governance structures.

Standards, Governance & Consistency • Contribute to the development and adoption of transformation methodologies, tools, templates, governance, and reporting standards that improve consistency, visibility, and execution across initiatives.

• Identify common patterns, shared dependencies, and opportunities to promote consistent ways of working across and reduce duplication or fragmentation across HR teams.

• Support governance frameworks, reporting standards, and performance tracking mechanisms that create visibility across initiatives, dependencies, decisions, and cross-functional impacts.

• Help build institutional knowledge by embedding repeatable approaches.

• Support responsible and consistent use of AI within HR, in alignment with enterprise policies and risk considerations.

Education & Change Enablement • Develop stakeholder education, training, job aids, communications, and enablement materials to support adoption of new processes, tools, and ways of working.

• Partner with HR and business leaders to build capability in change adoption, process excellence, cross-functional collaboration, and practical AI use.

• Help teams build cross-functional collaboration habits, including shared problem-solving, clear decision rights, effective handoffs, and sustained adoption.

• Support broader change readiness and communication strategies to ensure successful implementation and sustainment of initiatives

Qualifications

Education • Bachelor’s degree required

• Advanced degree (MBA or related field) preferred

Experience Required: • 10–12+ years of relevant experience in HR transformation, consulting, or program delivery roles.

• Demonstrated experience leading change management, process design, and transformation delivery efforts in complex organizations.

• Proven track record delivering cross-functional initiatives from strategy through execution, including stakeholder alignment, dependency management, and integrated outcomes.

• Experience working within or alongside HR functions and partners, including HR Operations, Talent Management, Centers of Excellence, and HR Technology.

• Experience developing project plans, governance structures, stakeholder communications, and executive-ready materials.

• Preferred experience with operating model design, service delivery transformation, shared services, digital transformation, automation, analytics, or AI-enabled ways of working.

• Familiarity with AI concepts and tools (e.g., GenAI, workflow automation, digital assistants) and their application in business or HR contexts strongly preferred

General Requirements: • Strong change management and stakeholder influence skills, with the ability to drive adoption across diverse audiences.

• Structured problem-solver who brings clarity, rigor, and practical judgment t

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