Staff Business Process & Systems Partner

Job Description

Job Description

CoreWeave is The Essential Cloud for AI™. Built for pioneers by pioneers, CoreWeave delivers a platform of technology, tools, and teams that enables innovators to build and scale AI with confidence. Trusted by leading AI labs, startups, and global enterprises, CoreWeave combines superior infrastructure performance with deep technical expertise to accelerate breakthroughs and turn compute into capability. Founded in 2017, CoreWeave became a publicly traded company (Nasdaq: CRWV) in March 2025. Learn more at

What You'll Do

We are hiring a Staff People Business Process & Systems Partner to help stand up Business Process & Systems, a new function within Global People Operations. This small, high-leverage team owns Workday HCM process design, data integrity, SOX audit readiness, expansion and M&A operations, and reporting and analytics for a workforce scaling toward 4,000+ employees. As the senior individual contributor on this team, you will be the technical owner of how People Operations systems and processes actually work.

This is a builder role for someone who thinks in systems, has deep Workday HCM expertise, and wants to design the operating infrastructure for a function being built for scale. You will report directly to the Director, Global People Operations, and partner closely with HR, IT Systems, Payroll, Total Rewards, Employee Relations, SOX, Finance, and People Business Partners.

• Own Workday HCM business process design, configuration requirements, and change management in partnership with HR, IT Systems - translating ambiguous operational needs into scalable, well-governed system design.
• Own data integrity for the Workday population: define data quality standards, run regular audits, and close gaps before they surface as problems for Payroll, Total Rewards, or People Business Partners.
• Own SOX compliance readiness for People Operations - audit preparation, evidence pulls, and control documentation. This is CoreWeave's first year of SOX compliance, and this function exists so it is never reactive.
• Own reporting and analytics for Global People Operations, building proactive and on-demand reporting that gives leadership clean, reliable data to act on.
• Own policy operationalization and benefits administration configuration in Workday - acknowledgments, document management, enrollment, life events, and carrier feeds - in partnership with Employee Lifecycle, and Total Rewards on plan design.
• Identify where manual work has accumulated across People Operations and design the automation, process redesign, or system configuration that eliminates it.
• Define how this team operates: intake, a lean sprint cadence for prioritization, documentation standards, and what "done" means - the operating structure this function runs on as it grows.
• Partner directly with the Director, Global People Operations and Employee Lifecycle Manager on function design and roadmap - since Business Process & Systems is new, you will help define what this team owns, how it operates, and where it grows next.

Investing in our people is one of our top priorities, and we value candidates who can bring their diversified experiences to our teams. Here are some qualities we've found compatible with our team. We'd love to talk about whether this aligns with your experience and interests and what you're excited to work on next.

Who You Are

Minimum Qualifications

• 8+ years of experience in People Operations, HR Operations, or HRIS, with deep hands-on Workday HCM expertise - you design and configure business processes, not just execute transactions within them.
• Recognized as a go-to Workday expert - you troubleshoot configuration issues, translate ambiguous operational needs into system requirements, and are the person others come to when something breaks or needs to scale.
• SOX or audit-readiness experience - you have owned or meaningfully contributed to compliance audit preparation, evidence documentation, and control design in a regulated or newly regulated environment.
• Demonstrated systems redesign experience - you have taken a broken or ad hoc process and redesigned it end-to-end, not just patched it. You think in systems, not tickets.
• Data integrity and reporting fluency - you build reporting and analytics that leaders actually use, and you hold yourself and others to a high standard on data accuracy.
• Cross-functional influence without authority - you have driven initiatives that required alignment across Payroll, IT, Legal, or Total Rewards without a formal reporting relationship to those teams.
• High proficiency with Google Suite products and Slack

Preferred Qualifications

• Experience mentoring or setting technical standards for more junior People Operations or HRIS team members.
• Experience building a function or team from the ground up, not just operating within an established one.
• Background in a hypergrowth or AI-native company where the operating model was being built alongside the business.
• Experience with Jira Service Management or a similar ITSM platform, especially through a migration or standup.
• Active use of AI tools to improve process design, documentation, or reporting speed.

The base salary range for this role is $149,000 to $198,000. The starting salary will be determined based on job-related knowledge, skills, experience, and market location. We strive for both market alignment and internal equity when determining compensation. In addition to base salary, our total rewards package includes a discretionary bonus, equity awards, and a comprehensive benefits program (all based on eligibility).

What We Offer

The range we've posted represents the typical compensation range for this role. To determine actual compensation, we review the market rate for each candidate which can include a variety of factors. These include qualifications, experience, interview performance, and location.

In addition to a competitive salary, we offer a variety of benefits to support your needs. The benefits below reflect our US-based offerings for full-time employees; for roles in other locations, benefits vary and are shared during the hiring process. These include:

• Medical, dental, and vision insurance - 100% paid for by CoreWeave
• Company-paid Life Insurance
• Voluntary supplemental life insurance
• Short and long-term disability insurance
• Flexible Spending Account
• Health Savings Account
• Tuition Reimbursement
• Ability to Participate in Employee Stock Purchase Program (ESPP)
• Mental Wellness Benefits through Spring Health
• Family-Forming support provided by Carrot
• Paid Parental Leave
• Flexible, full-service childcare support with Kinside
• 401(k) with a generous employer match
• Flexible PTO
• Catered lunch each day in our office and data center locations
• A casual work environment
• A work culture focused on innovative disruption

California Applicants

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Equal Opportunity & Accommodations

CoreWeave is an equal opportunity employer, committed to fostering an inclusive and supportive workplace. All qualified applicants and candidates will receive consideration for employment without regard to race, color, religion, sex, disability, age, sexual orientation, gender identity, national origin, veteran status, or genetic information.

As part of this commitment and consistent with the Americans with Disabilities Act (ADA) , CoreWeave will ensure that qualified applicants and candidates with disabilities are provided reasonable accommodations for the hiring process, unless such accommodation would cause an undue hardship. If reasonable accommodation is needed, please contact: View email address on ziprecruiter.com.

Export Control Compliance

This position requires access to export controlled information. To conform to U.S. Government export regulations applicable to that information, applicant must either be (A) a U.S. person, defined as a (i) U.S. citizen or national, (ii) U.S. lawful permanent resident (green card holder), (iii) refugee under 8 U.S.C. § 1157, or (iv) asylee under 8 U.S.C. § 1158, (B) eligible to access the export controlled information without a required export authorization, or (C) eligible and reasonably likely to obtain the required export authorization from the applicable U.S. government agency. CoreWeave may, for legitimate business reasons, decline to pursue any export licensing process.