People Enablement Partner

Job Description

Job Description

Experience Without Limits
Come shape the future of brand experience.

At Jack Morton, we design and build head-turning, smile-inducing, impact-driving brand experiences that redefine what experiential marketing can achieve. We help our clients unlock the full value of experiences by turning bold ideas into meaningful connections.

That takes a team that's bold, curious, and acts as one. We build on each other's ideas, challenge conventions, and show up for one another every day. Here, you'll do your best work, grow quickly, and partner across clients, disciplines, and global teams to bring new ideas to life.

This is a place where curiosity drives what's next, boldness raises the bar, and every win is shared. Where ownership is expected, egos are left at the door, and the work reflects the passion and talent of the people behind it.

Experience without limits—in your work, your growth, and your impact.

**must be able to work hybrid in a Jack US office**

What You Will Do

People Process Design and Enablement

• Design, document, and continuously improve end to end People processes across the employee lifecycle
• Ensure People processes are scalable, consistent, compliant, and clearly enabled by technology
• Identify friction points, gaps, and inefficiencies and redesign processes to improve clarity, speed, and experience
• Create durable process documentation, standards, and ways of working that reduce reliance on tribal knowledge

People Platforms and Technology

• Partner with People leaders, HRBPs, and IT to ensure People platforms effectively enable People processes
• Optimize system configuration and usage to reduce manual work and improve reliability
• Bring a technology and automation mindset to modernize how HR work gets done
• Support enhancements to People systems and contribute to the People Platforms roadmap

Data, Governance, and Analytics

• Establish clear data standards, definitions, ownership, and controls as a natural outcome of strong process design
• Ensure data integrity, compliance, and confidence in reporting
• Produce recurring and ad hoc People reporting and analytics across key areas such as headcount, turnover, DEI, recruiting, engagement, and performance
• Translate business and People questions into clear insights that support decision making

AI, Automation, and the Future of HR

• Actively explore how automation and AI can be responsibly embedded into People processes and workflows
• Help test, pilot, and scale AI enabled solutions that improve efficiency and employee experience
• Stay current on emerging HR technology and data practices and recommend practical, high impact innovations

Ownership, Results, and Continuous Improvement

• Take end to end ownership for outcomes, not just tasks
• Drive work forward with urgency, accountability, and attention to detail
• Build where needed, improve what exists, and simplify wherever possible
• Measure success through impact, adoption, and improved experience

Who Will Thrive Here

You are likely to thrive in this role if you:

• Are naturally curious and want to understand how things work and how they could work better
• Bring a growth mindset and actively want to build new skills, stretch yourself, and evolve
• Enjoy building structure where it does not yet exist and improving what already does
• Take ownership and drive work through to outcomes, not just completion
• Are resourceful and comfortable figuring things out when the path is not fully defined
• Care about rigor and experience equally and want things to be right and intuitive
• Are energized by change and excited to help shape the future of a People function
• Believe that people process and technology are powerful levers for building great organizations

This role is well suited for someone who sees this as a career accelerator opportunity and wants to grow alongside a People team that is actively being reimagined.

Who This Role Is Not For

This role may not be the right fit if you:

• Prefer static roles with clearly defined boundaries and limited change
• Are most comfortable maintaining existing processes rather than improving or rebuilding them
• Wait for direction instead of proactively identifying opportunities and solutions
• Are uninterested in technology, automation, or AI as part of the future of HR
• View People work as primarily administrative or transactional
• Are uncomfortable being accountable for results in a fast moving, evolving environment

What You Bring

• 4+ years of experience in People Operations, People Analytics, HRIS, People Technology, or a closely related role
• Hands on experience working with People data, systems, and reporting
• Strong analytical and problem solving skills with high attention to detail
• A process oriented mindset and comfort designing ways of working
• Ability to translate technical concepts into clear, practical guidance
• Interest in automation and AI as tools to improve how work gets done

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