VP, HR Business Operations

Location: San Francisco, CA

The VP, HR Business Operations owns how HR operates at Prologis. This leader ensures HR operates as a disciplined, enterprise-aligned system that translates company and HR strategy into measurable execution globally across regions and across COEs (Centers of Excellence).  

The role leads HR’s annual operating plan, establishes performance discipline across the function, and drives consistent global standards and execution. Partnering closely with COEs and leaders, the VP engages executives to remove barriers and ensure delivery of enterprise priorities. This is a people management role leading a high-performing team, setting clear priorities, developing talent, and building the operating capability HR needs to deliver at scale.

• Architect and evolve the global HR operating model, ensuring clear decision rights, governance, prioritization, and accountability across COEs, HRBPs, and regions.
• Own the enterprise HR portfolio and HR annual planning process, translating company priorities and the HR strategic roadmap into measurable HR objectives and sequencing initiatives based on capacity, risk and impact.  
• Establish HR-wide performance discipline, including KPIs, dashboards, operating reviews, and executive review cadences that drive transparency, accountability, and timely course correction. 
• Ensure enterprise standards for process governance, data integrity, operating controls, and simplification so HR delivers high-quality outcomes consistently.
• Serve as a strategic advisor to the CHRO, and HR Leadership Team on operational health, execution risk, and cross-HR alignment.
• Engage executive stakeholders to remove barriers, reinforce standards, and ensure sustained impact of HR initiatives.
• Lead enterprise workforce planning and other critical cross-functional HR priorities in partnership with FP&A, Legal, and business leadership. 
• Oversee Global Travel, ensuring disciplined planning, governance, and cost management. 

• Set the enterprise people analytics agenda, aligning analytics priorities to critical business, talent, workforce, and organizational decisions.
• Ensure people insights are integrated into executive decision-making, including CHRO, Executive Committee, and Board-level narratives in partnership with analytics leads.
• Oversee dashboards, scorecards, and reporting cadences that track talent, organizational health, workforce, and HR performance outcomes.
• Establish standards for people data definitions, reporting logic, dashboard quality, and responsible use of insights across HR.

• Lead execution of HR’s enterprise strategy for AI integration, ensuring workforce planning, job architecture, and talent strategies evolve in step with AI-enabled work. 
• Partner with HRLT to prioritize, plan for and orchestrate shifts in HR driven by automation and AI.
• Ensure responsible adoption of AI within the HR business operations to enhance efficiency, insight, and employee experience, with appropriate governance and risk oversight. 

• Lead, coach, and develop the team, setting clear priorities, roles, standards, and decision rights.
• Build capability in structured problem solving, executive communication, people analytics, AI fluency, process discipline, and enterprise change leadership.
• Foster a collaborative, high-accountability team culture that models the operating discipline expected across HR.

• The leader operates as a hands-on player-coach - personally driving high-priority work while also setting direction, developing the team, and building scalable operating discipline across HR.
• HR has a clear annual operating plan, prioritized portfolio, and visible execution cadence tied to enterprise and HR strategic priorities.
• HR leaders can see progress, risks, dependencies, capacity constraints, and trade-offs early enough to make timely decisions.
• People analytics shift from reporting activity to decision support, driving programmatic delivery and producing  insights to support HR Leadership Team, Executive Committee, and Board-level discussions.
• AI and automation are responsibly embedded into HR work to improve speed, quality, insight, and capacity.
• COEs, HRBPs, regions, and enterprise teams operate with clearer decision rights, stronger governance, and shared accountability for outcomes.
• The team is focused, trusted, and known for raising the quality of execution across HR.

• 10+ years of progressive leadership experience, including leading complex, cross-functional initiatives and/or business operations in global organizations.
• Deep expertise in operating models, governance, process design, project management, and transformation.
• Proven ability to lead annual planning and budgeting processes, translate strategy into measurable objectives, and establish execution cadences that drive accountability.
• Strong executive judgment, including the ability to make clear recommendations, articulate trade-offs, manage ambiguity, and drive timely decisions.
• Demonstrated ability to influence senior leaders, enforce standards, build alignment across diverse stakeholders, and operate with credibility across regions and cultures.
• Analytics fluency, with the ability to translate data into business-relevant insights, executive narratives, and measurable actions.
• Experience leading teams and operating through complex global, matrixed organizations.

• Demonstrates willingness and capability to leverage emerging technology, automation, and AI tools to improve efficiency, quality, and speed. Exercises sound judgment, creative thinking, and accountability for outcomes.  

Hiring Salary Range of: $238,400 - $275,000. Salary and whole compensation package (bonus target & LTI) to be determined by the candidate’s location, education, experience, knowledge, skills, and abilities, as well as internal equity and alignment with market data.