Senior Manager, Employee Lifecycle (EMEA)

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<div><span id="m_-113912706363268805m_-2746164444908759431gmail-docs-internal-guid-131e4fb0-7fff-b4e9-ff50-e8cf32449b1b">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 <a href="https://www.coreweave.com">www.coreweave.com</a>.</span></div>
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<div>We're proud to be a Living Wage accredited Employer.</div>
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<p> </p></div><p><strong>About the Role</strong></p>
<p>CoreWeave's EMEA footprint is scaling fast. Poland is becoming a central technology and engineering hub, the UK presence is growing, and we are entering new countries across the region. The employment lifecycle across EMEA - onboarding, offboarding, job changes, contracts, compliance, employee inquiries - needs a dedicated senior leader in-region who can build the operational infrastructure this growth needs.</p>
<p>We are hiring a Senior Manager, Employee Lifecycle Operations - EMEA to own and scale the EMEA employment lifecycle team. This role reports to the Director, Global People Operations and leads a small team of EMEA operations specialists. This is a builder and operator role for someone who brings structure to complexity, designs scalable processes across multiple countries, and moves at the pace of a technology company in hypergrowth.</p>
<p>This is not a maintenance role. This leader will design EMEA's lifecycle operations as part of a cohesive global operating model, build the team and processes to deliver them, and partner closely with People Business Partners, Total Rewards, Payroll, Legal, IT, and Finance on expansion work and beyond. They will combine operational rigor with a product thinker's instinct - seeing the whole system, simplifying it, building feedback loops, and iterating. They will bring a strong point of view on how modern technology - especially AI - should reshape people operations, not as a future ambition but as a current practice.</p>
<p><strong>Scope and Ownership</strong></p>
<p>EMEA Employee Lifecycle Operations owns the regional employment lifecycle operating model and execution within CoreWeave's global operations framework. This includes Workday process design and data integrity for the EMEA population, country-specific compliance and employment law coordination, lifecycle transactions, Tier 1/Tier 2 benefits administration support, and operational readiness for new country launches. The goal is shared workflows and global coherence - not a separate EMEA operation. As a senior leader, this person will also play a contributing role to the overall people operations function in partnership with the global director.</p>
<p><strong>What You Will Own and Deliver</strong></p>
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<li>Own EMEA employment lifecycle operations end to end: onboarding, offboarding, job changes, employment contracts, statutory leave, and employee inquiries across all EMEA countries.</li>
<li>Own Workday process design and data integrity for the EMEA population, including business requirements, operational workflows, and governance. Default to global process alignment; diverge only when local law or business context requires it.</li>
<li>Design and optimize lifecycle processes across countries with a systems thinker's lens. Find the simpler path through complexity. Identify where manual work can be eliminated, where workflows break across jurisdictions, and where automation and AI should replace repetition. Build feedback loops so processes improve continuously, not just at quarterly reviews.</li>
<li>Build and lead the EMEA operations team: define structure, set clear ownership and interfaces, hire and develop talent, and keep the team cohesive across locations and time zones.</li>
<li>Own country-specific compliance and employment law coordination, partnering with local counsel and the Catalyst Expansion team as CoreWeave enters new EMEA markets. You don't need to be an expert in every jurisdiction on day one - but you have the instinct to spot where the risk is and the drive to close gaps fast.</li>
<li>Own Tier 1 and Tier 2 benefits administration support in-region. Total Rewards owns benefits strategy, policy design, and escalations; your team handles day-to-day employee-facing transactions, enrollment, and vendor liaison.</li>
<li>Drive the execution of operational readiness for new EMEA country launches, ensuring lifecycle infrastructure is in place before the first employee starts.</li>
<li>Own EMEA employee lifecycle data and reporting. Surface trends before they become problems. Provide clean, reliable data that leadership can act on.</li>
<li>Leverage modern tools, especially AI, to improve speed to resolution, reduce manual work, and increase quality across the lifecycle without compromising privacy or compliance.</li>
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<p><strong>How You Lead</strong></p>
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<li>You stay personally connected to the work while building a team that can scale beyond you.</li>
<li>You create clarity and momentum across multiple countries and time zones.</li>
<li>You set clear ownership and decision rights, and your teams deliver with consistency because the system works and multiplies them.</li>
<li>You move quickly, learn fast, and adapt as the business changes.</li>
<li>You design simple, durable processes - the kind that continuously improve and evolve alongside the company. </li>
<li>You bring a clear point of view and hold it loosely enough to collaborate successfully.</li>
<li>You hold a high bar for quality, compliance, and employee experience - and you know how to do that without becoming a bottleneck.</li>
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<p><strong>First 90 Days</strong></p>
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<li>Align with the Director, Global People Operations on priorities, operating principles, and success criteria for EMEA.</li>
<li>Assess the current state of EMEA lifecycle operations: Workday processes, data integrity, compliance posture, and team capacity.</li>
<li>Define a focused 6-month roadmap that balances foundational fixes, automation wins, and readiness for new country launches.</li>
<li>Establish relationships with PBPs, Legal, Finance, Total Rewards, Payroll, and the Catalyst team. Understand the expansion pipeline and its implications for operations.</li>
<li>Deliver at least one visible, high-impact improvement that reduces friction for EMEA employees or managers.</li>
<li>Assess team structure and begin hiring or developing for critical gaps..</li>
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<p><strong>What Success Looks Like in 12 Months</strong></p>
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<li>EMEA lifecycle operations run with clear ownership, consistent execution, and minimal escalation to the VP.</li>
<li>New country launches are operationally smooth. Lifecycle infrastructure is in place before the first hire.</li>
<li>Workday processes for EMEA are optimized, aligned to the U.S. global operations as a first principle, trusted, and easier for managers and employees to use.</li>
<li>Core lifecycle workflows are documented, repeatable, and automated where it matters.</li>
<li>The team operates with clarity, strong delivery, and the ability to reprioritize as EMEA expansion accelerates.</li>
<li>EMEA compliance posture is proactively managed, not reactive.</li>
<li>AI-enabled improvements are in place in targeted, high-value areas that measurably reduce manual work or improve speed to resolution.</li>
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<p><strong>Who Will Thrive in This Role</strong></p>
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<li>You light up when you get to build lifecycle operations from the ground up - especially in a fast-moving, multi-country environment where the playbook isn’t finished yet.</li>
<li>You're comfortable making decisions with imperfect information and moving quickly. The ambiguity is part of the appeal.</li>
<li>You've built capabilities across EMEA in a People Operations role. You have a solid partner library and you know what breaks across borders and where consistency wins the day.</li>
<li>You care deeply about employee experience, and you anchor it in operational rigor and clear accountability.</li>
<li>You think like a product designer about operations. You see the whole system, simplify it, ship it, and iterate. Not a perfectionist - a pragmatist who finds the elegant solution through complexity and noise.</li>
<li>You're digitally savvy and modern in how you think about systems, automation, and the future of people operations. AI isn't something you're planning to explore - you're already using it.</li>
<li>You want to build and lead a team while staying personally close to the work. That combination energizes, not diminishes, you.</li>
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<p><strong>What We Are Looking For</strong></p>
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<li>Workday HCM expertise is critical. You design business processes, own data integrity, troubleshoot configuration issues, and translate operational needs into system requirements. This role lives in Workday - it needs to be a strength.</li>
<li>Multi-country EMEA experience. You have managed employment lifecycle operations across more than one European country and understand that what works in the UK does not necessarily work in Poland. You don't need expertise in every jurisdiction - you need the judgment to know when local nuance matters and the resourcefulness to figure it out.</li>
<li>Poland experience is a meaningful plus given our concentration there, but not a requirement.</li>
<li>Demonstrated process design expertise. You have built operational workflows from scratch, not just inherited and maintained them. You think in systems, not tasks. You design with feedback loops, iterate quickly, and simplify before

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