Senior Manager, People Operations Strategic Initiatives

Job Description SummaryThe Senior Manager, People Operations Strategic Initiatives is a senior individual contributor within the Strategy & Enablement function, responsible for leading highly complex and often confidential strategic initiatives across People Operations. This role requires extensive HR functional expertise with deep domain knowledge in mergers and acquisitions and AI-enabled HR transformation. Operating with a high degree of autonomy and judgment, this individual serves as the People Operations strategic lead on deals and other high-priority initiatives that have direct financial and operational impact on the organization — bringing the ability to move from strategy to execution while ensuring People Operations is positioned to deliver against its most consequential commitments.Job DescriptionEssential Job FunctionsStrategic InitiativesLead the identification, scoping, and design of high-priority initiatives across People Operations that require specialized expertise, cross-functional coordination, and senior-level judgment.Develop and present business cases, ROI models, and investment frameworks that inform prioritization and resource decisions across the People Operations portfolio, drawing on emerging business and industry trends to identify strategic opportunities.Accountable for defining success metrics, establishing measurement approaches, and tracking value realization for strategic initiatives from inception through delivery.Deliver executive-level updates on initiative strategy, progress, and outcomes to senior HR and business leadership, influencing decision-making and driving alignment.People Operations M&AServe as the People Operations strategic M&A lead across the full deal lifecycle — from pre-deal due diligence through integration or separation execution — operating under NDA and engaging directly with senior deal stakeholders.Partner with HR M&A, Client HR, Corporate Development, and other cross-functional teams to shape deal strategy, ensuring People Operations implications across pay, benefits, HR services, and technology are understood, costed, and reflected in deal decisions.Develop integration and separation strategies that align to the global People Operations operating model, translating deal requirements into operational and workforce plans.Accountable for scope, timeline, and cost estimates for People Operations workstreams, coordinating resource assignments across the function to ensure execution readiness.Oversee People Operations delivery against deal commitments, tracking financial targets and deal synergies, escalating risks, and driving resolution of issues that would impact deal outcomes.AI and AutomationLead the identification, evaluation, and prioritization of AI and automation opportunities across People Operations, partnering with Solution Design, HR Product, HR Services, and the enterprise HR AI Enablement function to build and maintain a use case pipeline.Develop and maintain AI-specific ROI models that account for implementation costs, ongoing operational expenses, and projected value realization to support use case prioritization and long-term investment planning.Establish governance frameworks to evaluate, pilot, and scale AI and automation capabilities within People Operations, ensuring alignment with enterprise technology architecture and responsible AI guidelines.Partner across HR, People Operations, and HR Digital Technology to translate prioritized opportunities into business requirements, future-state workflows, and implementation plans.Support the evolution of the People Operations operating model, assessing how work, roles, and team structures should adapt as AI and automation capabilities mature.Deliver executive updates on AI and automation progress and outcomes to People Operations and HR leadership.Partner with Change and Communications and Learning teams to support capability building and drive adoption of new tools and ways of working across People Operations.Job RequirementsBachelor’s degree from an accredited university or college in a related field, or equivalent knowledge and experience.5+ years of progressive HR experience with demonstrated achievement in HR transformation, M&A integration, or strategic initiatives within complex, matrixed organizations.Preferred Job RequirementsExperience leading HR M&A workstreams across the full deal lifecycle, including due diligence, integration strategy, and execution.Demonstrated ability to develop business cases, ROI models, and investment frameworks that inform senior decision-making.Strong stakeholder management and communication skills, with the ability to influence, facilitate, and negotiate across functions and levels of leadership.Experience working in or with large, global organizations operating across multiple countries and regions.Experience in AI-enabled HR transformation, including use case identification, prioritization, and governance.Familiarity with HR technology ecosystems including HRIS, talent platforms, and HR service delivery models.Experience leading change management and communications efforts associated with large-scale HR or organizational transformation.Demonstrated ability to build internal capability and drive adoption of new tools, ways of working, or methodologies across large organizations.Prior experience supporting Fortune 500 companies in HR transformation or M&A.The base pay range for this position is $158,000-$215,000. The specific pay offered may be influenced by a variety of factors, including the candidate’s experience, education, and skill set. This position is also eligible for an annual discretionary bonus based on a percentage of your base salary/ commission based on the plan.  This posting is expected to close on June 11th, 2026.GE Aerospace offers comprehensive benefits and programs to support your health and, along with programs like HealthAhead, your physical, emotional, financial and social wellbeing. Healthcare benefits inc