About the Company
Why We Built Lyric: Supply chains are more critical and complex than ever. Every day, large enterprises navigate trillions of possible decisions that could impact the bottom line. Powerful algorithms and AI can address these problems, yet most organizations struggle to leverage supply chain AI at scale. The current SCM technologies are either rigid, limited-scope point solutions or custom solutions built in-house, which demand immense expertise and investment.
That is…until now.
Enter Lyric: Lyric is an enterprise AI platform built specifically for supply chains, offering the best of both worlds:
Out-of-the-box AI solutions for optimizing networks, allocating inventory, scheduling routes, planning fulfillment capacity, promising orders, propagating demand, building predictions, analyzing scenarios, and more, plus
A platform-first approach that empowers both business and technical users with end-to-end product composability, leveraging no-code tools, their own code, or even forking our code to build and refine supply chain decision intelligence
With Lyric, enterprises no longer have to choose between flexibility and speed, they get both.
The Mission: We’re building a new era in supply chain with the team best equipped to lead it. With over 20 years at the intersection of supply chain and algorithms, we developed a deep conviction that global supply chains needed something like Lyric. Since our inception in December 2021, that conviction has been validated time and time again.
Today, a growing number of Fortune 500 companies, including Smurfit WestRock, Estée Lauder, Coca-Cola, Nike, and more, are innovating on their own terms with Lyric. We can’t wait to see what our customers, both current and future, are empowered to build with us next. Come build with us!
Global People Operations LeadLocation: Chennai/Bengaluru (Remote)
Team: People
Reports to: CPO (with close partnership across Product, Engineering, Business)
About the Role:
Lyric is looking for a Global People Operations Lead to design, build, and run the systems that allow our people organization to scale cleanly across geographies.
This is not a payroll or compliance administrator role. Payroll processing, statutory compliance, and filings are largely handled by Finance and external partners. Instead, this role focuses on building scalable people operations systems that reduce friction for employees, managers, HRBPs, and leadership as the company grows.
You will operate as a builder–operator: someone who enjoys creating order from ambiguity, designing durable systems from first principles, and personally executing during periods of change.
Success in this role is measured by leverage, not activity:
HRBPs spend less time on operations and escalations
Managers experience clarity instead of friction
Employees experience consistency instead of confusion
What You’ll OwnEmployee Lifecycle Systems (End-to-End)Design and operate onboarding, offboarding, and employee transition workflows across geographies
Own lifecycle “edge cases” (leaves, role changes, manager changes, relocations) and make them predictable
Ensure lifecycle processes are documented, repeatable, and continuously improving
Enable and optimize global remote and distributed teams with operational guidelines and tooling
Own the operational quality of high-impact employee moments (joining, transitions, exits)
Build systems that are humane, clear, and low-friction
Reduce reliance on tribal knowledge and manual coordination
Design workflows across HR, IT, Finance, Legal, and external vendors
Own vendor orchestration without outsourcing accountability
Drive self-serve and automation where appropriate
Reduce operational load on HRBPs by absorbing complexity into systems
Clarify ownership boundaries between People Ops and HRBPs
Make it easy for managers to “do the right thing” without repeated guidance
Anticipate what breaks as the company grows and redesign proactively, and with a simplicity-first mindset.
Use feedback, metrics, and operational data to improve systems
Balance global consistency with local nuance
Onboarding, offboarding, and lifecycle processes run smoothly across all geographies
HRBPs spend meaningfully less time on operational execution and escalations
Managers experience fewer surprises and clearer next steps
Employee experience at key moments is consistent and reliable
People Operations scales without heroics, rewrites, or constant firefighting
Have built or rebuilt People Operations systems at a scaling company
Have owned onboarding, offboarding, benefits, or lifecycle programs end-to-end
Think in systems, not tasks
Enjoy designing processes that remove dependency on individuals
Are comfortable executing today while building for tomorrow
Partner well with HRBPs, Finance, IT, Legal, and business leaders
Can explain tradeoffs clearly and make pragmatic decisions under ambiguity
Prefer steady-state execution over systems design
Are primarily compliance- or payroll-focused
Avoid ownership of ambiguous or messy problems
Rely heavily on vendors to “own” outcomes
Struggle to draw or defend clear ownership boundaries
6–10+ years in People Operations, HR Operations, or Employee Experience roles
Hands-on experience designing and operating people lifecycle systems
Experience working across geographies or with distributed teams
Strong operational judgment and stakeholder management skills
Ability to balance speed, risk, and employee experience
Clear written and verbal communication
Formal HR qualifications are not required if you have strong hands-on experience.
This role sits at the center of how Lyric scales.
Done well, it makes the People organization feel lighter, faster, and more focused.
Done poorly, it becomes a drag on every part of the company.We are hiring this role because we believe great people systems are built, not patched.
