HR Operations Lead

Job Description

Please submit a cover letter and resume

The HR Operations Lead serves as a subject matter expert on HR operational programs, processes, and systems under the direction of the Director of HR Operations. This role serves as the escalation point for complex HR operations matters, with a strong focus on I-9 compliance, employee lifecycle transactions, HR systems, process improvement, and cross-functional collaboration. This role will partner closely with HRIS, Payroll, Legal, Compliance, and HR teams to strengthen operational effectiveness, maintain data integrity, resolve escalated issues, and deliver a high-quality employee and manager experience.

The ideal candidate brings hands-on HR operations experience, strong analytical and project management skills, sound professional judgment, and a process-oriented mindset. This individual takes the lead ensuring processes are compliant, efficient, well-documented, and easy for employees and managers to navigate, and provides day-to-day guidance and support to the HR representatives.

HR Operations and Employee Lifecycle Management (50%)

• •Provides accurate and timely information and assistance on employee benefits, compensation, talent management, and payroll; research solutions; resolves issues
• •Recommends solutions to HR issues and questions by researching applicable laws and UR policies and practices; gathering data from HR systems and external vendors; and discussions with UR managers, department representatives and employees.
• •Manage and resolve complex or escalated employee transactions, including onboarding, promotions, transfers, benefits enrollment, terminations, and other employee record changes.
• •Research and coordinate employee updates with appropriate HR subject matter experts to research complex issues, clarify to facilitate timely issue resolution and ensure consistent application of policies and procedures.
• •Serve as a subject matter expert and escalation point for complex HR operations matters, providing day-to-day guidance to HR Representatives and HR Coordinators in resolving employee issues.
• •Manages front lobby operations ensuring adequate coverage of front desk, URHR email, and phone line.
• •Prepares and circulates letters for complex employee transitions ensuring timely and accurate informational assistance. Follows up with employees, department representatives, and managers as necessary.
• •Translate operational data and technical information into clear, actionable summaries for HR peers, employees, and managers.
• •Collaborate with Legal, Compliance, HR COEs, HRIS, Payroll, and other cross-functional partners to ensure effective execution of HR programs and processes.
• •Promote knowledge sharing, cross-training, and consistent practices across HR Operations and ensure effective employee and manager support, cross-training, collaboration, and departmental coverage.
• •In close collaboration with CHRO and Director of HR Operations, manages and monitors the HR budget, ensuring invoices and credit card statements are submitted timely and accurately. Reviews budget and prepares quarterly budget status reports to HR Directors. Provides support to HR Coordinator regarding HR contract administration.

HR Systems and Data Integrity, and Process Improvement (25%)

• •Work with HR Operations team to identify system opportunities to enhance data quality, system functionality, and operational efficiency.
• •Partner with the HRIS Analyst to analyze operational data, identify trends and risks, evaluate process gaps, and recommend improvements.
• •Establish and maintain standardized documentation frameworks, process guidelines, and operating procedures.
• •Identify opportunities to automate processes, streamline administrative work, and appropriately leverage technology and artificial intelligence (AI).
• •Manage multiple projects, recurring responsibilities, and deadlines while maintaining accuracy and accountability.

Contingent Workforce and Vendor Management (10%)

• •Own and administer the contingent worker program, including hiring contract workers, tracking and processing extensions, program audits, and ongoing program oversight.
• •Support the HR Coordinator in managing HR vendor contracts and provide backup coverage as needed.

Compliance, Audits, and Risk Management (10%)

• •Maintain working knowledge of applicable federal, state, and local employment compliance requirements, with a particular focus on I-9 employment eligibility verification.
• •Review incoming I-9 documentation and forms for completeness and compliance, conduct periodic audits, and identify and address potential gaps or risks.
• •Partner with HR Coordinator to maintain compliance initiatives, including state-specific compliance posters and required notifications.

Assists with other HR related duties as needed: (5%)

• •Support system testing, system releases, process changes, and implementation activities, as needed.
• •Assists all HR business areas with assignments, special projects, and events.

Required Qualifications

• •4–6 years of hands-on HR operations experience, with demonstrated expertise in employee lifecycle processes, HR systems, compliance, and operational program management.
• •Strong experience with I-9 employment eligibility verification requirements, including documentation review and compliance audits.
• •Experience managing employee transactions, including promotions, transfers, and other personnel changes and workflows within an HRIS or payroll system.
• •Strong analytical, problem-solving, and critical-thinking skills, with exceptional attention to detail and data accuracy.
• •Knowledge of applicable federal and state employment compliance requirements.
• •Ability to manage multiple priorities, projects, deadlines, and recurring responsibilities with limited supervision.
• •Sound professional judgment and the ability to navigate ambiguity, exercise discretion, and resolve complex issues.
• •Strong written and verbal communication skills, including the ability to explain complex or technical information clearly.
• •Demonstrated ability to handle confidential employee data and other sensitive information appropriately.
• •Ability to thrive in a fast-paced environment, take ownership of escalated issues, and proactively identify opportunities for operational improvement.

Preferred Qualifications

• •4–6 years of overall HR experience, with a preference for HR Operations experience and demonstrated ownership of programs or projects. Equivalent combinations of education, training, and relevant experience will be considered.
• •Experience with Workday or another enterprise HR information system (HRIS).
• •Experience partnering with HRIS, Payroll, Legal, Compliance, and HR Centers of Excellence on complex operational matters.
• •Experience identifying opportunities to automate workflows and leverage technology to improve efficiency and operational processes.
• •HR certification
• •Supervisory experience

Salary Exempt Grade 7 ($58,011 to $76,877)

Scheduled Hours: Monday through Friday, 8:30 am to 5 pm; 38.75 hours per week

Please submit a cover letter and resume for consideration