HR Operations Specialist

Overview

Other duties may be assigned.

• Employee Lifecycle and Workforce Transactions. Executes and quality-checks hires, transfers, promotions, status changes, terminations, and related onboarding and offboarding activity, including contingent and international workers (with attention to co-employment boundaries), ensuring records are accurate and downstream impacts are understood and coordinated.

• HR Systems and Data Integrity. Maintains and safeguards employee and organizational data in Oracle HCM and connected systems; validates data, identifies root causes of errors, and supports testing, enhancements, and workflow improvements.

• Reporting, Analytics, and Insights. Produces, validates, and interprets recurring and ad hoc workforce reporting (such as headcount, turnover, and organizational change); leverages Oracle and Power BI reporting and dashboards to move from manual effort toward automated, on-demand views; analyzes trends and communicates findings and recommendations in a clear, decision-ready format.

• Compliance, Governance, and Controls. Prepares required governmental and regulatory reporting, maintains documentation and records, and supports audits and internal controls to ensure HR processes meet legal, policy, and governance requirements.

• Payroll, Benefits, and Compensation Coordination. Partners with Payroll, Benefits, Compensation, and external vendors to review inputs for accuracy, support enrollment, annual compensation planning, and other administrative cycles (including eligibility and data validation in Oracle), and resolve discrepancies before they affect employees.

• Talent Acquisition Operations Support. Supports requisition, selection, and onboarding processes and related reporting, and manages contractor and consulting agreement administration in partnership with Talent Acquisition and the business.

• Service Delivery and Partnership. Serves as a knowledgeable point of contact for employees, managers, and HR colleagues on policy, process, and employment questions; resolves routine matters independently, applies sound judgment on less routine ones, and escalates complex or sensitive issues with appropriate context.

• Process Improvement and Knowledge Management. Documents procedures, identifies opportunities to simplify, standardize, and automate work, contributes to HR projects and transformation initiatives, and shares knowledge with peers.

Critical and systems thinking are central to success in this role. The HR Operations Specialist is expected to:

• Question assumptions, evaluate the quality and source of information, and reach well-reasoned conclusions rather than simply following steps.

• Understand how HR, payroll, benefits, finance, and business processes and systems connect, and anticipate the downstream effect of a transaction, configuration, or policy decision.

• Look beyond the individual error or request to identify root causes and patterns, and recommend durable fixes rather than workarounds.

• Weigh risk, compliance, and employee and business impact when interpreting policy or handling non-standard situations.