Human Resources Operations Specialist - 2000604

Position Summary: The HR Operations Specialist is responsible for producing accurate HR transactions, reliable employee records, well-functioning operational workflows, usable process documentation, dependable HR data, and validated HR-system processes.

The position manages assigned HR operational work from initiation through completion rather than serving primarily as a routing or tracking function. The Specialist processes and troubleshoots employee transactions, maintains and reconciles employee information, documents and improves HR workflows, and supports benefits, leave, payroll and other operations under the functional direction of the Director of Operations.

During the organization's transition to Workday, the Specialist will also serve as a principal functional process resource for People & Culture, helping document current processes, prepare and validate employee data, define operating requirements, test system workflows, and translate approved future-state processes into day-to-day operating procedures.

The position does not own benefits, leave, payroll, compliance, employee relations, recruiting, or Workday implementation. Those responsibilities remain with the respective functional leaders. The Specialist is expected, however, to understand how these functions connect operationally and to identify and resolve problems within the position's scope rather than simply passing them to others.

Salary: $35.71 - $41.21

Principal Work Products and Responsibilities

1. Accurate HR Transactions and Employee Records

The Specialist produces complete and accurate HR transactions and employee records that can withstand operational, compliance and audit review.

Responsibilities include processing employee changes; maintaining employee information in applicable HR systems; ensuring required documentation and approvals are present; identifying and correcting discrepancies; maintaining personnel records; and completing the administrative components of employee separations.

Expected work products include: completed employee-change transactions and supporting documentation; accurate employee records; resolved transaction exceptions; completed administrative offboarding records; and documented corrections to employee data.

2. Reliable HR Operational Workflows

The Specialist produces reliable execution of assigned HR workflows from initiation through completion, including processes that cross People & Culture, Finance, managers and other organizational functions.

The Specialist monitors handoffs, identifies stalled or incomplete transactions, resolves routine operational problems, and escalates substantive issues with sufficient analysis for the functional owner to act.

Assigned work may include benefits, leave, payroll, workers' compensation, employee changes, offboarding and other recurring HR processes under the functional direction of the Director of Operations.

Expected work products include: completed workflow records and checklists; benefits/leave/payroll transaction materials; documented exceptions and resolutions; and completed cross-functional handoffs.

3. Process Maps, Procedures and Operating Documentation

The Specialist produces clear and usable documentation of how People & Culture processes operate.

This requires determining how a process actually works; identifying steps, decision points, ownership, handoffs, exceptions and required controls; identifying gaps or unnecessary complexity; and translating the resulting process into documentation another person can use.

Expected work products include: current- and future-state process maps; standard operating procedures; workflow documentation; checklists; forms and templates; and maintained process reference materials.

4. Reliable HR Data and Reconciliations

The Specialist produces accurate operational data that can be relied upon for HR administration, reporting, system implementation and management decision-making.

The Specialist extracts, organizes, compares and reconciles information from fragmented HR systems and other sources; identifies missing, inconsistent or anomalous data; investigates discrepancies; and documents corrections or unresolved exceptions.

Expected work products include: reconciled employee datasets; discrepancy and exception reports; corrected records; recurring operational reports and extracts; and prepared datasets supporting executive, Board, audit or implementation needs.

5. Workday Functional Requirements and Testing

Under the direction of the Senior Director, the Specialist produces functional materials necessary to translate existing People & Culture operations into Workday-enabled processes.

The Specialist must understand the underlying HR process sufficiently to explain what the system needs to accomplish, identify important exceptions and dependencies, test whether configured workflows produce the intended result, and clearly document problems requiring resolution.

Expected work products include: current-state process documentation; functional requirements; data-preparation and validation files; test scenarios and scripts; documented test results and defects; reconciliation materials; and future-state operating procedures.

6. Operational Problem Analysis and Resolution

The Specialist produces resolution, not simply referral, of routine HR operational problems within the position's authority.

When an operational process fails, the Specialist investigates what occurred, identifies the source where reasonably possible, determines whether the matter represents an individual transaction error or a broader process problem, corrects matters within scope, and brings functional leaders clearly defined issues requiring their judgment or authority.

Expected work products include: corrected transactions or records; documented issue analysis; identified process gaps; recommended operational corrections; and clearly documented escalations.

Required Qualifications

· Bachelor's degree or an equivalent combination of education and relevant experience.

· At least five years of relevant HR operations or comparable high-accuracy operational experience involving responsibility for transactions, records, data and business processes.

· Demonstrated ability to independently process and troubleshoot transactions from initiation through completion.

· Demonstrated ability to analyze and document an operational process, including its steps, decision points, handoffs, exceptions and required documentation.

· Demonstrated ability to work with operational or employee data, identify discrepancies, reconcile information across sources, and produce accurate reports or datasets.

· Strong Excel capability, including the ability to organize, compare, reconcile and validate data (not simply enter information into spreadsheets).

· Experience working with HRIS or comparable enterprise systems and the ability to understand how operational processes translate into system workflows.

· Demonstrated problem-solving ability, including investigating an operational issue, determining its source, resolving matters within one's authority and making appropriate escalations.

· Ability to produce clear procedures, process documentation, written issue descriptions and other operational materials.

· Strong attention to accuracy and completeness and demonstrated follow-through on work involving multiple steps and stakeholders.

· Sound judgment in handling confidential employee information and determining when a matter requires escalation.

Preferred Qualifications

· Experience supporting an HRIS implementation, system conversion, user acceptance testing or significant business-process redesign.

· Experience with Workday or another enterprise HCM platform.

· Knowledge of and experience with benefits, leave, payroll, timekeeping or employee-record administration.

· Experience in a multi-site, nonprofit, human-services, healthcare or similarly regulated organization.

Core Capabilities

Success in this position requires that the incumbent demonstrate the ability to understand a process, execute it accurately, recognize when it is not working, work with the underlying data, document how it should operate, and help translate it into an effective system-supported workflow.

The most important capabilities are process thinking; transactional accuracy; data reconciliation and analysis; operational problem solving; systems aptitude; clear documentation; judgment and escalation; and disciplined follow-through.

Personal Effectiveness

The position works closely with People & Culture colleagues and partners across the organization. Personal effectiveness requires the constructive handling of conflict and disagreement, composure under pressure and competing demands, collaborative contribution to team goals, and consistent professionalism, discretion and reliability.

Measures of Effective Performance

Performance should be evident in the work itself: transactions are accurate and timely; employee records are complete and reliable; discrepancies are detected rather than passed forward; assigned workflows reach completion; process documentation is accurate and usable; operational data reconciles; data reports are timely and accurate; system testing is rigorous and documented; and problems increasingly arrive to functional leaders already investigated and clearly defined.

Catholic Charities and Catholic Charities Community Services is an equal opportunity employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, national origin, disability status, protected veteran status or any other characteristics protected by law.