HR Operations Partner

Position Summary

The HR Operations Partner is responsible for driving operational excellence across HR systems, processes, data integrity, payroll, benefits, and employee support. This role plays a critical part in scaling and improving HR operations by identifying opportunities, solving problems, and implementing efficient, high-quality processes.

Key Responsibilities

• Serve as a primary resource for employee and manager inquiries related to HR operations, payroll, benefits, HR systems, and related processes.
• Research and resolve HR operational issues while ensuring compliance with company policies and established practices.
• Look beyond the immediate request or issue by evaluating related processes, data dependencies, compliance considerations, employee impact, and potential downstream effects before recommending or implementing solutions.
• Develop and maintain process documentation, standard operating procedures, workflows, and training materials.
• Partner with internal stakeholders to ensure HR services are delivered accurately, efficiently, and consistently.

Payroll, Benefits & Compliance Administration

• Lead payroll administration activities and partner with the payroll vendor to ensure accurate and compliant processing.
• Administer benefits-related processes, including enrollments, eligibility reviews, life event changes, and vendor coordination.
• Support 401(k) administration, including employee contribution updates, eligibility monitoring, vendor coordination, and related compliance activities.
• Cook up leave of absence administration, including employee communications, documentation tracking, vendor or carrier coordination, and return-to-work processes.
• Conduct audits of payroll, benefits, employee data, and HR transactions to identify discrepancies, ensure compliance, and support corrective action.
• Review reports, invoices, and transactions to ensure accuracy and effective program administration.
• Support compliance activities, audits, regulatory reporting, and recordkeeping requirements related to HR operations.

HR Systems, Reporting & Data Governance

• Maintain the integrity of employee and organizational data within Workday and other HR systems.
• Generate, analyze, and interpret HR reports to identify trends, risks, discrepancies, and opportunities for improvement.
• Support HR system enhancements, testing, implementations, integrations, and process changes.
• Maintain strong data governance practices and operational controls to support accuracy, compliance, and informed decision-making.

Process Improvement & Operational Excellence

• Identify operational risks, process gaps, and inefficiencies and implement solutions that improve accuracy, compliance, scalability, and employee experience.
• Proactively research root causes, assess correlations across HR data and processes, and recommend thoughtful solutions that address both the immediate need and broader business impact.
• Leverage AI-enabled solutions, automation tools, and emerging technologies to streamline processes, improve data quality, and enhance operational effectiveness.
• Evaluate, test, and support the implementation of technology, automation, and process improvements while monitoring results and effectiveness.

Team Support & Operational Flexibility

• Provide operational support across the Human Resources function based on business priorities and team needs.
• Support departmental projects, process reviews, documentation updates, and cross-functional initiatives as assigned.
• Serve as a flexible team resource capable of adapting to changing priorities and operational requirements.