HR Operations Specialist - FIXED TERM

The HR Operations Specialist acts as the system-of-record executor for managers who lead teams across two legally and technically separate organizations during a temporary period of organizational duplication. This role ensures that HR and administrative transactions are executed accurately and compliantly on behalf of managers who cannot act directly within the counterpart company’s systems, safeguarding process continuity, audit integrity, and employee experience throughout the transition period. The HR Operations Specialist will be single point of contact for respective business area managers, is responsible for overseeing the seamless integration of HR processes across departments, ensuring effective communication and collaboration and assist them with resolution of any employee related matters and issues, collaborates with other departments and coordinates with HR and non-HR functions for resolution within employee lifecycle. This role will manage cross-functional processes to drive organizational alignment and coordinate two way manager <-> employee support.

Key Accountabilities / Responsibilities 

• Transaction Execution: Execute HR and administrative system support related to HR transactions and processes (Including “on behalf of cross-org managers”), ensuring each action is properly authorized, documented, and compliant before processing. This may also include support of any integration or people solutions/ people operational or HR admin activities as required. 

• Process Improvement: Implement process improvements and  cross-functional strategies to enhance workforce synergy across departments and assist managers and employees to obtain any required approvals as needed. 

• Process Navigation: Interpret manager and employee requests, identify the correct process path across two distinct organizational systems, and route transactions or cases accordingly. 

• Stakeholder Coordination: Serve as the operational link between cross-org managers and specialist teams (Compensation, Benefits, Talent, Mobility, Finance operations, IT), following up until resolution. Build strong understanding of the roles and responsibilities and the collaboration models between teams and individuals. 

• Request validation: Recognize incomplete, inconsistent, or ambiguous requests and proactively clarify with the requester before acting, ensuring transactions reflect genuine intent and comply with governance. 

• Compliance & Audit: Maintain complete, audit-ready documentation for every transaction executed under delegated authority. 

• Escalation Management: Identify cases beyond standard process and escalate to the appropriate process owner. 

• Continuous Feedback: Surface recurring process gaps or system limitations to the teams responsible for process design. 

Competencies / Qualifications  

• 3-5 years of experience in HR Operations, HR Shared Services, or a similarly process-driven administrative function.  

• Fundamental knowledge of HR practices and end to end HR processes.

• Exceptional ability to think outside the box and connecting dots to understand the issue and its interdependencies. 

• Working knowledge of HRIS platforms (e.g., Workday) and case management tools (e.g., ServiceNow);  

• Strong judgment and attention to detail; able to identify when a request doesn’t align with policy or with another party’s expectations, and know what to ask. 

• Identify process gaps, process risks and opportunities for improvement and address those accordingly.

• Ability to manage a high volume of cross-functional requests with consistency and discretion. Clear communicator, able to coordinate across teams and two distinct organizational cultures. (ability to communicate across levels including senior leaders). 

• Clear written communication for case documentation and cross-company coordination.

• Trustworthy with sensitive and confidential employee data across two companies, understanding and ability to follow basic data privacy processes.