HR Operations Specialist

LivaNova•Arvada, CO

2d•$50,000 - $85,000•Onsite

About The Position

As a global medtech company, LivaNova is driven by its Vision of changing the trajectory of lives for a new day and its Mission to create ingenious solutions that ignite patient turnarounds. The HR Operations Specialist is a key member of the HR organization, delivering high-quality, end-to-end HR operational support and acting as the primary face of HR for employees, managers, and external partners. This role requires an individual who can confidently engage with internal and external customers and represent HR with professionalism, empathy, and credibility. The successful candidate combines operational excellence, a strong service mindset, and the ability to continuously improve processes while ensuring compliance, accuracy, and consistency. The HR Operations Specialist plays a critical role in enabling a positive employee experience, meeting defined service levels, and supporting HR’s transformation through technology, standardization, and data-driven decision making.

Requirements

1–3+ years of experience in HR Operations, HR Shared Services, HR support roles
Strong customer service and employee experience orientation, with the confidence to interact visibly and proactively as the face of HR.
Excellent written, verbal, and interpersonal communication skills; able to handle sensitive conversations with empathy and professionalism.
Proven ability to step out from behind the desk, engage stakeholders, and take ownership of outcomes.
Strong problem-solving and issue-triage skills, with an analytical and structured approach.
High attention to detail, data accuracy, and confidentiality.
Strong ownership mindset, with effective prioritization and time management in a fast-paced environment.
Ability to work collaboratively across global, cross-functional teams.
Team work, ability to work as part of a team focused on service delivery and employee experience, collaborating and supporting peers on a daily basis
Experience with HR Information Systems (e.g., Workday; SAP or Oracle a plus).
Familiarity with case management or ticketing systems.
Proficiency in Microsoft Office Suite, particularly Excel.
Comfortable working with HR data, reports, metrics, and process documentation.

Nice To Haves

Bachelor’s degree preferred (or equivalent relevant experience)

Responsibilities

Serve as the first point of contact and visible face of HR, providing Tier 1 support for employee and manager HR inquiries across the full employee lifecycle (e.g., onboarding, policies, documentation, lifecycle changes).
Independently resolve HR cases using defined procedures and system tools; escalate complex issues appropriately.
Engage confidently with employees, managers, HR partners, and external vendors via multiple channels (email, phone, ticketing systems, in-person office hours).
Facilitate employee orientation sessions and HR office hours, ensuring a professional, approachable, and service-oriented HR presence.
Own case management end to end, ensuring timely resolution, accuracy, and a positive customer experience.
Ensure all HR operational activities comply with company policies, service standards, and applicable regulations (e.g., GDPR, state and local labor laws).
Consistently meet or exceed defined KPIs and SLAs, including response time, first-contact resolution, data accuracy, and customer satisfaction.
Act as a trusted operational partner to HR colleagues, business stakeholders, and external providers.
Clearly explain HR policies, processes, and decisions in a way that is understandable and customer-focused.
Represent HR professionally in employee-facing interactions, reinforcing trust, transparency, and credibility.
Proactively identify recurring issues, inefficiencies, and root causes within HR operations.
Recommend and support process improvements, standardization, and documentation to enhance quality, scalability, and efficiency.
Leverage data, case trends, and feedback to drive operational excellence and improve the employee experience.
Contribute to system enhancements, knowledge base content, and process updates as HR tools and ways of working evolve.