HR Operations Specialist

Ralliant • Raleigh, NC

6d • Hybrid

About The Position

The Tier 2 HR Operations Specialist provides advanced operational support for complex HR inquiries and transactions that require deeper expertise, judgment, and cross-functional coordination beyond Tier 1. This role is responsible for resolving exception-based and sensitive issues, ensuring consistent application of HR policies and processes, and addressing root causes to reduce rework. The Tier 2 Specialist partners closely with HR Transformation & Operations (HRTO), HR Technology, Payroll, Centers of Excellence (COEs), and HRBPs to strengthen service delivery and improve end-to-end process performance. At Ralliant, this role is critical to stabilizing core HR operations, improving process design, and ensuring the HR operating model functions effectively at scale. This is a hybrid role with three days in office at our North Hills HQ.

Requirements

• Bachelor’s degree in Human Resources, Business, or related field (or equivalent experience)
• 3–6 years of experience in HR operations, shared services, payroll, benefits, or HR systems, or complex case management in a process-driven or regulated environment
• Strong experience with HR systems (e.g., Workday, ServiceNow, or similar platforms)
• Demonstrated ability to manage and resolve complex, cross-functional issues
• Strong analytical thinking and written communication skills
• Ability to operate effectively in ambiguous or exception-based scenarios
• Strong operational judgment and structured problem-solving capability
• Ability to identify root causes and drive sustainable solutions
• Comfortable working across teams, systems, and processes
• Clear and composed communicator in high-impact situations
• Continuous improvement mindset with focus on simplification and scalability
• Ability to balance employee experience with consistency, controls, and compliance

Responsibilities

• Resolve escalated cases from Tier 1 requiring advanced policy interpretation or exception handling, cross-functional coordination (e.g., Payroll, Benefits, HR Tech), review of historical transactions or employee records, and elevated judgment or sensitivity.
• Manage complex issues across areas such as multi-step payroll corrections and retroactive adjustments, benefits escalations and vendor coordination, complex leave and absence cases, and data corrections with downstream system implications.
• Own cases end-to-end, ensuring accuracy, timeliness, and clear communication.
• Serve as a trusted escalation point while minimizing unnecessary involvement of HRBPs and COEs.
• Execute complex HR transactions in core systems (e.g., Oracle, ServiceNow).
• Analyze and resolve data integrity issues across systems and processes.
• Generate, create, and analyze standard and ad hoc reports.
• Identify root causes of recurring errors, system gaps, and manual workarounds.
• Ensure compliance with established controls, policies, and audit requirements.
• Partner with HR Tech and HRTO to test, validate, and refine system or process changes.
• Act as the primary owner of Tier 2 cases, coordinating across Payroll, Total Rewards, Employee Relations, Legal, COEs, HR Technology, and HRBPs (as needed).
• Set clear expectations with employees and managers regarding resolution timelines and next steps.
• Ensure issues are resolved effectively without re-escalation or “recycling”.
• Escalate to Tier 3 or specialized teams only when appropriate, with complete context.
• Identify systemic issues through analysis of case trends, escalations, and rework.
• Translate operational challenges into clear problem statements and improvement opportunities.
• Recommend and support solutions that strengthen internal controls, simplify workflows and decision points, reduce manual effort and error risk, and enable automation and self-service.
• Partner with HRTO, HR Tech, and COEs to drive scalable improvements.
• Support process stabilization, redesign initiatives, and continuous improvement efforts (e.g., RBS tools).
• Strengthen Tier 1 capability by enhancing knowledge articles, SOPs, and decision frameworks, clarifying escalation criteria and thresholds, and providing guidance on recurring issues and trends.
• Reinforce consistent application of HR policies and practices.
• Improve upstream resolution rates by reducing avoidable escalations.
• Manage complex and sensitive interactions with professionalism, empathy, and clarity.
• Maintain strict confidentiality and data privacy standards.
• Represent HR as a unified function, ensuring seamless and consistent communication.
• Balance employee experience with operational discipline and policy adherence.
• Model and reinforce Ralliant’s HR operating model through day-to-day execution.

What This Job Offers

• Job Type: Full-time
• Career Level: Mid Level