Remote | HR Operations & Talent Systems Specialist — $60–$85/hour

24-Mag•New York, NY

13h•Remote

About The Position

We are sharing a specialised part-time consulting opportunity for professionals experienced in human resources, staffing, talent acquisition, compensation and benefits, employee relations, HRIS administration, workforce planning, and structured HR workflow review. This role supports current and upcoming remote consulting opportunities focused on structured HR workflow evaluation, recruiting process review, employee policy analysis, compensation benchmarking, HR compliance materials, staffing workflows, and high-quality project execution. Selected professionals will apply their HR and talent operations expertise to review realistic workforce scenarios, evaluate HR outputs, prepare structured written feedback, and support accurate, evidence-based human resources workflow tasks.

Requirements

3+ years of professional experience in human resources, staffing, talent acquisition, recruiting, HR operations, compensation, benefits, employee relations, HRIS administration, workforce planning, organizational development, or HR consulting.
Background in one or more areas such as corporate recruiting, agency staffing, compensation and total rewards, benefits administration, workplace investigations, learning and development, HR operations, HRIS, or contingent workforce management.
Familiarity with HR workflows involving job descriptions, offer letters, performance cycles, benefits enrollment, leave administration, workforce analytics, employee policies, and restructuring planning.
Comfort reading and preparing HR artifacts such as job descriptions, offer letters, compensation benchmarks, policy summaries, investigation notes, HRIS records, workforce reports, and employee communications.
Strong analytical thinking and written communication skills.
Ability to translate HR and staffing workflows into clear, structured task documentation.
A degree or professional background in human resources, business administration, psychology, organizational development, labor relations, communications, management, or a related field is helpful.
Equivalent practical experience in HR operations, recruiting, staffing, employee relations, compensation, benefits, HRIS, or workforce planning is also highly relevant.

Nice To Haves

Experience at a mid-to-large enterprise, staffing agency, HR consulting firm, recruitment firm, professional services firm, or high-volume talent environment.
Familiarity with FLSA, FMLA, ADA, Title VII, WARN Act, HR compliance workflows, leave administration, performance management, workforce analytics, or employee relations processes.
Experience preparing or reviewing job descriptions, compensation benchmarks, benefits documentation, HR policies, offer letters, investigation summaries, workforce plans, or HRIS reports.
PHR, SPHR, SHRM-CP, SHRM-SCP, HRIS, recruiting, compensation, benefits, or workforce planning credentials are helpful.
Strong attention to detail in people-focused, compliance-aware, and documentation-heavy HR environments.

Responsibilities

Review HR scenarios involving job descriptions, requisition-to-hire workflows, candidate screening, offer materials, staffing processes, and contingent workforce planning.
Evaluate recruiting and staffing outputs against source materials, role requirements, hiring criteria, compensation context, and documented process standards.
Support structured review of talent acquisition workflows, agency recruiting materials, corporate hiring processes, workforce planning outputs, and offer documentation.
Identify missing information, process gaps, role alignment issues, and expected hiring workflow outcomes.
Review HR operations scenarios involving compensation benchmarking, benefits enrollment, total rewards materials, HRIS workflows, employee records, and workforce analytics.
Evaluate HR materials against internal policies, benefits rules, pay structures, system requirements, and documented employee lifecycle processes.
Support structured review of Workday, SAP SuccessFactors, ADP, HRIS administration materials, compensation data, benefits workflows, and HR operations documentation.
Prepare clear written explanations for HR decisions based on source materials and verifiable criteria.
Review scenarios involving employee policy interpretation, performance management, workplace investigations, leave administration, RIF or restructuring planning, and organizational development.
Evaluate HR outputs against employment law considerations, HR best practices, internal policies, and documented employee relations requirements.
Annotate, label, or validate HR data across use cases such as leave administration, DEI program design, workforce analytics, employee investigations, and compliance guidance.
Maintain accuracy, consistency, and professional judgment across submitted work.