People Operations Partner

Caterpillar•Irving, TX

4d•Onsite

About The Position

The People Operations partner provides consistent, scalable HR common services support across multiple groups within a larger technology-focused organization. Serves as a People Operations Partner responsible for delivering reliable HR guidance, coordinating core people processes, supporting employee and manager inquiries, enabling operational consistency, and helping translate HR programs into practical business support across multiple client groups.

Requirements

Degree or equivalent experience desired
HR Service Delivery: Knowledge of common services models, HR operations, service management practices, and customer-focused support methods; ability to provide consistent, efficient, and high-quality HR support across multiple groups.
Knowledge of Organization: Knowledge of the organization's vision, structure, culture, operating principles, values, and ways of working; ability to align HR support with business goals, technology team needs, and enterprise priorities.
Decision Making and Critical Thinking: Knowledge of the decision-making process and associated tools and techniques; ability to analyze situations, organize relevant information, and reach practical recommendations based on informed judgment.
Effective Communications: Understanding of effective communication concepts, tools, and techniques; ability to transmit, receive, and accurately interpret information and needs through appropriate communication behaviors. technology leaders, specialist teams, and external staffing partners.
Interpersonal Relationships: Knowledge of techniques for working with a variety of individuals and groups in a constructive and collaborative manner; ability to build trust and credibility across client groups and HR partners.
Data Gathering and Reporting: Knowledge of tools, techniques, and processes for gathering, reviewing, and reporting HR data; ability to use data to identify patterns, support service delivery, and inform HR recommendations.
Employee Relations Intake and Support: Knowledge of employee relations principles, policy interpretation, and escalation practices; ability to support routine employee relations matters while maintaining confidentiality, compliance, and appropriate judgment.
HR Policies, Standards and Procedures: Knowledge of the human resources function; ability to uphold organizational standards, procedures, and policies regarding HR management and operations.
Technology and Digital HR Tools: Knowledge of HR systems, collaboration platforms, reporting tools, and digital self-service resources; ability to use technology to support efficient HR operations and employee experience.

Responsibilities

Delivers common HR services across multiple supported groups, ensuring consistent interpretation and execution of HR policies, processes, programs, and practices.
Serves as the initial HR contact for employees and managers seeking guidance on routine HR questions, policy interpretation, process navigation, and available resources.
Coordinates employee relations intake for routine concerns, workplace questions, low-level conflict, and manager support needs, while escalating complaints, investigations, ethics hotline matters, and other sensitive issues to the appropriate employee relations, legal, compliance, or HR business partner resources.
Supports managers with standard performance management matters, including documentation quality, discipline level considerations, preparation for crucial conversations, and ongoing coaching cadence in partnership with HR business partners and employee relations resources as needed.
Supports accommodation, leave, PTO, temporary remote, benefits, wellness, EEO, and I-9 compliance questions by coordinating information, documenting actions, and engaging the appropriate specialist resources for compliance-sensitive decisions.
Coordinates exits, terminations, organizational changes, onboarding, staffing support, contractor-related issues, employee space planning, employee data updates, and other common HR transactions in accordance with established policies and escalation protocols.
Supports employee mobility activities by coordinating required paperwork, relocation approvals, accompanying spouse cases, immigration or PERM-related discussions, regional alignment, and Global Mobility handoffs across applicable regions.
Partners with HR business partners and centers of excellence to deploy enterprise HR programs, policy updates, templates, Employee Resource Group support, events, community service activities, offsites, and team-building support in a way that is clear, consistent, and practical for technology teams and leaders.
Uses HR systems, dashboards, reporting tools, and basic data audits to ensure employee changes are accurately reflected, monitor service activity, identify trends, and support data-informed recommendations for the supported groups.
Improves the employee and manager experience by documenting repeatable processes, completing time-sensitive HR templates and requests, identifying service gaps, simplifying HR Generalist work, and supporting adoption of self-service tools and digital HR solutions.
Maintains confidentiality, compliance, and appropriate judgment while handling employee information, HR transactions, employee relations intake, policy questions, mobility matters, and organizational data.