People Operations Partner

Caterpillar•Irving, TX

4d•Onsite

About The Position

The People Operations Partner provides foundational HR common services support across multiple groups within a larger technology-focused organization. Serves as a People Operations Partner responsible for coordinating routine HR processes, responding to common employee and manager questions, maintaining accurate HR information, supporting common-services workflows, and escalating more complex or sensitive matters to experienced HR partners or specialist resources. This role supports the same common services model as the People Operations Partner role, with a greater emphasis on execution, documentation, coordination, and guided problem solving.

Requirements

Degree or equivalent experience desired
HR Service Delivery: Basic knowledge of common services models, HR operations, service management practices, and customer-focused support methods; ability to complete routine HR support activities in accordance with established processes.
Knowledge of Organization: Basic knowledge of the organization's vision, structure, culture, operating principles, values, and ways of working; ability to apply that understanding to routine HR support across multiple groups.
Decision Making and Critical Thinking: Basic knowledge of decision-making concepts and analytical techniques; ability to gather information, recognize common issues, and escalate appropriately.
Effective Communications: Basic understanding of effective communication concepts, tools, and techniques; ability to share HR information clearly and professionally with employees, managers, and HR partners.
Interpersonal Relationships: Basic knowledge of techniques for working with a variety of individuals and groups in a constructive and collaborative manner; ability to build trust through responsiveness, follow-through, and sound judgment.
Data Gathering and Reporting: Basic knowledge of tools, techniques, and processes for gathering, reviewing, and reporting HR data; ability to maintain accurate records and prepare routine summaries.
Employee Relations Intake and Support: Basic knowledge of employee relations principles, policy interpretation, and escalation practices; ability to document and coordinate routine employee relations intake while maintaining confidentiality and appropriate judgment.

Responsibilities

Supports common HR services across multiple supported groups by following established HR policies, processes, programs, and standard work.
Serves as an initial HR support contact for routine employee and front-line manager questions, providing basic guidance and connecting stakeholders to appropriate resources.
Receives, documents, and triages routine employee relations questions, workplace concerns, low-level conflict, and manager support needs, while escalating complaints, investigations, ethics hotline matters, and sensitive issues to the appropriate HR partner or specialist resource.
Assists managers with standard performance management support by gathering information, preparing documentation templates, coordinating follow-up items, and supporting preparation for manager conversations under guidance from HR business partners or employee relations resources.
Coordinates basic accommodation, leave, PTO, temporary remote, benefits, wellness, EEO, and I-9 process support by collecting information, tracking status, documenting actions, and engaging the appropriate specialist resources for compliance-sensitive decisions.
Supports exits, terminations, onboarding, employee data updates, contractor-related follow-up, employee space planning inputs, and other common HR transactions by completing assigned steps in accordance with established processes and escalation protocols.
Assists with employee mobility activities by coordinating paperwork, tracking relocation approvals, supporting Global Mobility handoffs, and helping maintain status updates for accompanying spouse, immigration, PERM, or regional alignment items.
Supports HR business partners, centers of excellence, and common services team members with program deployment, policy updates, template completion, Employee Resource Group coordination, events, community service activities, offsites, and team-building logistics.
Uses HR systems, dashboards, reporting tools, and basic data audits to update employee information, confirm transaction accuracy, track service activity, and prepare routine summaries for HR partners or leaders.
Helps improve employee and manager experience by maintaining process documentation, completing recurring HR requests, identifying common questions, and supporting adoption of self-service tools and digital HR solutions.
Maintains confidentiality, compliance, and professionalism while handling employee information, HR transactions, policy questions, mobility matters, and organizational data.