Senior Associate, People Operations, Advancement

Boston University•Boston, MA

About The Position

The Senior Associate, People Operations & Strategic Projects serves as an operational partner within Boston University Advancement’s People & Culture team. The role supports delivery of people strategies, programs, and organizational priorities and is a primary liaison between People & Culture and Finance & Operations. It also works with Human Resources, Information Technology, Facilities, and other university partners to coordinate the operational infrastructure that supports employees and the workplace. The Senior Associate manages operational and strategic projects involving space and facilities, budgets and purchasing, vendor relationships, workplace logistics, systems and process improvement, and employee-facing programs. The position calls for sound judgment, attention to detail, project-management and relationship-building skills, and the ability to manage multiple priorities independently while collaborating across functions. Responsibilities span cross-functional people operations, financial and resource coordination, workspace and facilities operations, vendor management, and support for People & Culture programs and employee experience. The role develops and maintains processes and documentation, coordinates employee lifecycle logistics, supports budgets and procurement, manages workplace logistics, and helps operationalize employee engagement, learning, development, performance, and culture initiatives.

Requirements

Bachelor’s degree or equivalent combination of education and experience.
3–5 years of relevant professional experience in operations, project management, human resources, program coordination, or a related field.
Demonstrated experience coordinating projects, managing multiple priorities, and ensuring timely completion of deliverables.
Strong organizational skills and exceptional attention to detail, including the ability to maintain accurate records, documentation, trackers, and project plans.
Experience coordinating across teams, departments, or functional areas to support operational processes and organizational priorities.
Strong written and verbal communication skills, including communicating processes, coordinating logistics, and developing clear documentation and employee-facing resources.
Ability to identify process gaps, recommend improvements, and develop tools or procedures that support operational efficiency and consistency.
Ability to exercise sound judgment, maintain confidentiality, and appropriately handle sensitive employee and organizational information.
Proficiency with Microsoft Office applications, including Excel, Word, PowerPoint, and Outlook, and ability to learn new systems and technology platforms.
Ability to work independently, exercise initiative, and collaborate effectively with colleagues and stakeholders at all organizational levels.

Nice To Haves

Experience supporting human resources, people operations, employee experience, or organizational development functions.
Experience with budget tracking, purchasing, procurement, invoice processing, contract administration, or vendor management.
Experience coordinating office space, facilities, workplace logistics, equipment, relocations, or other workplace operations.
Experience planning and executing employee programs, workshops, meetings, events, or engagement initiatives.
Commitment to teamwork, transparency, mutual respect, diversity, equity, inclusion, integrity, strategic thinking, curiosity, continuous growth, and shared appreciation for meaningful work.

Responsibilities

Serve as the primary operational liaison between People & Culture and Finance & Operations, Human Resources, Information Technology, Facilities, and other university partners.
Coordinate people-related operational processes and workflows to ensure timely, consistent execution.
Develop, document, and maintain processes, procedures, resources, and tools for the People & Culture function.
Coordinate onboarding, employee transitions, and departures with appropriate university teams.
Identify opportunities to streamline processes, clarify ownership, improve communication, and enhance the employee experience.
Maintain accurate records, trackers, calendars, and documentation for People & Culture operations and initiatives.
Serve as a resource to managers and employees on operational processes and direct questions to appropriate partners.
Partner with Finance & Operations on People & Culture budgets and expenditures; monitor spending and maintain budget tracking.
Coordinate purchasing, procurement, invoices, contracts, and related financial processes.
Identify opportunities to improve operational efficiency and use resources effectively.
Act as the People & Culture point of contact for Advancement workplace and space-related needs.
Coordinate office space, moves, renovations, seating, furniture, equipment, and workplace needs with relevant teams.
Maintain seating plans, workspace assignments, space inventories, and related documentation.
Coordinate office moves, relocations, workspace changes, and employee communications about them.
Support effective use of shared workspaces, meeting areas, and collaborative spaces.
Coordinate facilities requests and ensure issues are communicated, escalated, and resolved appropriately.
Coordinate external vendor and service-provider relationships supporting People & Culture initiatives.
Manage vendor contracts, renewals, invoices, deliverables, and communications with appropriate university offices.
Monitor vendor performance and identify opportunities to improve services, efficiency, and value.
Coordinate with university partners and external providers to ensure People & Culture programs and services are delivered effectively.
Provide operational and project-management support for People & Culture programs, workshops, manager forums, employee events, and engagement initiatives.
Coordinate program logistics, including scheduling, space, vendors, materials, communications, registration, and follow-up.
Develop repeatable processes and project plans for recurring programs and initiatives.
Partner with the Director, People & Culture and Associate Director, Talent Management to operationalize employee engagement, learning, development, performance, and culture initiatives.
Identify operational barriers that could negatively affect employee experience and recommend solutions.
Support internal communications and employee-facing resources about People & Culture programs, policies, workplace changes, and organizational initiatives.