Senior Human Resources Operations Specialist

Rosendin•Austin, TX

1d•Onsite

About The Position

The HR Operations Senior Specialist owns the programs, governance structures, and reporting infrastructure that make HR Ops scalable and credible. Where Specialists execute transactions, Senior Specialists own the programs that sit behind them — new hire experience, leave and L&D programs, contingent workforce governance, compliance calendars, and the data and reporting the team and leadership depend on. This is a builder's role, requiring strong program management skills, analytical ability, and a process-first mindset.

Requirements

4–6 years of HR operations experience with demonstrated program ownership or project management responsibility
Strong Workday HCM experience — reporting, data governance, and configuration familiarity preferred
Experience building or managing HR programs from design through steady-state operation
Strong analytical and data skills; comfortable pulling, interpreting, and presenting HR data to multiple audiences
Knowledge of state and federal compliance requirements, particularly CA employment law, FMLA, ADA, and ACA
Strong process orientation — you build things to be repeatable and scalable
Excellent written communication skills; able to translate operational data into clear summaries for leadership
High degree of professional judgment; comfortable operating in ambiguous situations
Bachelor's degree in Human Resources, Business, or related field required; PHR/SPHR or equivalent experience a plus
4–6 years of experience in HR operations or a related field, including program or project ownership
Can be a combination of education, training, and relevant experience

Nice To Haves

configuration familiarity preferred

Responsibilities

Own and continuously improve key HR programs including new hire experience, leave management, internal mobility, offboarding, and field employee support
Partner with HR Ops Specialists and Admins to identify experience gaps and build solutions that work consistently across the organization
Support L&D program enhancements and improvements, including ROOT program facilitation and training program design
Identify opportunities to improve payroll processes, benefits programs, and HR service delivery in partnership with the HR Ops Manager and Leads
Own and maintain compliance programs including state-specific compliance calendars, ACA eligibility tracking, and HR data governance standards
Lead process standardization efforts — establish and maintain documentation frameworks, conduct regular process reviews, and flag when practice has drifted from documented procedure
Drive continuous improvement through structured quarterly reviews; surface findings and recommendations to the HR Ops Manager
Maintain the HR intranet and ensure self-service content, forms, and policies are current and accessible
Own the contingent workforce program including contract tracking, vendor relationships, program audits, and escalation management
Manage HR vendor contracts — track renewal dates, monitor performance, and escalate service issues to the Lead
Build and maintain the HR Ops metrics dashboard and distribute operational reporting to the team and leadership
Produce headcount reporting, regulatory filings support, and ad-hoc reporting requests
Track and report on key metrics including ticket volumes, SLA adherence, audit findings, and program outcomes