Sr. HR Operations Specialist

Cubic•San Diego, CA

9d•$90,000 - $125,000

About The Position

The Senior HR Operations Specialist is responsible for the design, execution, and optimization of the people-related processes that power our organization. You will serve as the bridge between HR strategy and technical execution, ensuring our HRIS, compliance, and project portfolios are managed with high precision and a focus on scalability. This position typically works under low supervision and direction.

Requirements

Two-year college degree, or equivalent, in business administration or related field plus three years of administrative experience.
Advanced office organization and excellent interpersonal skills.
Prior responsibility for handling and maintaining proprietary and/or confidential data.
Proficient with a wide variety of office equipment.
Proficient with computer software applications including word processing, spreadsheets, database, presentation, e-mail and appointment scheduling software.
Must be able to exercise tact, diplomacy, discretion and judgment in communications with all levels of employees and outside contacts.
Ability to follow written and verbal directions.
Ability to solve problems and work independently.
Ability to perform administrative work requiring a high degree of accuracy.
Able to prioritize work, complete multiple tasks and work under deadlines.
Ability to work at a computer for extended periods of time.
Must demonstrate tactfulness and good interpersonal skills in dealings with others.
Excellent oral and written communication skills.

Responsibilities

Strategic Project Management Lead HR Lifecycle Initiatives: Act as the lead for HR implementations (e.g., new module rollouts, AI implementation, HR service ticketing models).
Process Architecture: Evaluate existing HR workflows to identify bottlenecks; design and implement automated solutions to reduce manual administrative burden.
Change Leadership: Develop and execute comprehensive change management plans, ensuring high adoption rates for new HR technologies and policies.
Post-Implementation Analytics: Conduct "Retrospectives" or ROI analyses on HR projects to measure success and inform future roadmaps.
Employee Experience & Resource Optimization Journey Mapping: Analyze and optimize key touchpoints in the employee HR experience to ensure HR operations feel personalized, modern, and supportive.
Self-Service Strategy: Design and maintain a comprehensive Employee Knowledge Base or Help Centers within SharePoint and ServiceNow.
User-Centric Design: Audit HR communications, portals, and platforms (HRIS/Intranet) for clarity and ease of use. Ensure that HR resources are accessible for a diverse workforce.
Employee Suggestions: Monitor the “employee suggestion box” and create ways to address employee’s questions and concerns.
Manager Training: Partner with the Learning and Development team to create comprehensive training for managers on HR-related initiatives and information.
Resource Accessibility: Ensure that all HR policies, benefits guides, and compliance documents are written in inclusive language. Create new ways to educate employees on HR resources (i.e. HR podcast).
HR Operations & Systems Oversight Data & Insights: Utilize data to create comprehensive reporting and dashboards in an easily digestible manner. Deliver actionable people analytics on HR ticket data, initiative success/impact, and workforce trends.
Vendor & Financial Management: Manage relationships with HR vendors (outplacement services, engagement survey vendor, compliance reporting). Oversee the HR budget/invoicing process through a lens of cost-optimization.
Global Compliance: Aid in ensuring all HR operations comply with federal, state, and local regulations. Keep HR-related policies up to date, collaborate with necessary stakeholders to improve documentation.
Advanced Operational Support Documentation & Knowledge Management: Create "Standard Operating Procedures" (SOPs) for HR functions to ensure business continuity.
Escalation Point: Act as the Tier 2 support for complex employee inquiries regarding policy, benefits, or systems that cannot be resolved by the Global Shared Services team.
Inter-departmental Liaison: Partner with IT, Finance, and Legal to ensure HR data flows seamlessly across the company's tech stack.
HR Liaison: Partner closely on internal-HR processes and act as the point of contact for department-wide actions such as reduction in force, new initiatives, and communication to the HR organization.