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 with operational efficiency and effectiveness mindset.

Program Management & Employee Experience

• 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 and surface patterns with recommendations to HR Ops Manager to support L&D

• Identify opportunities and recommend solutions to improve payroll processes, benefits programs, and HR service delivery in partnership with the HR Ops Manager and Leads

• Lead and mentor junior HR Ops roles (ie: HR Ops Specialist, HR Ops Admin, etc) to support the continual improvement, development, and effectiveness of team members

• Create, administer, and continuously improve core training for HR Ops policies, procedures, systems/tools.

Compliance Programs & Governance

• Own and continuously improve 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

• Lead process standardization for all HR Ops workflows for all HR Programs – collaborate with COEs to recommend compliance and efficiency improvements in end-to-end workflows

• Identify and recommend policy improvements that support process standardization efforts

• Drive continuous improvement through structured quarterly reviews; surface findings and recommendations to the HR Ops Manager

• Maintain and continuously recommend improvements the HR intranet and ensure regular reviews occur to ensure self-service content, forms, and policies are current and accessible

Contingent Workforce & Vendor Governance

• 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 with recommended solutions to the Lead

Reporting & Analytics

• Build and maintain the HR Ops metrics dashboard, analyze metrics, and distribute operational reporting and recommend workflow improvements to the team and leadership

• Produce headcount reporting, regulatory filings support, and ad-hoc reporting requests

• Track, analyze, and report on key metrics including ticket volumes, SLA adherence, audit findings, and program outcomes

• The duties described are representative of this role; additional responsibilities will be assigned based on team needs

• 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

• General work environment – sitting for long periods, standing, walking, typing, carrying, pushing, bending. Work is conducted primarily indoors with varying environmental conditions such as fluorescent lighting and air conditioning

• Noise level is usually low to medium; it can be loud on the jobsite.

• Occasional lifting of up to 30 lbs.

• ESOP – Employee Stock Ownership

• 401 K

• Annual bonus program based upon performance, profitability, and achievement

• 17 PTO days per year plus 10 paid holidays

• 3 days of paid sick leave each year

• 3 days of paid Bereavement leave each year

• 3 days of paid Jury Duty

• Medical, Dental, Vision Insurance

• Bonding Leave

• Term Life, AD&D Insurance, and Voluntary Life Insurance

• Disability Income Protection Insurance

• Pre-tax Flexible Spending Plans (Health and Dependent Care)

• Charitable Giving Match with our Rosendin Foundation