Senior HR Operations Specialist

Your Next Opportunity 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. What You'll DoProgram 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&DIdentify opportunities and recommend solutions to improve payroll processes, benefits programs, and HR service delivery in partnership with the HR Ops Manager and LeadsLead 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 & GovernanceOwn 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 GovernanceOwn 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

Rosendin is committed to creating a diverse environment and is proud to be an Equal Opportunity Employer. Employment decisions are considered regardless of race, color, religion, sex, sexual orientation, gender identity, national origin, disability, veteran status, pregnancy, age (over 40), or any other categories protected by applicable federal, state, or local law.