Job Description:

As an HR Operations Specialist, your primary responsibility is to manage and execute various human resources activities and functions within an organization. You will ensure the smooth operation of HR processes, policies, and systems while providing support to employees, managers, and the HR team. Your role involves handling administrative tasks, implementing HR programs, and maintaining compliance with employment laws and regulations.

Key Responsibilities:

HR Administration:

• Manage employee records, HR databases, and personnel files to ensure accuracy, confidentiality, and compliance with data protection regulations.
• Process HR transactions, including new hires, terminations, promotions, transfers, and changes to employment status, in a timely and accurate manner.
• Prepare employment contracts, offer letters, and other HR-related documents for new hires and existing employees.

Employee Lifecycle Management:

• Coordinate the onboarding and orientation process for new employees, including conducting orientation sessions, facilitating paperwork completion, and coordinating training schedules.
• Support offboarding activities, including conducting exit interviews, processing termination paperwork, and administering employee offboarding checklists.

Benefits Administration:

• Administer employee benefits programs, including health insurance, retirement plans, and other employee perks.
• Assist employees with benefit enrollment, changes, and inquiries, and liaise with benefit providers to resolve issues or discrepancies.

Payroll Processing:

• Support payroll processing activities, including verifying timesheets, updating employee records, and ensuring accurate calculation of wages, taxes, and deductions.
• Collaborate with finance and payroll teams to resolve payroll discrepancies and address payroll-related inquiries from employees.

HR Policies and Compliance:

• Maintain up-to-date knowledge of employment laws, regulations, and compliance requirements to ensure HR policies and practices are aligned with legal standards.
• Assist in the development, implementation, and communication of HR policies, procedures, and guidelines to employees and managers.

HR Systems and Technology:

• Utilize HRIS (Human Resources Information System) or other HR software platforms to manage employee data, generate reports, and streamline HR processes.
• Provide technical support and training to employees and managers on HR systems, self-service portals, and digital tools.

Employee Relations Support:

• Serve as a point of contact for employee inquiries, concerns, and HR-related issues, providing guidance, assistance, and escalation as needed.
• Assist in conducting investigations, resolving employee grievances, and mediating conflicts in collaboration with HR Business Partners or Employee Relations specialists.

Reporting and Analytics:

• Generate HR metrics, reports, and analytics to track key performance indicators (KPIs), HR trends, and workforce demographics.
• Analyze HR data to identify insights, trends, and opportunities for process improvement and strategic decision-making.