Sr HR Operations Specialist

Description

We are looking for an Sr HR Operations Specialist to join our Raleigh team! The Tier 2 HR Operations Specialist provides advanced operational support for complex HR inquiries and transactions that require deeper expertise, judgment, and cross-functional coordination beyond Tier 1.

This role is responsible for resolving exception-based and sensitive issues, ensuring consistent application of HR policies and processes, and addressing root causes to reduce rework. The Tier 2 Specialist partners closely with HR Transformation & Operations (HRTO), HR Technology, Payroll, Centers of Excellence (COEs), and HRBPs to strengthen service delivery and improve end-to-end process performance.

At Ralliant, this role is critical to stabilizing core HR operations, improving process design, and ensuring the HR operating model functions effectively at scale.

This is a hybrid role with three days in office at our North Hills HQ.

Key Responsibilities

1. Tier 2 Issue Resolution (Primary Focus)

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• Resolve escalated cases from Tier 1 requiring: \n
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  • Advanced policy interpretation or exception handling
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  • Cross-functional coordination (e.g., Payroll, Benefits, HR Tech)
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  • Review of historical transactions or employee records
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  • Elevated judgment or sensitivity
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• Manage complex issues across areas such as: \n
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  • Multi-step payroll corrections and retroactive adjustments
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  • Benefits escalations and vendor coordination
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  • Complex leave and absence cases
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  • Data corrections with downstream system implications
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• Own cases end-to-end, ensuring accuracy, timeliness, and clear communication
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• Serve as a trusted escalation point while minimizing unnecessary involvement of HRBPs and COEs
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2. HR Systems, Data & Operational Execution

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• Execute complex HR transactions in core systems (e.g., Oracle, ServiceNow)
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• Analyze and resolve data integrity issues across systems and processes
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• Generate, create, and analyze standard and ad hoc reports
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• Identify root causes of recurring errors, system gaps, and manual workarounds
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• Ensure compliance with established controls, policies, and audit requirements
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• Partner with HR Tech and HRTO to test, validate, and refine system or process changes
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3. Escalation Management & Cross-Functional Coordination

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• Act as the primary owner of Tier 2 cases, coordinating across: \n
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  • Payroll
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  • Total Rewards
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  • Employee Relations
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  • Legal
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  • COEs
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  • HR Technology
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  • HRBPs (as needed)
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• Set clear expectations with employees and managers regarding resolution timelines and next steps
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• Ensure issues are resolved effectively without re-escalation or “recycling”
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• Escalate to Tier 3 or specialized teams only when appropriate, with complete context
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4. Process Improvement, Simplification & Automation

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• Identify systemic issues through analysis of case trends, escalations, and rework
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• Translate operational challenges into clear problem statements and improvement opportunities
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• Recommend and support solutions that: \n
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  • Strengthen internal controls
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  • Simplify workflows and decision points
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  • Reduce manual effort and error risk
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  • Enable automation and self-service
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• Partner with HRTO, HR Tech, and COEs to drive scalable improvements
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• Support process stabilization, redesign initiatives, and continuous improvement efforts (e.g., RBS tools)
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5. Knowledge Management & Tier 1 Enablement

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• Strengthen Tier 1 capability by: \n
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  • Enhancing knowledge articles, SOPs, and decision frameworks
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  • Clarifying escalation criteria and thresholds
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  • Providing guidance on recurring issues and trends
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• Reinforce consistent application of HR policies and practices
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• Improve upstream resolution rates by reducing avoidable escalations
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6. Customer Experience & Professional Standards

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• Manage complex and sensitive interactions with professionalism, empathy, and clarity
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• Maintain strict confidentiality and data privacy standards
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• Represent HR as a unified function, ensuring seamless and consistent communication
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• Balance employee experience with operational discipline and policy adherence
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• Model and reinforce Ralliant’s HR operating model through day-to-day execution
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What Success Looks Like

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• Timely and accurate resolution of complex Tier 2 cases
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• Measurable reduction in repeat escalations and chronic issue areas
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• Improved quality of Tier 1 inputs, knowledge content, and case handling
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• Reduced defects, rework, and downstream corrections
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• Clear visibility into systemic risks and improvement opportunities
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• Strong, trusted partnerships across HRTO, HR Tech, and functional teams
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Required Qualifications

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• Bachelor’s degree in Human Resources, Business, or related field (or equivalent experience)
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• 3–6 years of experience in: \n
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  • HR operations, shared services, payroll, benefits, or HR systems, or
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  • Complex case management in a process-driven or regulated environment
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• Strong experience with HR systems (e.g., Workday, ServiceNow, or similar platforms)
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• Demonstrated ability to manage and resolve complex, cross-functional issues
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• Strong analytical thinking and written communication skills
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• Ability to operate effectively in ambiguous or exception-based scenarios
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Key Skills & Attributes

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• Strong operational judgment and structured problem-solving capability
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• Ability to identify root causes and drive sustainable solutions
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• Comfortable working across teams, systems, and processes
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• Clear and composed communicator in high-impact situations
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• Continuous improvement mindset with focus on simplification and scalability
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• Ability to balance employee experience with consistency, controls, and compliance
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Why This Role Matters at Ralliant

As Ralliant continues to scale in a post-spin environment, the Tier 2 HR Operations Specialist plays a critical role in:

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• Stabilizing and strengthening core HR operations
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• Reducing escalation volume and dependency on HRBPs and COEs
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• Improving data quality, system reliability, and process consistency
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• Enabling safe and sustainable adoption of automation, self-service, and AI
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• Ensuring the HR operating model is executed effectively in practice
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This is not escalation for escalation’s sake. It is a critical problem-solving and improvement role focused on ensuring HR services are reliable, scalable, and continuously improving.

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