Sr HR Operations Specialist

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) Resolve escalated cases from Tier 1 requiring: Advanced policy interpretation or exception handling Cross-functional coordination (e.g., Payroll, Benefits, HR Tech) Review of historical transactions or employee records Elevated judgment or sensitivity Manage complex issues across areas such as: Multi-step payroll corrections and retroactive adjustments Benefits escalations and vendor coordination Complex leave and absence cases Data corrections with downstream system implications Own cases end-to-end, ensuring accuracy, timeliness, and clear communication Serve as a trusted escalation point while minimizing unnecessary involvement of HRBPs and COEs 2. HR Systems, Data & Operational Execution Execute complex HR transactions in core systems (e.g., Oracle, ServiceNow) Analyze and resolve data integrity issues across systems and processes Generate, create, and analyze standard and ad hoc reports Identify root causes of recurring errors, system gaps, and manual workarounds Ensure compliance with established controls, policies, and audit requirements Partner with HR Tech and HRTO to test, validate, and refine system or process changes 3. Escalation Management & Cross-Functional Coordination Act as the primary owner of Tier 2 cases, coordinating across: Payroll Total Rewards Employee Relations Legal COEs HR Technology HRBPs (as needed) Set clear expectations with employees and managers regarding resolution timelines and next steps Ensure issues are resolved effectively without re-escalation or “recycling” Escalate to Tier 3 or specialized teams only when appropriate, with complete context 4. Process Improvement, Simplification & Automation Identify systemic issues through analysis of case trends, escalations, and rework Translate operational challenges into clear problem statements and improvement opportunities Recommend and support solutions that: Strengthen internal controls Simplify workflows and decision points Reduce manual effort and error risk Enable automation and self-service Partner with HRTO, HR Tech, and COEs to drive scalable improvements Support process stabilization, redesign initiatives, and continuous improvement efforts (e.g., RBS tools) 5. Knowledge Management & Tier 1 Enablement Strengthen Tier 1 capability by: Enhancing knowledge articles, SOPs, and decision frameworks Clarifying escalation criteria and thresholds Providing guidance on recurring issues and trends Reinforce consistent application of HR policies and practices Improve upstream resolution rates by reducing avoidable escalations 6. Customer Experience & Professional Standards Manage complex and sensitive interactions with professionalism, empathy, and clarity Maintain strict confidentiality and data privacy standards Represent HR as a unified function, ensuring seamless and consistent communication Balance employee experience with operational discipline and policy adherence Model and reinforce Ralliant’s HR operating model through day-to-day execution What Success Looks Like Timely and accurate resolution of complex Tier 2 cases Measurable reduction in repeat escalations and chronic issue areas Improved quality of Tier 1 inputs, knowledge content, and case handling Reduced defects, rework, and downstream corrections Clear visibility into systemic risks and improvement opportunities Strong, trusted partnerships across HRTO, HR Tech, and functional teams Required Qualifications Bachelor’s degree in Human Resources, Business, or related field (or equivalent experience) 3–6 years of experience in: HR operations, shared services, payroll, benefits, or HR systems, or Complex case management in a process-driven or regulated environment Strong experience with HR systems (e.g., Workday, ServiceNow, or similar platforms) Demonstrated ability to manage and resolve complex, cross-functional issues Strong analytical thinking and written communication skills Ability to operate effectively in ambiguous or exception-based scenarios Key Skills & Attributes Strong operational judgment and structured problem-solving capability Ability to identify root causes and drive sustainable solutions Comfortable working across teams, systems, and processes Clear and composed communicator in high-impact situations Continuous improvement mindset with focus on simplification and scalability Ability to balance employee experience with consistency, controls, and compliance 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: Stabilizing and strengthening core HR operations Reducing escalation volume and dependency on HRBPs and COEs Improving data quality, system reliability, and process consistency Enabling safe and sustainable adoption of automation, self-service, and AI Ensuring the HR operating model is executed effectively in practice 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. #LI-CS1