Senior People Operations Specialist

Position

:

Senior People Operations Specialist

Location

:

San Francisco, CA 94104

Reports to

:

Director, People and Culture

Supervision

:

None

Classification

:

Regular, Full-Time, FLSA Exempt

Job Purpose: The Senior People Operations Specialist provides broad HR support across the employee lifecycle, including recruitment, employee relations, benefits administration, leave of absence management, policy interpretation, and professional development coordination. This role will play a central part in assessing current practices, identifying opportunities for standardization, and helping to implement more centralized HR processes and tools. The Senior People Operations Specialist balances day-to-day service delivery with project-based contributions that strengthen people operations and service alignment.

I. Main duties and responsibilities

1.          Generalist HR Support

a.           Serve as a primary point of contact for HR-related questions and issues across multiple teams and departments.

b.          Support managers and employees with guidance on performance management, policy interpretation, and workplace concerns.

c.           Assist with onboarding, offboarding, and employee life-cycle processes as needed.

d.          Result: Employees and managers receive consistent, timely, and practical HR support.

2.          Recruitment

a.           Coordinate full-cycle recruitment processes, including drafting job descriptions, posting vacancies, screening candidates, and scheduling interviews.

b.          Partner with hiring managers to identify staffing needs, support equitable selection processes, and ensure positive candidate experiences.

c.           Support onboarding and orientation activities to ensure smooth integration of new hires.

d.          Result: The organization attracts and hires qualified candidates in a timely and effective manner.

3.          Benefits Administration

a.           Support the administration of employee benefits programs, including medical, dental, retirement, and wellness offerings.

b.          Respond to employee benefit inquiries, liaise with third-party vendors, and assist with open enrollment and benefits communication.

c.           Ensure accurate enrollment data and resolve benefits-related issues in coordination with payroll and finance.

d.          Result: Employees experience smooth and reliable access to benefits, and administrative processes are accurate and compliant.

4.          Leave of Absence and Accommodation Management

a.           Administer employee leaves of absence, including FMLA, disability, and parental leave, in accordance with applicable laws and company policy.

b.          Coordinate workplace accommodations and maintain proper documentation.

c.           Communicate regularly with employees and managers throughout the leave process.

d.          Result: Leave and accommodation processes are clearly communicated, well-documented, and compliant.

5.          Employee Relations and Workplace Issues

a.           Respond to workplace concerns, investigate employee relations issues, and recommend appropriate actions.

b.          Provide guidance to managers on documentation, performance conversations, and conflict resolution.

c.           Maintain accurate and confidential records.

d.          Result: Employee issues are addressed fairly, consistently, and with minimal disruption to teams.

6.          Learning and Professional Development Support

a.           Plan, coordinate, and deliver learning and development activities, including staff training sessions and manager workshops.

b.          Track participation and gather feedback to inform program improvement.

c.           Support professional development initiatives aligned with organizational needs.

d.          Result: Staff have access to training and development opportunities that build capability and confidence.

7.          People Operations Process Improvement

a.           Participate in mapping and documenting existing HR processes across functional areas.

b.          Identify opportunities for streamlining, standardization, and automation.

c.           Contribute to the development of HR knowledge resources, templates, and internal service guidance.

d.          Result: People and Culture infrastructure is strengthened in preparation for a more centralized service delivery model.

8.          Cross-Functional Collaboration

a.           Collaborate with HR colleagues, finance, operations, and other internal stakeholders to ensure coordinated employee support.

b.          Provide input into cross-departmental initiatives such as systems implementation, policy review, and organizational development.

c.           Result: The People and Culture unit contributes to well-coordinated, consistent support across teams and functions.

9.          HR Data and Reporting

a.           Maintain accurate HRIS records and employee files.

b.          Prepare reports on headcount, turnover, leave utilization, and other key metrics.

c.           Use data to inform recommendations for improvements in HR practices.

d.          Result: HR reporting supports decision-making and process visibility.

10.     Other duties as assigned.

II. Qualifications

Education

:

Bachelor’s degree in Human Resources, Business Administration, or related field; HR certification (PHR, SHRM-CP/SCP) preferred.

Work experience

:

6–8 years of progressive HR experience, including direct experience with employee relations, leave administration, and process development.

Knowledge, Skills and Abilities

:

Strong knowledge of U.S. employment law and HR compliance; experience supporting multiple states or jurisdictions is an advantage.

Experience supporting or leading HR process improvements or change initiatives.

Excellent communication, judgment, and problem-solving skills.

Proficiency with HRIS platforms and Microsoft Office; familiarity with process documentation or project tracking tools is a plus.

Information – Applies detailed knowledge of HR policies, regulations, and procedures to current operations and process improvement efforts.
Technology – Uses HR systems effectively and contributes to system or tool enhancement discussions.
Analysis – Evaluates HR processes, identifies gaps, and recommends improvements in anticipation of broader service changes.
Interaction – Builds strong working relationships with employees and managers; supports change with clarity and credibility.
Leadership – Demonstrates initiative and adaptability; takes ownership of day-to-day support while contributing to strategic projects.
Responsibility – Balances service delivery with operational improvement; ensures accuracy, timeliness, and professionalism in all tasks.