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,