HR Operations Specialist
HR Operations Specialist
Reports to: Fractional Chief People Officer (CPO) Location: Remote Employment Type: Full-time Role Overview The HR Operations Specialist plays a key role in supporting People & Culture operations across multiple client environments. This role is hands-on and operational, focusing on executing and managing end-to-end HR processes across the full employee lifecycle.You will work closely with a Fractional CPO and global stakeholders across Australia, the UK, and the US, supporting long-term client engagements by ensuring smooth, efficient, and scalable HR operations.
This role is ideal for an HR generalist with strong administrative and systems experience who is comfortable working independently in a fast-paced, tech-enabled environment.
Key Responsibilities
HRIS & Systems Administration • Support the implementation and ongoing management of HRIS platforms, with a preference for Rippling • Administer HR systems (excluding payroll), ensuring data accuracy, system hygiene, and user support • Work across modules such as ATS, LMS, performance management, engagement surveys, and onboarding/offboarding workflows • Support payroll migration activities (e.g., Xero to Rippling) in collaboration with Finance and external partners • Leverage automation tools within HRIS to streamline HR processes Recruitment & Onboarding • Coordinate end-to-end recruitment activities, including scheduling, candidate communication, and offer management • Manage employment contracts and ensure consistency across regions • Deliver a smooth and standardized onboarding experience for new hires Core HR Operations • Act as a primary point of contact for HR-related queries via shared inboxes, Slack, and system workflows • Maintain HR policies, documentation, and internal knowledge bases (e.g., Confluence) • Support HR calendar activities such as performance reviews, engagement surveys, and learning initiatives • Manage and monitor HR requests including leave, compensation changes, and employee documentation Compensation & Performance Support • Assist in performance review cycles and preparation of supporting materials • Support salary review processes, benchmarking, and incentive programs • Contribute to ESOP administration and compensation-related communications Employee Lifecycle & Relations • Provide first-level support on employee relations matters, including conduct and grievances • Support offboarding, terminations, and compliance documentation • Ensure a seamless employee lifecycle experience from hire to exitRequirements
Candidate Profile
Experience • 1–3 years of experience in HR operations, HR generalist, or HR administration roles • Hands-on experience across the full employee lifecycle (not limited to a single HR function or system module) • Experience in small to mid-sized organizations or dynamic environments preferred Technical Skills • Experience with HRIS platforms (Rippling highly preferred; similar systems acceptable) • Familiarity with HR tools such as ATS, LMS, and performance systems • Exposure to automation workflows within HR systems • Experience with collaboration tools such as Slack • Familiarity with Microsoft 365 and/or Google Workspace (experience with both is a plus) Skills & Attributes • Strong attention to detail with a logical and methodical approach to work • Ability to manage multiple tasks and keep processes moving efficiently • Proactive, self-sufficient, and comfortable working with remote leadership • Strong problem-solving skills and ability to think independently • Excellent written and verbal English communication skills Additional Requirements • Experience working in English-speaking business environments (Australian, UK, US, or similar markets preferred) • Willingness to learn and quickly adapt to new systems such as Rippling • Ability to operate in a client-facing support capacity when required What to Expect • Initial onboarding period with close guidance from the CPO, with increasing independence over time • Exposure to multiple clients and HR environments • A strong focus on operational execution rather than strategic HR ownership