Hybrid 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