HR / People Operations — P5
HROPER.HRPEOPLEBF23.P5
Focuses on the People Operations side of HR Operations & Systems: managing the employee lifecycle (onboarding through exit), serving as the operational backbone for HR data integrity, HRIS/HCM administration (e.g., Workday), team-member support, and process improvement. Distinct from a pure HR Technology Engineering focus (deep integration build/EIB development) and from a Compensation/Benefits focus — here the emphasis is on running People Operations processes, maintaining accurate records, configuring and supporting HR systems in service of the employee experience, and ultimately shaping People Operations strategy.
Focuses on the People Operations side of HR Operations & Systems: managing the employee lifecycle (onboarding through exit), serving as the operational backbone for HR data integrity, HRIS/HCM administration (e.g., Workday), team-member support, and process improvement. Distinct from a pure HR Technology Engineering focus (deep integration build/EIB development) and from a Compensation/Benefits focus — here the emphasis is on running People Operations processes, maintaining accurate records, configuring and supporting HR systems in service of the employee experience, and ultimately shaping People Operations strategy.
Focus — HR / People Operations
Focuses on the People Operations side of HR Operations & Systems: managing the employee lifecycle (onboarding through exit), serving as the operational backbone for HR data integrity, HRIS/HCM administration (e.g., Workday), team-member support, and process improvement. Distinct from a pure HR Technology Engineering focus (deep integration build/EIB development) and from a Compensation/Benefits focus — here the emphasis is on running People Operations processes, maintaining accurate records, configuring and supporting HR systems in service of the employee experience, and ultimately shaping People Operations strategy.
General focus — no material pay or skill differential vs the function baseline.
Responsibilities by level
What this person actually does at each level on the professional track — escalating scope, not one generic blob. Your level is highlighted.
- Serves as the first line of contact for team member inquiries via Slack and/or email, escalating issues beyond defined procedures.
- Runs routine data checks and prepares or maintains employment records related to hiring, termination, leaves, transfers, or promotions using HRIS software.
- Completes all onboarding aspects accurately and timely to ensure a positive onboarding experience for new team members.
- Assists with system configuration, testing, reporting, and troubleshooting under close supervision.
- Raises documentation or process gaps to the team as identified during day-to-day data entry and basic system support.
- Conducts regular audits of team member data, including missing data points and compensation or bonus payments, to maintain data integrity and compliance.
- Develops and maintains simple to complex custom Workday reports (Advanced, Matrix, Composite) using Workday Report Writer.
- Configures and maintains Workday Core Tenant functionality including business processes, custom objects, calculated fields, notifications, and organizational hierarchies under general instruction.
- Translates business objectives and user needs into clearly written technical requirements for review by senior staff.
- Monitors and supports inbound/outbound Workday HCM integrations to third-party vendors including payroll and benefits providers, troubleshooting routine failures.
- Manages day-to-day operations of the HCM system (e.g., Workday) including processing employee data, generating reports, and managing system updates independently across the employee lifecycle.
- Serves as the go-to subject matter expert for the HR system, advising HR business partners and users on configuration options and process design.
- Partners with IT to troubleshoot and resolve system breakages, coordinating fixes and validating data integrity post-resolution.
- Reviews potential blockers of People Operations processes and suggests automation to improve efficiency.
- Implements an SLA to track response times for email queries across timezones and monitors team adherence.
- Leads analysis, design, development, implementation, and continuous improvement of complex cross-functional HR/People Operations solutions.
- Plans and executes a roadmap of system upgrades and enhancements, selecting methods and sequencing to minimize disruption to operations.
- Serves as a technical expert and potential module lead driving system optimization across the HCM platform.
- Onboards, mentors, and grows the careers of team members and provides coaching to drive accountability.
- Collaborates with and advises technical staff, HR SMEs, business partners and leadership on HR technology solutions and works with the Director to shape strategy.
- Shapes a global People Operations strategy aligned with business growth, contributing to broader company objectives.
- Develops the HRIS/People Operations roadmap and prioritizes enhancements against business needs, exercising wide latitude on broad and special assignments.
- Manages vendor relationships and contracts and oversees major system implementations and upgrades.
- Ensures system security, compliance, and data governance across the People Operations technology landscape.
- Leads and grows a People Operations team managing the employee experience throughout the lifecycle, acting as an external spokesperson and influential network builder on HR technology direction.
Level guidelines
The universal leveling rubric applied to this function — how scope, complexity, collaboration, and experience step up across levels.
| Level | Knowledge & Application | Complexity & Problem Solving | Collaboration & Interaction | Typical Degree & Years |
|---|---|---|---|---|
| P1 | Applies basic knowledge of HRIS data entry, onboarding steps and standard support procedures; learns the HCM platform (e.g., Workday) and HR record-keeping conventions on the job. | Handles routine inquiries and data tasks with standard answers; recognizes and escalates documentation or process gaps rather than resolving them independently. | Maintains stable internal relationships, serving as first line of contact for team members via Slack/email and routing complex issues to senior staff. | 0–1 years; new graduate or intern entering HR operations or HRIS support. |
| P2 | Applies working knowledge of Workday configuration, Report Writer and integration monitoring to conventional HRIS tasks within defined procedures. | Exercises judgment in familiar contexts — building reports, auditing data, troubleshooting routine integration failures and translating needs into requirements with senior review. | Builds productive project relationships with HR users and may mentor junior coordinators on data and onboarding processes. | 2+ years with a BA, or MS/PhD with no experience, in an HRIS Analyst or senior specialist capacity. |
| P3 | Applies in-depth HCM operational knowledge to run day-to-day system operations and serve as the recognized subject matter expert advising HR partners. | Evaluates identifiable factors to resolve diverse operational problems, partner with IT on breakages, and identify automation opportunities across People Operations processes. | Networks with senior HR professionals and technical staff; may coordinate project activities and define SLAs across timezones. | 5+ years (BA), 3 years (MA), or PhD without experience, as a Senior HRIS Analyst or People Operations specialist. |
| P4 | Applies advanced expertise to lead complex cross-functional HR solutions and drive system optimization as a technical/module lead. | Performs in-depth analysis of complex variables to plan upgrade roadmaps, select implementation methods, and resolve issues with functional impact. | Coordinates across HR, IT and leadership groups; may supervise and mentor team members and influence strategy decisions with the Director. | 8+ years, often with graduate education, as an HRIS Manager or senior People Operations leader. |
| P5 | Applies expert, strategic knowledge of HRIS strategy, data governance and global People Operations to advance company objectives. | Addresses strategic, often intangible issues — roadmap prioritization, vendor strategy, transformation initiatives — with high independence on broad and special assignments. | Builds influential networks, partners with HR and business leaders, manages vendor relationships, and serves as an external spokesperson for HR technology and People Operations. | 12+ years with extensive HRIS and People Operations expertise, as a Director of HR Technology or Head of People Operations. |
Skills
Focus-specific skills the role applies — the relevance layer beyond the occupational base.
- HRIS/HCM configuration
- Configures business processes, custom objects, calculated fields, organizational hierarchies and module functionality in platforms like Workday.
- Business process translation
- Translates business objectives and user needs into clearly written technical requirements.
- HR reporting and analytics
- Develops custom reports and dashboards and analyzes HR data to inform decision-making.
- Data integrity and auditing
- Runs data checks and conducts regular audits to ensure HR records are accurate, up to date, and compliant.
- System integration management
- Monitors and supports inbound/outbound HCM integrations to third-party vendors including payroll and benefits providers.
- Onboarding and employee lifecycle management
- Manages the employee experience from hire to exit, ensuring positive onboarding.
- Employee relations
- Manages complex employee relations issues and performance management.
- HRIS strategy and roadmap ownership
- Develops HRIS strategy aligned with business needs and owns/prioritizes the enhancement roadmap.
- Vendor and contract management
- Manages vendor relationships and contracts for HR technology.
- Data governance and compliance
- Ensures system security, compliance, and data governance.
- Team leadership
- Onboards, mentors, coaches and grows the careers of team members.
- Excel proficiency
- Combines worksheets and analyzes large amounts of data.
- Workday
- Uses this tool/technology effectively during the delivery of day-to-day tasks.
- Workday Report Writer
- Uses this tool/technology effectively during the delivery of day-to-day tasks.
- Enterprise Interface Builder (EIB)
- Uses this tool/technology effectively during the delivery of day-to-day tasks.
- Slack
- Uses this tool/technology effectively during the delivery of day-to-day tasks.
Provenance
The evidence base behind this profile — every layer is sourced; quality is scored by an adversarial review panel (1–5; passes at ≥4 on the minimum dimension).
Level — P5 — Expert Professional
Expert in field; key problem solver and project leader, authority in multiple areas
- Scope
- Multiple systems or a technical domain
- Autonomy
- Sets direction within the domain
- Complexity
- Novel, high-ambiguity problems; establishes the approach
- Impact
- Org / multi-team outcomes
- Decision rights
- Authority over a technical domain
- Leadership
- Leads cross-team technical initiatives
- Typical experience
- 8–12 yrs
Adjacent roles
Nearest roles by structural coordinates (level + taxonomy). Distance 0 → 1; each carries its 3-state match band. How coordinates work → · Compare side-by-side →
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O*NET / SOC
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