Senior HR Operations Specialist

Position Summary
The Senior HR Operations Specialist is a seasoned human resource professional responsible for delivering a seamless, integrated employee experience across all HR operational functions. This role oversees payroll administration, benefits management, leave programs, onboarding and offboarding workflows, job description governance, performance review cycles, and employee recognition programs.

With expertise in HR operations and an understanding of the unique needs of nonprofit organizations, the Senior HR Operations Specialist ensures that all backend HR processes are accurate, compliant, efficient, and aligned with the organization’s mission, values, and people-centered culture. The role is critical in creating a workplace experience that integrates people, processes, technology, and space to support staff engagement and organizational effectiveness.

Key Responsibilities
Payroll & Compensation Administration

Manage end-to-end payroll processing for all staff, ensuring accuracy, timeliness, and compliance with federal and provincial regulations.
Maintain payroll records, salary changes, retroactive adjustments, and statutory reporting.
Partner with Finance to reconcile payroll accounts, year-end reporting, and audit requirements.
Support compensation reviews and salary benchmarking processes.

Benefits & Leave Management

Administer employee benefits programs, including health, dental, wellness, and optional plans.
Serve as the primary liaison with benefits providers and brokers.
Manage all leave programs (sick, vacation, parental, disability, unpaid leaves), ensuring compliance with legislation and internal policy.
Provide guidance to employees on benefits, eligibility, claims, and leave processes.

Employee Lifecycle Management

Design and deliver seamless onboarding experiences that integrate HR, IT, facilities, and departmental workflows.
Coordinate offboarding and termination processes, ensuring compliance, documentation accuracy, and positive employee transitions.
Maintain employee records, contracts, and HRIS data integrity.

HR Policy, Documentation & Job Descriptions

Develop, update, and maintain job descriptions across all departments, ensuring alignment with organizational structure and compensation frameworks.
Support policy development, updates, and communication across HR and operations.
Ensure compliance with employment legislation, nonprofit governance requirements, and internal standards.

Performance & Recognition Programs

Lead annual and mid-year performance review cycles, including communications, training, system setup, and reporting.
Support managers in goal setting, competency development, and performance documentation.
Manage employee recognition programs, service awards, and culture-building initiatives.

HR Operations & Systems

Optimize HRIS workflows, data accuracy, reporting, and integrations with payroll and benefits platforms.
Identify opportunities to streamline processes, automate tasks, and improve employee experience.
Partner with Operations and Finance to ensure HR processes are integrated into broader workplace experience design.

Nonprofit Sector Responsibilities

Support grant reporting, funding compliance, and workforce data requirements unique to nonprofit operations.
Understand the dynamics of volunteer-supported environments and community-driven organizational culture.
Contribute to equity, inclusion, and mission-aligned HR practices.

What You’ll Bring to the Job - Qualifications & Experience
Minimum 5 years of progressive HR operations experience, ideally with exposure to nonprofit or Jewish community-based organizations.
Strong knowledge of payroll systems, HRIS platforms, benefits administration, and employment legislation.
Demonstrated experience managing full employee lifecycle processes.
Exceptional attention to detail, confidentiality, and data accuracy.
Strong communication skills with the ability to support staff at all levels.
Experience designing or improving HR processes, workflows, and documentation.
Ability to work collaboratively across departments and build trust with employees and managers.
CHRP/CHRL designation an asset but not required.
Experience in organizations with 50+ employees preferred.

What Success in This Role Looks Like
Payroll and benefits run smoothly with zero errors.
Employees feel supported and welcomed through every stage of their lifecycle.
HR processes are documented, consistent, and easy for staff to navigate.
Review cycles and recognition programs strengthen culture and performance.
The organization experiences a seamless, integrated workplace experience across people, space, and technology.