HR Operations Specialist

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Full TimeLocation: 270 Madison AvenueReporting To: Sarai BanksCompensation: $76,000 - $85,000 / yearDescriptionOverviewThe HR Operations Specialist plays a critical role in supporting the day-to-day operations and continuous improvement of the HR Service Center. This position ensures the efficiency, accuracy, and compliance of HR processes and systems across the entire employee lifecycle, including onboarding, offboarding, data management, and reporting. The HR Operations Specialist maintains data integrity and partners with cross-functional teams to streamline workflows. This role supports the Director, Benefits and HR Operations in delivering service excellence, driving operational efficiency, and enhancing the overall employee experience.

We are looking for someone we can count on to:

OwnThe daily workload of the HR Ops team and ensure accurate, efficient, and timely processing Auditing of monthly invoices and Workday benefit entries TeachThe HR Operations Generalist to provide accurate and time-sensitive answers to benefits questions and ensures accurate input and review of employee information in Workday, ensuring data integrityLearnThe Library’s departments and processes And gain exposure to benefits administration, including invoice auditing and vendor management ImproveThe implementation of new systems, initiatives, and process improvements Use of technology to streamline workflows, reduce manual data entry, and improve overall HR operational efficiency Some Expectations For This Role Are That Within1 month , this person will:

Complete onboarding and training on internal HR systems, primarily Workday, and any other platforms used (e. g. , ticketing systems, invoice systems) Understand the organizational structure, policies, compliance requirements, and key HR operations processes Shadow and assist in daily operations such as ticket handling, basic audits, and HR data entry 3 Months , This Person WillIdentify inefficiencies in HR operations (e. g.

, onboarding, offboarding, compliance, and benefits administration) Independently manage day-to-day operations of the HR Ops team, ensuring timely processing of transactions and inquiries Take ownership of weekly/monthly audits of employee data and Workday records 6 Months And Beyond , This Person WillFully own the operations of the HR Ops team; delegate and prioritize effectively.

Ensure smooth coordination of all routine HR processes — from onboarding to terminations and life events Lead ongoing process and compliance audits with minimal supervision Recommend and implement HR workflow optimizations, automation opportunities, or system improvements in Workday or other platforms ResponsibilitiesSupervise the daily operations of the HR Operations team, ensuring timely and accurate processing of HR transactions, supporting activities such as new hire orientation, and responding to HR and policy-related inquiries via calls, tickets, and emails in collaboration with the HR Operations Generalist Maintain, update, and audit HR processes and employee data in Workday and related systems to uphold data accuracy and compliance standards Train and mentor the HR Operations Generalist, ensuring consistent, timely responses to employee benefits inquiries and accurate data entry related to employment changes, I-9s, benefits enrollments, retirement plans, terminations, and life events Oversee the Tuition Assistance Program in partnership with the HR Operations Generalist Audit health and welfare benefit invoices to identify discrepancies, ensure billing accuracy, and maintain timely vendor payments Conduct routine audits (weekly and monthly) on employee data, enrollment records, and other key HR information to ensure compliance, accuracy, and cost efficiency Support the implementation of new HR initiatives, systems, and process improvements.

Coordinate and support Virtual Wellness Fair activities and initiatives Leverage technology to streamline HR workflows and minimize manual processes.

Partner with the Director, Benefits and HR Operations, to process quarterly union longevity increases Provide administrative support for leave of absence management in collaboration with the Leaves and ADA Specialist Perform additional related duties as assigned Required Education, Experience & SkillsRequired Education & CertificationsBachelor’s degree in HR, Organizational Behavior, or related disciplineRequired Experience3+ years of relevant work experience in an HR setting with proficiency in navigating HR systems (preferably Workday)Required SkillsStrong organizational skills and the ability to pay close attention to detail while handling multiple tasks Highly analytical, detail-oriented, technically proficient, and well-versed in HR best practices Excellent communication and interpersonal skills Ability to manage multiple tasks, prioritize effectively, and meet deadlines in a fast-paced environment Managerial/Supervisory Responsibilities1 HR Operations Generalist (FTE) 1 HR Operations Library Page (hourly) More.

. . Core ValuesAll team members are expected and encouraged to embody the NYPL Core Values: Be Helpful to patrons and colleagues Be Resourceful in solving problems Be Curious in all aspects of your work Be Welcoming and Inclusive Work EnvironmentOffice Setting - Hybrid Public and research library settings Physical DutiesSetting up for orientation Lifting up to 10 lbs.

required May require travel within NYC Pre-Placement Physical Required?NoUnion/Non UnionNon-UnionFLSA StatusExemptScheduleMonday through Friday, 9 AM to 5 PM Hybrid in-office/remote schedule This job description represents the types and levels of responsibilities that will be required of the position and shall not be construed as a declaration of all of the specific duties and responsibilities for the role. Job duties may change if Library priorities change. Employees may be directed to perform job-related tasks other than those specifically presented in this description as needed.

The New York Public Library Salary StatementAt the Library, we believe that pay transparency and pay equity are important to ensuring we source the best candidates and keep the best employees. When making a determination as to the appropriate salary for a candidate, we consider a variety of factors such, including, but not limited to, the position requirements, the skills, prior experience, and educational background required or preferred for the job, the scope and impact of the role within the organization, internal peer equity, and the candidate's specific training, experience, education level, and skills.

No single factor is conclusive; the Library reserves the right to consider any and all relevant factors and make a decision consistent with its policies. Union Salaries are determined by collective bargaining agreement(s). If you have questions about this posting, please contact support@lensa. com