People Operations Partner

Job Summary

The People Operations Partner plays a critical role in managing advanced HR operational processes supporting a workforce of over 20,000 employees. This position leads complex workforce lifecycle events, oversees key compliance programs, and ensures operational continuity within the Employee Service Center (ESC).

The role partners closely with Legal, Talent Acquisition, HR Business Partners, Compliance, and external vendors to ensure sensitive workforce actions, regulatory requirements, and HR systems processes are executed accurately and efficiently. This position serves as a subject matter expert across multiple compliance and workforce domains.

Key Responsibilities

• Serve as the operational owner and subject matter expert for key compliance programs, ensuring adherence to federal, state, and internal HR regulations.
• Administer and manage the company's random and targeted drug and alcohol screening program, including eligibility list maintenance, vendor coordination, screening scheduling, results tracking, and adjudication in partnership with Compliance.
• Lead regular I-9 audit reporting and compliance efforts, partner with field HR to ensure corrective action where necessary, and provide overflow support for centralized I-9 processing.
• Manage labor law poster compliance, including coordination of updates and distribution in partnership with HRIS, Workday, and external vendors to ensure required federal, state, and local postings are maintained.
• Oversee monthly Motor Vehicle Record (MVR) reporting for safety-sensitive, non-regulated roles, partnering with field HR and vendors to ensure annual compliance.
• Lead HR compliance audits involving background checks, E-Verify, pay transparency, and regulatory documentation.
• Provide advanced troubleshooting and training to HR teams on HR systems, lifecycle processes, and compliance protocols.
• Provide overflow support for employee-facing Service Desk operations, including call and case management in ServiceNow and Tier 1 support through Five9, ensuring operational continuity during peak volumes or staffing constraints.
• Provide backup support for sensitive workforce actions, including involuntary separations, reduction-in-force initiatives, termination tracking, severance documentation, and structured offboarding activities, ensuring all required forms, audits, and compliance steps are completed accurately.
• Provide secondary support for mergers and acquisitions activities, including employee data integration, onboarding alignment, and workforce restructuring efforts, partnering with primary stakeholders to ensure accurate execution.

Qualifications

• Bachelor's degree in human resources, business administration, or a related field.
• 4+ years of progressive experience in HR operations, HRIS management, or people operations within large, complex organizations.
• Deep understanding of employment laws and compliance requirements related to pay transparency, E-Verify, I-9, drug screening, background investigations, and regulatory audits.
• Demonstrated ability to manage compliance programs and regulatory risk with a high level of accuracy and discretion.
• Strong analytical, organizational, and communication skills with the ability to manage sensitive and high-impact workforce actions.
• Proven experience supporting workforce reductions, involuntary separations, and mergers & acquisitions.
• Strong expertise with Workday HCM or similar HRIS systems, including complex employee data management and process troubleshooting.
• Experience with case management platforms such as ServiceNow and contact center technologies such as Five9.

Preferred Qualifications

• HR certification (SHRM-CP, SHRM-SCP, PHR, SPHR).
• Experience managing large-scale drug screening or compliance programs.
• Experience supporting workforce transformation, restructuring, or location closure initiatives.
• Advanced data analytics capabilities to support reporting and compliance monitoring.

Physical Demands / Working Environment

This position is located at GPC's Global Headquarters and is performed in an office environment requiring operation of standard office equipment.

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GPC conducts its business without regard to sex, race, creed, color, religion, marital status, national origin, citizenship status, age, pregnancy, sexual orientation, gender identity or expression, genetic information, disability, military status, status as a veteran, or any other protected characteristic. GPC's policy is to recruit, hire, train, promote, assign, transfer and terminate employees based on their own ability, achievement, experience and conduct and other legitimate business reasons.