People Operations Specialist II-Temporary

Job Description

Job Description

PEOPLE OPERATIONS SPECIALIST IIFull-Time Temporary Position

Department: People Operations
Employment Type: Full-Time, Temporary
FLSA Classification: Non-Exempt
Level: Intermediate
Reports To: People Operations Supervisor
Schedule: MondayFriday-8:00 a.m.5:00 p.m. with a one-hour meal period
Hours: 40 hours per week
Temporary Assignment Duration: No specific end date has been established

POSITION SUMMARY

The People Operations Specialist II provides full-time People Operations support for active Respite Care Providers (RCPs) throughout the employee lifecycle after hire.

This intermediate-level position independently manages routine to moderately complex People Operations matters, including leave administration support, employee separations, inactivity follow-up, Conditions of Employment (COE) compliance, employee communication, counseling documentation, wage concern follow-up, Workers' Compensation coordination, HRIS maintenance, and cross-functional coordination.

The Specialist II is expected to apply sound judgment, maintain accurate and confidential documentation, provide timely employee support, and appropriately escalate complex or higher-risk matters to People Operations leadership.

TEMPORARY POSITION STATUS

This is a full-time temporary position established to support current organizational and departmental needs. At the time of hire, a specific end date for the temporary assignment has not been established.

The duration of the assignment will depend on business needs, staffing requirements, workload, performance, and other operational considerations.

Based on organizational needs and the individual's performance, the employee may be considered for a regular position in the future; however, conversion to regular employment is not guaranteed. Any future employment opportunity would be subject to business needs, position availability, applicable qualifications, and Company approval.

The temporary assignment may be extended, modified, converted to a regular position, or concluded based on organizational needs and in accordance with applicable Company policies and legal requirements.

ESSENTIAL DUTIES AND RESPONSIBILITIES

1. Monitor ongoing compliance with applicable federal, state, organizational, and industry requirements for Respite Care Providers, including tracking certification expirations and coordinating required renewals or retraining.

2. Enter, maintain, review, and audit employee information within applicable HRIS systems and personnel records, including employment status changes, employee updates, and supporting documentation.

3. Coordinate employee separation and offboarding activities, including required documentation, HRIS updates, exit interview coordination, internal notifications, and completion of applicable offboarding requirements.

4. Receive, document, research, and assist with resolving routine to moderately complex employee concerns and workplace matters within established People Operations procedures and escalation guidelines.

5. Communicate and reinforce Company policies, procedures, safety requirements, performance expectations, attendance expectations, and established corrective action processes.

6. Receive, review, and document employee incident reports; coordinate appropriate follow-up and identify recurring trends or matters requiring leadership escalation.

7. Support Workers' Compensation administration and coordination, including timely reporting, documentation tracking, employee communication, follow-up, and coordination with appropriate internal and external partners.

8. Generate, review, and analyze People Operations reports and employee data to identify errors, trends, outstanding requirements, compliance concerns, and operational risks.

9. Maintain timely and professional communication with Respite Care Providers, supervisors, leadership, and internal departments regarding employee matters, documentation requirements, status updates, and required actions.

10. Provide daily People Operations support by responding to employee and supervisor questions, researching concerns, explaining established procedures, and resolving matters within the scope of the position.

11. Maintain ongoing communication with People Operations leadership and provide timely updates regarding employee concerns, compliance matters, recurring trends, operational risks, barriers, and cases requiring escalation.

12. Support leave-of-absence administration by receiving documentation, maintaining records, communicating established processes, monitoring applicable deadlines, and escalating protected leave, accommodation, or complex matters to appropriate People Operations leadership.

13. Support employee inactivity follow-up, status review, documentation, and communication in accordance with established Company procedures.

14. Support COE compliance by monitoring required documentation, expiration dates, outstanding requirements, and employee follow-up.

15. Assist with routine coaching and counseling documentation within established guidelines and escalate disputed, complex, or higher-risk employee relations matters.

16. Assist with wage and payroll-related employee concerns by gathering information, documenting the concern, coordinating with appropriate departments, and promptly escalating potential wage-and-hour issues.

17. Participate in departmental projects, audits, process improvements, reporting initiatives, and other activities supporting organizational operations and the families served.

18. Perform other related duties as assigned consistent with the general scope and level of the position.

SECONDARY DUTIES

• Assist with personnel file audits, departmental reporting, compliance reviews, and special projects.

• Provide caseload and departmental coverage during employee absences or periods of increased operational need.

• Provide peer support and procedural guidance to People Operations Specialist I employees when appropriate.

• Assist People Operations leadership with process improvement and documentation initiatives.

REQUIRED QUALIFICATIONS

• Two or more years of experience in Human Resources, People Operations, employee support, compliance, workforce administration, or a related field preferred.

• Associate degree in Human Resources, Business Administration, or a related discipline preferred; equivalent relevant experience may be considered.

• Working knowledge of employee lifecycle processes and employment documentation.

• General knowledge of applicable employment-related requirements and HR practices, which may include wage and hour, EEO, California Civil Rights Department requirements, Cal/OSHA, ADA, FMLA, CFRA, Workers' Compensation, and other applicable state and federal requirements.

• Ability to recognize matters requiring escalation rather than independently making decisions outside the authority of the position.

• Ability to handle confidential and sensitive employee information appropriately and in accordance with applicable privacy and organizational requirements.

• Strong attention to detail, accuracy, accountability, and follow-through.

• Strong written and verbal communication skills.

• Strong organizational, prioritization, and time-management skills.

• Proficiency with Microsoft Office and the ability to learn and effectively use HRIS and other cloud-based business systems.

LANGUAGE SKILLS

Ability to read, understand, and appropriately respond to correspondence, policies, reports, employee documentation, and other business communications.

Ability to communicate professionally and effectively in one-on-one and small-group settings.

Bilingual Spanish/English skills may be preferred or required based on the legitimate operational needs of the position.

CORE COMPETENCIES

• Employee Lifecycle Support

• HR Judgment

• Documentation Quality and Accuracy

• Employee Communication

• Leave Administration Support

• COE Compliance

• Employee Relations Support

• Wage Concern Follow-Up

• Workers' Compensation Coordination

• Interdepartmental Collaboration

• Confidentiality

• Risk Identification

• Escalation Judgment

• Accountability and Follow-Through

SCOPE OF AUTHORITY AND ESCALATION

The People Operations Specialist II may independently manage routine to moderately complex matters within established Company policies, procedures, workflows, and assigned authority.

The position must appropriately escalate matters involving investigations, suspected fraud, complex wage-and-hour concerns, termination recommendations, protected leaves or accommodations, harassment, discrimination or retaliation allegations, legal threats, complex Workers' Compensation matters, or other significant employee relations or compliance risks.

The Specialist II may assist with or issue routine counseling documentation when authorized and consistent with established procedures but must escalate disputed, complex, or higher-risk corrective action matters.

SCHEDULING AND AVAILABILITY

This is a full-time temporary, non-exempt position , generally scheduled for 40 hours per week, Monday through Friday.

The typical work schedule is 8:00 a.m. to 5:00 p.m. with a one-hour meal period. Work schedules may vary based on legitimate business and operational needs.

Additional hours or overtime may occasionally be required. All hours worked must be accurately recorded, and overtime will be handled and compensated in accordance with applicable law and Company policy.

PHYSICAL AND ENVIRONMENTAL REQUIREMENTS

The position generally operates in a professional office environment and may require work at different Company locations based on business needs.

The employee may be required to:

• Sit for prolonged periods while working at a computer.

• Frequently use a computer, telephone, and other standard office equipment.

• Stand, walk, bend, reach, and perform general office activities.

• Read, write, communicate, and comprehend information necessary to perform the essential functions of the position.

• Lift and/or move up to 25 pounds, with or without reasonable accommodation.

• Travel between Company locations or to other business-related locations when required.

Reasonable accommodations may be provided to qualified individuals with disabilities to enable them to perform the essential functions of the position, consistent with applicable law.

TRAVEL REQUIREMENTS

Local travel between Company locations may be required. If driving is an essential function of the position, the employee must maintain any legally required driver's license and automobile insurance.

EQUAL EMPLOYMENT OPPORTUNITY

The Company is committed to providing equal employment opportunities in accordance with applicable federal, state, and local law. Employment decisions are made without unlawful discrimination, harassment, or retaliation based on legally protected characteristics.

Qualified applicants requiring a reasonable accommodation during the application or hiring process may request assistance through the appropriate Company contact.

IMPORTANT NOTICE

This job posting describes the general nature and level of work expected for this position. It is not intended to contain a comprehensive listing of every responsibility, duty, qualification, or activity that may be required.

Responsibilities may be modified based on legitimate business and operational needs, consistent with applicable law.

This is a full-time temporary position. No specific end date for the temporary assignment has been established at this time.