YFC USA National Service Center Human Resources Operations Specialist Parker, CO

The Human Resources (HR) Operations Specialist is responsible for the effective, compliant, and efficient execution of Human Resources operations and employee lifecycle processes. This role combines strong HR administrative experience with a process improvement mindset to strengthen the systems, workflows, documentation, and practices that support the employee experience and the broader HR function. Beyond managing day-to-day HR activities, the HR Operations Specialist evaluates existing processes, identifies opportunities for improvement, and develops practical solutions that increase efficiency, consistency, accuracy, and compliance. This position plays an important role in maintaining reliable HR systems and records, improving operational practices, supporting HR initiatives, and ensuring that processes are well-organized, clearly documented, and consistently executed. The HR Operations Specialist is detail-oriented, resourceful, and proactive, with the ability to manage recurring responsibilities while also contributing to projects and improvements that help Human Resources operate more effectively. This role supports the HR team by strengthening its operational foundation and creating capacity for strategic priorities. Essential Functions: HR Operations & Process Improvement Manage day-to-day HR operations and employee lifecycle transactions, including hires, transfers, promotions, status changes, and terminations. Evaluate existing HR processes and workflows to identify inefficiencies, inconsistencies, unnecessary steps, and opportunities for improvement. Develop and implement practical solutions that improve the efficiency, accuracy, consistency, and overall effectiveness of HR operations. Establish and maintain organized, standardized processes, checklists, templates, and documentation to support consistent execution of HR responsibilities. Develop, document, and maintain standard operating procedures (SOPs) and process guides to improve clarity, accountability, and continuity. Monitor recurring HR activities and deadlines to ensure timely completion and identify opportunities to streamline work. Support HR projects and initiatives through research, coordination, implementation, documentation, and follow-through. HR Systems & Data Management Serve as an administrator for HR systems, including the HRIS, applicant tracking, onboarding, and other HR-related tools. Maintain accurate employee data, personnel records, and electronic HR files in accordance with established procedures and retention requirements. Review HR data and documentation for accuracy and completeness, resolve discrepancies, and maintain reliable records for reporting and decision-making. Identify opportunities to improve the use, configuration, and functionality of HR systems and related tools. Develop and maintain HR reports, trackers, and other tools that support operational oversight, compliance, and informed decision-making. Ensure HR information is handled confidentially and maintained in accordance with applicable requirements and organizational practices. Employee Lifecycle: Onboarding & Offboarding Coordinate and administer onboarding and offboarding processes, ensuring required activities are completed accurately, consistently, and on time. Prepare offer letters, employment documentation, onboarding materials, and required system updates. Partner with hiring managers and relevant departments to coordinate new-hire readiness, system access, required documentation, and onboarding activities. Maintain and improve onboarding and offboarding workflows, resources, and communication to support a consistent employee experience. Track completion of required onboarding activities and identify gaps or recurring issues that may require process improvements. Coordinate offboarding documentation, required notifications, system access removal, and other applicable exit procedures. HR Compliance & Documentation Maintain and monitor required employment documentation, including Form I-9s, policy acknowledgments, and other compliance records. Support HR compliance reviews, internal audits, records retention activities, and corrective follow-up. Help ensure HR practices, records, and processes align with applicable federal, state, and local employment requirements. Maintain organized and accessible electronic personnel records in accordance with established retention schedules, confidentiality standards, and legal hold requirements. Assist with maintaining employee handbook content, HR policies, forms, and related resources as directed. Track required training, acknowledgments, and other compliance activities and follow up on outstanding items. Identify potential documentation or process gaps and bring them forward for appropriate review and resolution. Employee & Manager Support Serve as an initial point of contact for employee and manager questions related to HR processes, policies, documentation, and routine employment matters. Provide timely, accurate, and helpful guidance on established HR procedures and basic benefits and payroll questions, partnering with the appropriate team members when needed. Help employees and managers navigate HR systems, forms, and processes. Recognize when questions or concerns require additional expertise and upscale sensitive or complex employee relations, benefits, payroll, or compliance matters appropriately. Contribute to a responsive, service-oriented HR function that balances employee support with consistent application of policies and procedures. HR Projects & Continuous Improvement Support the planning and execution of HR projects, including process redesign, compliance initiatives, HR systems improvements, and employee experience enhancements. Gather information, organize findings, maintain project documentation, track action items, and follow through on assigned deliverables. Collaborate with HR team members, managers, and other departments to understand operational needs and implement improvements. Help develop practical resources, training materials, and communication tools that enable employees and managers to navigate HR processes effectively. Apply a human-centered, Design Thinking mindset to understand needs, challenge assumptions, and develop solutions that are practical, sustainable, and aligned with YFC USA's mission and values. Look for opportunities to move HR activities from reactive, manual processes toward more proactive, standardized, and sustainable practices. Spiritual Responsibilities: Because the overriding religious purpose and mission of Youth for Christ USA is to communicate and introduce the Gospel of Jesus Christ to young people and their families, and in that regard to make, educate and encourage life-long disciples of the Lord Jesus Christ, it is very important that you as an employee in the movement of Youth for Christ be recognized as an associate minister of the Gospel. As an employee of Youth for Christ and an associate minister of the Gospel, YFC expects all employees to: Seek God’s guidance and wisdom, through prayer and meditation, for the organization as a whole, as well as for specific ministry initiatives. Participate and lead regular times of prayer, devotion and worship as a regular aspect of your role within YFC. Teach and preach from the Holy Bible at YFC staff meetings, conferences, camps and events. Model empathy, humility and care for all people. This includes promoting equity and inclusion in words and in the practice of faith expression. YFC employees will have an opportunity to be commissioned or licensed as a minister of the Gospel through the established Youth for Christ process, and/or ordained by an outside body recognized by Youth for Christ USA. YFC Cultural Attributes Our cultural attributes are not about competency. It is an obedience to the call of Christ on our lives. YFC believes that spiritually healthy adults foster healthy relationships with our kids. We place a heavy commitment and emphasis on developing and equipping a Christ-centered life marked by Enduring Humility, Relentless Trust, Joyful Camaraderie, Courageous Faithfulness and Kingdom Inspired Diversity. Our leaders are expected to be willing to demonstrate and/or possess the following: Ability to humbly serve and honor others even in difficult situations with prayer, consistency, transparency, and resilience. (Enduring Humility). Demonstrate proper reliance on God, others, and self through generous giving of time and skills, by collaboratively incorporating others’ ideas, welcoming candid input, recognizing others’ need for grace and extending forgiveness and empathy. (Relentless Trust). Prioritize others’ needs for a missional outcome, characterized by joy, with active listening and problem-solving skills, while encouraging and empowering fellow believers. (Joyful Camaraderie). Trust God with new approaches and changes, and communicate needs and limits with emotional intelligence*, while seeking confidence and wisdom in Christ. (Courageous Faithfulness) Seek and foster authentic Christ-Centered relationships with people of various backgrounds and an inviting environment and empower historically marginalized groups and indigenous populations (within the local context), through active listening, inclusion, advocacy of those who are vulnerable and respect of others’ experiences. (Kingdom Inspired Diversity). All YFC employees are expected to regularly and actively participate in faithful activities that advance the stewardship functions of YFC/USA. These activities will include—but are not limited to— extending invitations to fundraising events, recruiting personal circle of influence/YFC donor contacts, sending letters, handwritten notes, personal calls, and personally ministering to donor contacts. Position Requirements Knowledge & Skills: Previous experience in Human Resources administration, HR operations, or a related HR support role. Working knowledge of HR administrative practices, employee lifecycle processes, personnel records, and employment documentation. Experience working with HRIS platforms, applicant tracking systems, or other HR-related technology. Strong organizational skills and attention to detail, with the ability to manage multiple responsibilities and deadlines. Demonstrated ability to identify problems, evaluate existing processes, and recommend or implement practical improvements. Strong written and verbal communication skills, with the ability to work effectively with employees, managers, and colleagues. Ability to handle confidential information with discretion and sound judgment. Proficiency with Microsoft Office and other workplace technology. Credentials Required & Preferred Education: 2–3 years of experience in HR, HR operations, or an administrative support role. Experience with Salesforce and Paylocity is a plus. Physical Requirements: The ability to communicate orally with customers, vendors, management, and other co-workers is crucial. Regular use of the telephone and e-mail for communication is essential.Sitting for extended periods is common. Hearing and vision within normal ranges is essential for normal conversations, to receive ordinary information, and to prepare or inspect documents. Activities require the ability to remain in a stationary position 50% of the time, occasionally move about inside the office to access files or office equipment, operate a computer and other office productivity machinery, such as a calculator, handheld devices, copy machine, and computer printer. No heavy lifting is expected, though occasional exertion of up to 10 lbs. of force may be required. Good manual dexterity is required for the use of computers, mobile devices, and other productivity technologies. The job is performed indoors in a traditional office setting. Extended periods of sitting and extensive work at a computer and phone are normal. Travel Requirments: Up to 3 times per year EEO Statement Youth For Christ (YFC) provides equal employment opportunities (EEO) employees and applicants for employment without regard to race, color, sex, national origin, age, handicap, marital status, or other unlawful discriminatory characteristics in accordance with applicable federal, state and local laws. YFC is classified as an Association of Churches and as such our hiring practices reflect that designation. As a religious nonprofit organization, YFC incorporates within each leader role, the requirement to model, teach, share and live the faith. The relationship between YFC’s mission and each of its leaders is its lifeblood and as such does at all times and in all instances reserve the right to make employment decisions based upon a person’s religious beliefs, personal character and lifestyle consistent with our understanding of the Bible or with our overall goals and requirements for Christian ministry. We seek to create a workplace that is intentional about Kingdom Inspired Diversity. Our commitment to our employees extends to their opportunities for growth, development, promotion, training and compensation. We will make reasonable accommodation for qualified individuals with known disabilities, unless doing so would result in an undue hardship to the organization. #J-18808-Ljbffr Youth For Christ International