Senior Talent Operations Generalist

Lake City, Seattle, WA 98125, USA

The Senior Talent Operations Generalist plays a critical role in supporting recruiting and onboarding functions while also serving as a key operational partner in Akin’s compensation strategy. This position is responsible for ensuring a strong, consistent candidate and new-hire experience from offer through onboarding, as well as the administration, analysis, and compliance of compensation programs.

The role balances three primary functional areas—recruiting operations, onboarding, and compensation—while also providing secondary support to learning and development, early learning initiatives, and retention efforts. The ideal candidate is highly analytical, detail-oriented, and experienced in HR operations, with a strong understanding of employment law, compensation practices, and end-to-end talent processes.

Recruiting Operations:

• Support the full recruitment lifecycle, including job postings, candidate coordination, interview scheduling, and hiring logistics.
• Prepare and review offer letters to ensure alignment with compensation guidelines, internal equity, and required approvals.
• Partner with hiring managers to support timely and compliant hiring processes.
• Maintain applicant tracking system (ATS) data integrity and ensure compliance with EEO and recruiting regulations.
• Support pre-employment processes, including background checks and required documentation.

Onboarding:

• Coordinate and manage the onboarding process for new hires to ensure a smooth and welcoming transition.
• Prepare and track onboarding schedules, documentation, and required trainings.
• Ensure accurate entry of new hire data, including compensation, into HRIS and payroll systems.
• Partner with managers and internal stakeholders to support effective first-day and first-week experiences.
• Monitor onboarding completion and identify opportunities for process improvement.

Compensation:

• Administer and maintain compensation programs, including salary structures, pay ranges, step systems, bonuses, and incentive programs.
• Support routine compensation processes such as merit increases, market adjustments, promotions, and equity reviews.
• Conduct regular compensation analysis and benchmarking using market data to ensure internal equity and external competitiveness.
• Partner with HR leadership to support compensation planning, budgeting, and forecasting activities.
• Prepare and audit compensation-related data for payroll processing, reporting, and leadership review.
• Ensure compliance with all federal, state, and local wage and hour laws (e.g., FLSA, minimum wage, pay transparency, pay equity).
• Maintain accurate, confidential, and up-to-date compensation records within the HRIS.
• Support job evaluation, job description development, and position leveling aligned with compensation structures.
• Assist with compensation-related audits and respond to internal or external data requests.

Early Learning Support:

• Support the coordination and administration of early career programs (e.g., internships, apprenticeships, new graduate rotations).
• Assist with program logistics, participant onboarding, and mentorship matching.
• Track program participant progress and gather feedback.
• Ensure compliance with any legal requirements related to early learning programs (e.g., intern compensation, workplace safety).
• Maintain records and documentation for all early learning participants.

Retention & Workforce Analytics:

• Analyze turnover, compensation trends, and workforce data to identify retention risks and opportunities.
• Support employee engagement and retention initiatives with a focus on pay equity and competitive compensation.
• Assist with employee recognition programs and service milestones.

General Compliance & Administration:

• Maintain accurate and confidential employee records in HRIS and related systems.
• Prepare HR reports, dashboards, and presentations with a focus on compensation metrics.
• Stay current on HR best practices, compensation trends, and employment law changes.
• Support HR audits and ensure data integrity across systems.
• Contribute to the development and ongoing improvement of compensation policies and procedures.