Senior HR Operations Consultant

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The Senior Human Resources Operations Consultant serves as a strategic advisor and enterprise leader responsible for driving high-impact HR initiatives across Human Resources Operations, Compensation, Benefits, HR Analytics, HR Technology, and HR-related mergers, acquisitions, integrations, and organizational transformations.

Reporting directly to the Vice President, HR Operations & Total Rewards, this role partners closely with executive leadership, HR Centers of Excellence, Finance, Legal, Information Technology, and operational leaders to develop and execute strategies that improve organizational effectiveness, workforce experience, operational performance, and financial outcomes.

This position functions as a senior-level individual contributor, leading complex, enterprise-wide initiatives through influence, consultation, and project leadership. The incumbent must possess exceptional business acumen, financial expertise, strategic thinking capabilities, and the ability to navigate ambiguity while aligning multiple stakeholders toward common organizational goals.

Lead complex compensation analyses, workforce planning assessments, and organizational design reviews.

Support compensation strategy development through market intelligence, benchmarking, financial modeling, and analytics.

Provide consultation regarding salary structures, pay practices, workforce investments, and labor cost optimization.

Partner with Compensation leaders to evaluate emerging market trends and strategic workforce challenges.

Collaborate with the Director, Compensation & HR Analytics to design and enhance compensation policies, develop executive communication materials, and establish a regular compensation scorecard to monitor trends, outcomes, and strategic objectives.

Support executive compensation, incentive, retention, and critical talent analysis as assigned.

Partner with Benefits leadership to evaluate plan performance, utilization trends, and financial outcomes.

Conduct modeling and cost analyses related to health and welfare programs, retirement plans, and total rewards investments.

Develop data-driven recommendations that balance employee value, organizational affordability, and market competitiveness.

Support vendor evaluations, contract negotiations, and program optimization initiatives.

Collaborate with the Director, Benefits to design and enhance benefits programs, develop executive-level communications, and establish a recurring benefits scorecard to evaluate program effectiveness, market competitiveness, utilization patterns, and cost performance.

Serve as a trusted advisor to HR and organizational leadership on strategic initiatives impacting workforce effectiveness, employee experience, operational efficiency, and organizational growth.

Lead the evaluation, design, and implementation of enterprise HR programs, policies, and operating models.

Partner with HR Centers of Excellence to identify opportunities for continuous improvement, innovation, and scalability.

Develop executive-level recommendations supported by business cases, financial analyses, benchmarking, and workforce insights.

Facilitate strategic planning efforts and translate organizational priorities into actionable HR initiatives.

Lead enterprise HR operational improvement initiatives focused on service delivery, technology optimization, compliance, and workforce efficiency.

Identify process improvement opportunities utilizing Lean, Six Sigma, continuous improvement, or similar methodologies.

Partner with HRIS and Information Technology teams to improve HR technology capabilities and data governance practices.

Drive standardization, automation, and operational excellence across HR functions.

Develop scalable solutions that enhance productivity, quality, and employee experience.

Support HR due diligence efforts for mergers, acquisitions, affiliations, divestitures, and workforce transitions.

Lead work streams related to HR integration planning and execution.

Assess compensation, benefits, workforce, technology, and organizational implications associated with transactions.

Develop…