People Operations

• Collaborate with stakeholders to gather and analyze business requirements related to PeopleSoft applications and Oracle platforms
• Translate business requirements into detailed functional and technical specifications
• Assist development and administration teams to configure and customize applications to align with organizational needs
• Design and document system architectures
• Collaborate with cross-functional teams to integrate software solutions with other enterprise systems
• Collaborate with quality assurance teams to ensure the reliability and accuracy of software solutions
• Investigate and resolve issues related to PeopleSoft applications, providing timely and effective support
• Collaborate with technical teams to address and mitigate post-implementation challenges
• Create and maintain comprehensive technical documentation, including system design specifications, configuration details, and troubleshooting procedures
• Facilitate knowledge transfer sessions to ensure team members are well-equipped to manage PeopleSoft systems

PeopleSoft Functional Analyst

• Serve as a consultative advisor to physicians, faculty, residents, fellows, leaders, teammates, and business partners navigating people-related concerns
• Apply a coaching mindset to help leaders think through options, risks, impacts, and potential solutions
• Support leaders in addressing issues early and effectively before concerns escalate
• Enable leader empowerment and autonomy through strategic advisory and coaching
• Help leaders assess risk, understand root causes, and make informed decisions that lift performance and culture
• Shift conversations from “Did a policy get violated?” to “What is driving this behavior or outcome?”
• Reframe documentation toward a root-cause and solution-focused approach that emphasizes context, contributing factors, and improvement opportunities
• Identify contributing factors related to leadership, culture, systems, or environment
• Recommend actions that support learning, growth, accountability, and sustained improvement
• Participate in intake and assessment of workplace concerns using a consultative framework
• Distinguish between matters requiring formal investigation and those best addressed through advisory or coaching support
• Ensure timely, fair, respectful, and thoughtful resolution of concerns
• Apply policies, practices, and investigative protocols consistently and appropriately
• Ensure decisions and recommendations align with enterprise governance and expectations
• Support documentation practices that are clear, accurate, and defensible
• Collaborate with Leader Relations, Teammate Relations, Physician & Faculty Relations, Policy, Analytics, Training, and other partners
• Participate in warm handoffs and promote shared accountability across service lines
• Reinforce a “one team, one model” approach to people support
• Model behaviors aligned to Lift Everyone Up and Lead the Way in all interactions
• Support leaders in reinforcing dignity, respect, belonging, and trust during difficult conversations
• Help translate Advocate Health’s Purpose & Commitments into everyday leadership actions
• Recognize recurring themes, trends, or systemic challenges across cases
• Share insights that inform training, policy refinement, and proactive interventions
• Participate in defining and refining workflows, tools, and practices as the model evolves
• Embrace innovation, learning, and change as the function continues to mature
• Act as an ambassador for the People Relations & Enablement approach

Senior People Relations Consultant

• Serve as an advisor and hands-on partner to leadership teams, aligning people strategies with business objectives.
• Shape the employee lifecycle, including performance management and leadership coaching.
• Provide real-time problem-solving for management challenges.
• Support managers in identifying performance gaps and executing the Performance Review cycle.
• Partner in designing leadership development programs and managing external training vendors.
• Lead Employee Experience Surveys, translate data into reports and actionable strategies.
• Drive action planning process for Employee Experience Survey feedback.
• Serve as the primary mediator for interpersonal conflicts and lead workplace investigations.
• Maintain and interpret company policies, providing guidance on ER cases.

Senior People Business Partner

• Develops and executes communication plans that support P&C priorities, programs, policies, and initiatives.
• Partners closely with Corporate Communications to align P&C messaging with organizational strategy, enterprise communications, leadership priorities, and employee-facing messaging.
• Serves as the primary point of coordination between P&C and Corporate Communications on workforce-related communications and change initiatives.
• Creates communication materials, talking points, presentations, FAQs, toolkits, leader guides, and messaging for key P&C initiatives.
• Advises P&C leaders on communication and rollout strategies for new programs, policies, organizational changes, and transformation initiatives.

Associate Director – People & Culture Communications

• Performs administrative, clerical & process support
• Assists the Director &/or department leadership team in document controlling, scheduling, meeting logistics, social activities, travel coordination, presentation development, onboarding & KPI tracking
• Own/lead projects as assigned under direction of P&O Director
• Own calendar, manage schedule, anticipate needs & effectively manage director’s time
• Maintain & create reports/department metrics using Excel & PowerPoint, SharePoint, teams
• Responsible for process to update P&O targets & presentation of status to P&O management
• Ability to plan, design & execute both moderate to large scale meetings/off-site events
• Create, design &/or edit presentations for meetings & events
• Plan all internal meetings & events for the department; manage the agenda, logistics, presentations, coordinate output & actions, catering & off-site dinners
• Prepare & submit expense reports on behalf of management in compliance with NNPILP policies
• Manage & coordinate complex travel arrangements & itineraries
• Support the communications partner with tasks & social activities as needed
• Support New Hire orientation event, welcoming new employees, schedule of training & recommending continuous improvements to the Onboarding program
• Order & maintain supplies needed to support the DFP P&O department
• Set up & maintain 5S standards for documentation, admin & storage areas
• Support P&O project through data collection & analysis
• Exercise excellent communication skills to represent the department

People & Organization Coordinator

• take a lead role in strengthening relationships with clients
• drive market impact through business development in a highly collaborative environment
• provide leadership in the delivery of engagements
• partner with strategic clients to shape the future of the HR function
• develop strategies and do the practical roll up your sleeves implementation work
• build lasting relationships with clients and within the community

Senior Manager – Business Performance Improvement, People & Change, HR Transformation

• take a lead role in strengthening our relationships with clients
• drive market impact through business development in a highly collaborative environment
• provide leadership in the delivery of engagements
• partner with strategic clients to shape the future of the HR function
• develop strategies and implement practical roll up your sleeves work to help HR leadership team deliver business outcomes
• build lasting relationships with clients as an ambassador of Protiviti in the market
• mentor and provide growth and development to teams

Senior Manager – Business Performance Improvement, HR Transformation

• Own the employee lifecycle end-to-end and execute onboarding, job changes, leave management, and offboarding with precision and consistency
• Drive compliance excellence by ensuring adherence to U.S. employment laws (FLSA, FMLA, ADA) and internal policies
• Partner with Finance to deliver accurate and timely payroll inputs, resolving discrepancies proactively
• Maintain and optimize HR data in HiBob, our HRIS, to ensure records are complete, audit-ready, and compliant with all regulatory requirements
• Serve as a trusted resource for employees and managers, responding to HR, payroll, and leave-related inquiries with clarity and urgency
• Ensure operational discipline by enforcing SOPs, maintaining up-to-date records, and supporting internal and external audits
• Enhance employee experience by contributing to performance cycles, engagement surveys, and key HR initiatives
• Continuously improve processes and identify inefficiencies, standardize workflows, and implement scalable solutions
• Leverage HR technology and AI tools to automate workflows, improve reporting, and drive data-backed insights
• Resolve queries efficiently through HR ticketing systems, ensuring timely and high-quality service delivery

People Operations Specialist

• Serve as the primary People Operations partner to Technology (TnT) for Workday and ADP Workforce Now, ensuring system stability, data integrity, and alignment with organizational needs.
• Partner with TnT to align HR systems architecture, integrations, and technical standards with enterprise technology strategy.
• Develop and maintain the HRIS roadmap in collaboration with TnT, balancing immediate operational needs with long-term scalability and process improvement.
• Translate People, Payroll, Finance, and Compliance requirements into system design and configuration in partnership with TnT.
• Configure, maintain, and enhance Workday business processes, including end-to-end org-wide process flows (e.g. hire-to-retire, job changes, terminations).
• Build and maintain calculated fields, condition rules, validation logic, and reporting frameworks.
• Define security groups and partner with TnT for ongoing security administration.
• Lead Workday testing cycles, releases, and production deployments.
• Serve as key Workday partner to ADP WFN, supporting data flow, payroll readiness, audits, and issue resolution.
• Collaborate with Payroll and Finance teams on system controls, reporting, and reconciliations.
• Serve as the primary People Operations Team lead in managing relationships with HRIS-related vendors, in coordination with TnT and Procurement.
• Act as the escalation point and technical authority for HR systems questions within People Operations.

Director, People Platforms – HRIS

• Support the day-to-day administration and execution of core HR processes, employee lifecycle transactions, HRIS data management, compliance activities, reporting, and employee support services
• Process employee transactions, including new hires, transfers, promotions, status changes, and terminations
• Coordinate onboarding and offboarding activities and documentation
• Prepare and maintain employee records and personnel files
• Support employee document management and record retention practices
• Manage HR workflows, approvals, and administrative processes
• Coordinate employment verification requests and employee documentation needs
• Support employee communication initiatives and distribution of HR information
• Assist with organizational updates, reporting relationships, and employee data maintenance
• Maintain employee records and ensure HRIS data accuracy
• Process employee data changes and system transactions
• Run standard HR reports, audits, and workforce metrics
• Monitor data integrity and resolve discrepancies
• Support HR system testing, upgrades, and implementation activities
• Maintain electronic personnel files and document repositories
• Troubleshoot basic HRIS issues and provide end-user support
• Generate recurring and ad hoc HR reports
• Assist with workforce data analysis and reporting requests
• Maintain HR dashboards and reporting documentation
• Support process documentation and standard operating procedures
• Serve as a first point of contact for HR administrative and operational questions
• Provide employee support related to HR processes, policies, and systems
• Escalate complex employee relations or policy matters appropriately
• Promote a positive employee experience through timely and professional service

• Support the launch and systematizing of a new People Team requests automation process and system
• Assist in automating and streamlining employment verification workflows and documentation practices
• Conduct vendor comparison research and organize findings to support People Team operational decision-making
• Provide administrative and operational support for performance review cycles
• Identify, document, and refine standard operating procedures (SOPs) and other operational processes
• Support updates and organizational efforts related to Branch’s Payroll Playbook and associated operational processes
• Assist with implementation activities tied to new People Team vendors and systems
• Provide operational, administrative, and project-based support across the People Team as business needs evolve
• Contribute to continuous improvement efforts focused on scalability, organization, efficiency, and employee experience

People Intern

• Serve as a trusted point of contact for employee relations matters, workplace concerns, and conflict resolution, applying sound judgment, empathy, and discretion.
• Conduct and support employee relations investigations, including concerns related to workplace conduct, harassment, discrimination, and policy violations; gather documentation, conduct interviews, summarize findings, and prepare recommendations.
• Coach managers through difficult conversations, performance concerns, and corrective action, ensuring consistent and fair application of policy.
• Maintain accurate, confidential employee relations documentation and partner with People & Culture leadership and legal counsel on complex or escalated matters.
• Identify patterns and root causes from employee relations activity and recommend policy, training, or process improvements.
• Manage the engagement survey lifecycle, including pulse surveys, annual engagement surveys, and stay and exit interviews, and translate findings into clear, prioritized action plans with leaders.
• Manage key employee lifecycle touchpoints, including onboarding, first-90-day check-ins, internal transitions, and offboarding, to ensure consistent and positive employee experience.
• Design and run recognition, milestone, and connection programs that reinforce our values and strengthen community across a distributed workforce.
• Serve as the People & Culture partner to Employee Resource Groups (ERGs), supporting group leaders with structure, programming, budget guidance, and connection to broader organizational initiatives.
• Build and deliver manager enablement content and facilitate workshops, listening sessions, and team-effectiveness conversations that strengthen leadership capability and collaboration across teams.

People Operations jobs in North Carolina

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PeopleSoft Functional Analyst

Senior People Relations Consultant

Senior People Business Partner

Associate Director – People & Culture Communications

People & Organization Coordinator

Senior Manager – Business Performance Improvement, People & Change, HR Transformation

Senior Manager – Business Performance Improvement, HR Transformation

People Operations Specialist

Director, People Platforms – HRIS

People Operations Specialist

People Intern

People & Culture Business Partner