People Operations Generalist

Title:                               People Operations Generalist

Reports to:             Vice President, People Operations

Job Summary:          The People Operations Generalist serves as a key member of the People Operations team, supporting talent management, employee lifecycle programs, HRIS administration, and workforce reporting. This role partners across the People Operations team to deliver exceptional service, support organizational talent initiatives, and maintain accurate employee data.

Job Duties:

Talent Management

• Support the Assistant Director, Talent Management with compensation recommendations, salary administration, career tracks, and market pricing activities.
• Maintain approved salary ranges, compensation data, and market survey resources.
• Prepare vacancy, position management, and workforce reports to support organizational planning and decision-making.

Onboarding & Employee Lifecycle

• Prepare and send offer letters and coordinate pre-employment activities.
• Facilitate new hire orientation and ensure excellent onboarding experience.
• Execute employee lifecycle activities within the HRIS, including new hire setup and employee record maintenance.
• Support intern onboarding throughout all internship semesters.

People Operations Support

• Serve as a primary resource for employees and managers on routine People Operations policies, processes, and requests, escalating complex or sensitive matters as appropriate.
• Prepare and distribute staffing notices, organizational charts, and workforce updates.
• Provide cross-functional support and continuity across the People Operations team, including participation in special projects and department initiatives.

HRIS, Reporting & Analytics

• Maintain employee and organizational data within HR systems, including job codes, transfers, promotions, compensation changes, and other employee record updates.
• Ensure data accuracy, integrity, and consistency across People Operations tech stack, leveraging AI-enabled tools to support reporting and workforce planning.
• Prepare and maintain recurring workforce, compensation, and operational reports.
• Create basic dashboards, visualizations, and ad hoc analyses to support reporting and business needs.

Professional Development

• Pursue ongoing professional development through industry publications, training, seminars, and professional networks.
• Stay informed of emerging trends and best practices in talent management, compensation, HR technology, and employee experience.

Qualifications:

Education:             Bachelor’s degree in Human Resources, Business Administration, or a related field; SHRM-CP, or progress toward professional certification preferred

Experience:           3+ years of relevant experience

Communication:   Clear and effective written and verbal communication and strong interpersonal skills

Technology:          Proficient in Microsoft Suite, Ultimate Software, Adobe

Other Requirements:

• Understand and support the Heritage mission and vision for America, and the department’s goals and objectives.
• Strong attention to detail, accuracy, and the ability to work independently.
• Strong analytical and problem-solving skills.
• Ability to keep information confidential.
• Capacity to think critically and handle time-sensitive needs, demonstrating sound judgment under pressure and being accountable when working with a team.
• Excellent customer service skills.
• Dependable and resourceful.

Benefits and Salary:

The Heritage Foundation offers a highly competitive benefits package that includes, but is not limited to, best-in-class health care, vision, and dental insurance, employer-sponsored retirement funding, “take what you need” PTO and sick leave, 14 weeks of paid leave for new moms and 6 weeks of paid leave for new dads, among other programs.

The salary range for this role is $68,000 - $82,000 annually. This range is a good-faith estimate, and the final salary offered to a selected candidate depends on a variety of factors including, but not limited to, the candidate’s experience, education, and other qualifications; internal and external market pay for comparable jobs; and level of hire based on aforementioned qualifications.

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