Specialist, People Strategy

Overview

Reporting to the Senior Director, Global People Strategy, the Specialist, People Strategy provides dedicated operational, administrative, and project coordination support to the People Strategy team, including the HR Business Partners (HRBPs), the UK Senior HR Manager, and the Senior Director, Global People Strategy. This role serves as a shared resource across the People Strategy function, enabling HRBPs to focus on strategic business partnership by assuming responsibility for cyclical HR processes, enterprise project coordination, onboarding and offboarding workflows, Sharepoint structure and maintenance, Monday.com boards updates and clean-ups, and administrative tasks that underpin the HRBP Service Delivery Model.

The Specialist, People Strategy is expected to bring foundational knowledge of employee relations principles, terms and conditions of employment, and basic US employment law to ensure that all support activities are executed with compliance awareness and sound HR judgment. This role does not carry independent responsibility for ER investigations or outcomes, nor does it advise leaders directly without HRBP leadership.  It requires sufficient ER experience and knowledge to autonomously recognize, triage, and support all ER and PM issues appropriately, and support HRBPs in documentation, comms, and follow-through. Some awareness of the differences between US and UK employment law will be beneficial, as the role operationally supports the Snr HR Mgr in the UK as well.

This position plays a critical role in the integrated organization’s People Strategy function, and will play a critical role in M&A and audits, supporting cross-border coordination between US and UK operations and contributing to enterprise-level initiatives including post-merger integration, annual compensation cycles, and organizational development projects.

Job Description

Duties and Responsibilities:

HR Project Coordination and Enterprise Process Support –

• Serve as the primary project coordinator for enterprise-level HR initiatives, including post-merger integration workstreams, organizational change projects, and cross-functional People Strategy programs
• Develop and maintain the HR Sharepoints, Monday.com boards, project plans, timelines, action trackers, and status reports for People Strategy initiatives, ensuring milestones are met and stakeholders are informed
• Coordinate the annual merit increase process, including preparation and distribution of documentation, manager communications, data collection, and timeline management in partnership with HRBPs and the Snr Mgr People Services UK & EMEA.
• Support compensation incentive plan administration by coordinating template preparation, gathering and storing executed participant agreements, distribution of plan documents to leaders and employees when necessary, and maintaining the central incentive and variable pay plan database
• Assist with the logistics and coordination of talent review cycles, succession planning sessions, and workforce planning exercises, including data preparation, scheduling, and documentation of outcomes
• Prepare and maintain HR dashboards, reports, and data summaries using Workday reporting tools as requested by the Director, People Strategy and HRBPs to support data-driven decision-making
• Track and follow up on action items arising from HRBP one-to-ones with leaders, team meetings, and operational meetings to ensure timely completion
• Play a critical role in all M&A coordination and documentation efforts as M&A activities arise

Onboarding and Offboarding Coordination –

• Own and execute the end-to-end onboarding coordination process for new hires within HRBP-supported client groups, ensuring a premier onboarding experience in accordance with the Onboarding SOP, including but not limited to: pre-boarding communications, first-day logistics, systems access coordination, orientation scheduling, and hiring manager preparation
• Coordinate and manage the offboarding process for departing employees within HRBP-supported client groups, including exit interview scheduling, systems access removal coordination, return of property tracking, final documentation, and knowledge transfer facilitation
• Maintain and continuously improve onboarding and offboarding checklists, templates, and process documentation to ensure consistency and compliance across all locations
• Partner with Talent Acquisition, People Operations, IT, and Facilities to ensure seamless transitions for all new hires and departing employees
• Track onboarding completion metrics and provide regular reports on new hire integration progress to HRBPs and hiring managers

Administrative and Operational Support to People Strategy Team –

• Provide day-to-day administrative support to the Senior Director, Global People Strategy, the HRBP team and UK Senior HR Manager, including scheduling of larger meetings, preparation of agendas and meeting materials, and documentation of meeting notes and action items
• Prepare correspondence, memoranda, and documentation related to HR processes including but not limited to: organizational announcements, policy acknowledgments, HR reminders, and other internal communications from the People Strategy team
• Maintain organized and compliant employee files, records, and documentation within the HR Sharepoint, Workday, and other shared filing systems
• Coordinate logistics for People Strategy team events, training sessions, workshops, and People Leaders Forum activities
• Work with Talent Mgt team to help track completion of required compliance training across HRBP-supported client groups

Employee Relations Support (Non-Investigatory) –

• May work with People Operations as a point of shared triage for employee inquiries regarding company policies, terms and conditions of employment, benefits information, and general HR questions, escalating complex or sensitive matters to the appropriate HRBP
• Support HRBPs in the documentation and administrative coordination of employee relations cases, including note-taking, timeline tracking, file organization, and preparation of correspondence related to disciplinary actions, grievances, and performance improvement plans
• Assist with gathering and organizing information, documentation, and evidence in support of ER investigations led by HRBPs, while maintaining strict confidentiality
• Apply foundational knowledge of employment law and company policy to ensure that all employee-facing communications, documentation, and processes are compliant and consistent
• Monitor and flag potential employee relations concerns observed through routine interactions, escalating appropriately to HRBPs with relevant context and documentation

Compensation, Benefits, Attendance Management, and Leaves Support –

• Assist HRBPs with the preparation and coordination of compensation-related documentation including offer letters, promotion letters, interim role assignments, and pay adjustment paperwork
• May at times assist People Operations in the collection, organization, and distribution of benefits enrollment materials, open enrollment communications, and benefits-related inquiries
• Support HRBPs with the documentation and tracking of leaves of absence (FMLA, STD, PTO, Parental Leave, etc.) and return-to-work processes, ensuring proper documentation is maintained in compliance with policy and employment law, under the direction of HRBPs
• Assist with any ER-related attendance management tracking and documentation as directed by HRBPs, ensuring records are accurate and compliant

Cross-Border Coordination –

• Serve as the coordination point between US-based HRBPs and the UK Senior HR Manager on shared administrative tasks, project workstreams, and enterprise processes that span both geographies
• Track and manage cross-border task assignments and deadlines to ensure consistency of approach and timely execution across the integrated organization
• Maintain awareness of key differences in UK and US employment practices and terms and conditions of employment to ensure coordination activities respect jurisdictional requirements

Compliance and Continuous Improvement –

• Stay current on company policies, basic employment laws, and HR compliance requirements to ensure all work is executed within established guidelines
• Identify opportunities to streamline HR processes, improve templates and tools, and enhance the efficiency of the People Strategy function
• Contribute to the development and maintenance of People Strategy standard operating procedures, playbooks, and process documentation
• Support internal audits of HR processes and documentation as directed

Person Specification

Qualifications and Experience

Knowledge, Skills, and Abilities

• Employment Fundamentals – Terms and Conditions of Employment: Solid understanding of the components and principles of employment terms and conditions, including offer structures, employment contracts, working time, compensation structures, benefits entitlements, leave policies, notice periods, and restrictive covenants. Ability to explain terms and conditions to employees and managers accurately and in plain language.
• Employment Law: Foundational knowledge of key employment legislation and regulations (e.g., FLSA, FMLA, ADA, Title VII, ADEA, and preferably, equivalent UK legislation where applicable). Ability to apply this knowledge practically in day-to-day HR support activities and to identify when matters require escalation to HRBPs or legal counsel.
• Employee Relations: Significant exposure to employee relations principles, practices, and case management. Demonstrated ability to recognize ER issues, understand the significance of documentation and consistency, and support HRBPs in ER processes. Understanding of investigation principles and the importance of procedural fairness, natural justice, and confidentiality, without carrying independent responsibility for investigations or outcomes.
• Project Coordination: Strong organizational, planning, and coordination skills with demonstrated ability to manage multiple concurrent projects, track deadlines, maintain action logs, and drive tasks to completion with minimal supervision.
• Onboarding and Offboarding: Knowledge of onboarding and offboarding best practices, including the Talent and People Ops teams’ pre-boarding, orientation experience design, Probation Period set up with Mgr and JD reviews, and knowledge transfer. Understanding of compliance requirements associated with new hire documentation and termination processes.
• Compensation Administration: Understanding of compensation fundamentals including pay structures, merit increase processes, incentive plan mechanics, pay equity principles, and market benchmarking concepts. Ability to prepare and coordinate compensation-related documentation accurately.
• Benefits and Leaves: Working knowledge of benefits administration, open enrollment processes, and leave management (FMLA, STD, Parental Leave, PTO) including documentation requirements and compliance considerations.
• HRIS – Workday (Required): Demonstrated proficiency in Workday, including navigation of core HCM modules, employee data management, running and building custom reports, business process transactions, and maintaining data integrity. Ability to serve as a functional Workday resource for the People Strategy team in day-to-day operations.
• Microsoft Office Suite (Required): Advanced proficiency in Microsoft Excel (formulas, pivot tables, VLOOKUP/XLOOKUP, data organization, charts), strong proficiency in PowerPoint (presentation design, data visualization, executive-ready materials), and proficiency in Word and Outlook. Ability to build and maintain professional reports, trackers, dashboards, and presentations for HR leadership.
• Reporting and Analytics: Ability to compile, organize, and present HR data and metrics in clear, actionable formats using both Workday reporting tools and Excel. Comfortable working with workforce data, headcount reports, turnover analytics, compensation data, and compliance tracking. Capable of running, building, and scheduling recurring Workday reports.
• Communication: Excellent written and verbal communication skills with the ability to draft professional correspondence, meeting notes, reports, and internal communications. Ability to interact professionally and empathetically with employees and leaders at all levels of the organization.
• Cross-Border Awareness: Ability to work effectively across US and UK teams, demonstrating awareness of cultural differences, employment practice variations, and the importance of consistent communication across time zones and geographies.
• Confidentiality and Judgment: Ability to maintain strict confidentiality and exercise sound judgment and discretion when handling sensitive employee information, ER documentation, compensation data, and organizational change plans.
• Attention to Detail: High attention to detail and commitment to accuracy in all documentation, data, correspondence, and process execution. Demonstrated track record of producing error-free work in a fast-paced environment.

Attributes That Will Drive Success:

• High level of integrity, professional ethics, and personal accountability
• Demonstrated exceptional critical thinking, root-cause analysis, and unwavering devotion to HR best-practices
• Service-oriented mindset with genuine commitment to supporting the success of HRBPs, leaders, and employees across the organization
• Proactive, self-directed, and resourceful – anticipates needs and takes initiative without waiting to be asked
• Adaptable and resilient in a fast-paced, post-merger integration environment with evolving priorities and processes
• Strong sense of urgency and ability to prioritize competing demands while maintaining quality and accuracy
• Collaborative team player who works effectively across functions, teams, and geographies
• Intellectually curious with a desire to learn and grow within the People Strategy function and HR profession
• Comfortable operating in ambiguity and able to navigate complex organizational dynamics during periods of significant change
• Demonstrates sound HR judgment – knows what they SHOULD know, knows what they don’t know, and knows when to ask

The Benefits of Working for Abacus:

• Competitive compensation
• Robust benefits package: medical, dental, vision, disability, life insurance, 401k, and PTO
• Part of a team of experienced professionals who aim to deliver exceptional service
• Positive, friendly, supportive office environment