How To Hire A People Operations Specialist

A People Operations Specialist plays a key role in building a strong, people-first workplace culture. Unlike traditional HR roles that focus solely on compliance or benefits, this position takes a holistic, strategic approach to employee experience. From onboarding to engagement, and from performance to process improvement, a People Operations Specialist ensures that your team has the structure, support, and resources needed to thrive.

Hiring the right person for this role can transform how your organization attracts, retains, and develops top talent.

Understanding The Role & Responsibilities

People Operations Specialists are responsible for the processes and programs that impact every stage of the employee lifecycle. Their role combines HR administration with strategy, technology, and culture-building initiatives. Common responsibilities include:

• Supporting onboarding, offboarding, and internal transitions.
• Managing employee data and ensuring accuracy in HRIS platforms.
• Assisting with benefits administration, leave management, and payroll coordination.
• Coordinating engagement surveys, recognition programs, and DEI initiatives.
• Supporting performance review cycles, goal tracking, and employee development programs.
• Ensuring compliance with employment laws, internal policies, and documentation best practices.
• Partnering with People Leaders and cross-functional teams to streamline workflows.

Depending on company size, a People Ops Specialist may work alongside HR Generalists or Managers, or be the go-to resource for all employee experience functions.

Skills To Look For In A Great People Operations Specialist

The best People Operations Specialists blend operational excellence with emotional intelligence. Look for candidates who are both systems-minded and people-focused. Key skills include:

HR Process Knowledge

A strong understanding of employee lifecycle processes, onboarding, offboarding, compliance, benefits, and employee relations, is critical.

Tech & Systems Proficiency

Look for experience working with HR platforms such as BambooHR, Gusto, Rippling, Paylocity, or Workday. Candidates should be comfortable with data entry, reporting, and system maintenance.

Communication & Empathy

People Ops Specialists serve as a trusted point of contact for employees. Strong interpersonal skills, discretion, and a service-oriented mindset are essential.

Project Management

Whether launching an engagement survey or coordinating open enrollment, candidates should be highly organized and able to manage multiple projects.

Culture & Engagement Awareness

Look for experience supporting programs that drive culture, belonging, and recognition. A candidate who’s passionate about employee experience can make a major impact.

Adaptability

The people function is always evolving. Candidates should be comfortable navigating change, working with ambiguity, and suggesting improvements along the way.

Other Transferable Titles

If you're expanding your search, consider candidates who’ve held roles such as:

HR Coordinator or HR Generalist

These candidates often have strong foundational knowledge of HR processes and may be ready to step into a more people-centric or systems-based role.

People Operations Associate or Administrator

Those who have supported HR operations, data management, or onboarding may be ideal candidates with tactical experience.

Employee Experience Coordinator

Candidates with a background in culture, DEI, or employee engagement programs often have the soft skills and cross-functional exposure needed for this role.

Talent Operations Specialist

Focused on systems, reporting, and processes, these professionals bring analytical and technical skills that pair well with People Ops needs.

Office Manager

In smaller companies, Office Managers often handle onboarding, benefits, and employee requests, making them a natural fit if they’re looking to specialize.

Interview Questions

Here are some helpful interview questions to assess both functional capabilities and mindset:

1. What part of the employee lifecycle have you had the most experience managing?
2. Which HRIS platforms have you worked with, and how have you used them?
3. How do you ensure accuracy and confidentiality when handling employee data?
4. Tell me about a time you improved or streamlined an HR process. What was the outcome?
5. How do you support new employees during their onboarding experience?
6. Describe your involvement in any engagement or culture-building initiatives.
7. How do you stay up to date on compliance and employment laws?
8. What does “people-first” mean to you, and how do you apply that in your work?

These questions help uncover the candidate’s blend of administrative detail, systems expertise, and employee advocacy.

Evaluating & Making The Final Decision

As you narrow down candidates, focus on the following:

• Familiarity with HR systems and comfort working with data.
• Clear examples of supporting HR processes or people programs.
• A proactive, thoughtful approach to employee experience.
• Ability to handle sensitive information with professionalism.
• Alignment with your company’s values and culture.

Consider giving candidates a short take-home task (e.g., outlining an onboarding checklist or planning a mock engagement campaign) to assess their practical thinking. Reference checks should confirm reliability, communication, and attention to detail.

The right People Operations Specialist will not only help your HR function run smoothly, they’ll elevate your entire employee experience.

Partner With Premier

Hiring a People Operations Specialist is an investment in your company culture, systems, and people. Whether you're scaling quickly or formalizing your HR function, Premier can connect you with skilled, thoughtful professionals who bring both heart and execution to the role.

Let us help you find a People Operations Specialist who aligns with your mission and moves your people strategy forward. Get in touch with Premier today.