Senior People Operations Specialist
SmartCover Systems
People & HR, Operations
Milwaukee, WI, USA
Badger Meter - Where Every Drop Counts and So Do You
At Badger Meter, we're more than a leading global water technology company - we're innovators with a mission: to preserve and protect the world's most precious resource. For over 120 years, our trusted solutions have enabled our customers to optimize the delivery and use of water, maximize revenue and reduce waste.
Every employee at Badger Meter is an important part of our success. Here, your work doesn't just move a business forward - it shapes a more sustainable future. We are committed to building a workplace where we celebrate differences, empower voices, and encourage fresh ideas that drive innovation.
When you join us, you'll find:
Purpose-driven work that makes a real difference in communities around the globe.
Career growth and development opportunities designed to help you achieve your potential.
A supportive, inclusive culture where collaboration and creativity thrive.
Be part of something bigger. At Badger Meter, your contributions will ripple far beyond the workplace - creating lasting change for people and the planet.
What You Will Contribute:
Position Summary
The Senior People Operations Specialist is a hands-on role that leads and improves core HR operations across the employee lifecycle, ensuring processes are accurate, compliant, scalable, and easy for employees and managers to navigate. This position partners across HR, Payroll, IT, Finance, and the business to strengthen people processes, optimize HR systems and data integrity, and drive operational excellence that supports both an exceptional employee experience and business growth. Ideal for a detail-oriented problem solver, this role offers the opportunity to make a visible impact by bringing greater consistency, efficiency, and reliability to how HR is delivered.
Key Responsibilities
People Operations Delivery & Process Excellence
Own and execute core people operations across the employee lifecycle, including onboarding, job changes, offboarding, employee records management, and documentation.
Establish and continuously improve service delivery models, standard operating procedures, controls, and governance practices.
Drive simplification, standardization, and automation of HR processes to improve efficiency, accuracy, and employee experience.
Develop and monitor service levels, operational metrics, and process performance indicators to ensure effective execution.
Serve as a primary point of escalation for complex people operations issues and process exceptions.
Data, Analytics, and Reporting
Ensure accuracy, consistency, and integrity of people data across systems and processes.
Lead HR reporting strategy and enable meaningful workforce insights for HR leaders, executives, and business stakeholders.
Develop dashboards, metrics, and reporting capabilities to support decision-making, compliance, workforce planning, and operational effectiveness.
Partner with HR leadership to define critical people measures and improve the organization’s use of HR data.
Compliance, Risk, and Process Governance
Ensure People Operations processes and systems support compliance with applicable employment laws, recordkeeping requirements, audits, and internal controls.
Maintain strong governance around data privacy, documentation, policy administration, and process controls.
Partner with Legal, Payroll, Finance, and Internal Audit as needed on compliance-related processes, audits, and risk mitigation.
Stay current on best practices related to HR operations, emerging requirements, data privacy, and HR system administration.
Employee & Manager Experience
Design HR processes that are clear, accessible, and easy to follow for employees and managers.
Identify recurring questions or confusion points and help improve process clarity.
Support manager and employee self‑service by reinforcing clear processes and expectations.
Partner across HR to ensure managers and employees experience a smooth execution of the employee lifecycle across Talent Acquisition, Payroll, Total Rewards, and HRBPs to ensure processes are coordinated.
Qualifications
Bachelor’s degree in Human Resources, Business, or related field required.
5–10 years of progressive HR experience with hands-on responsibility in HR Operations, People Operations, or HR Generalist roles with heavy lifecycle ownership.
Demonstrated experience executing onboarding, job changes, terminations, and employee records processes.
Experience working in environments requiring data accuracy, process discipline, and compliance.
Experience designing HR processes that are enabled through HR technology platforms, preferably Workday, or similar systems such as SAP SuccessFactors, or Oracle HCM.
Experience with workflow automation, reporting tools, and system integrations.
Knowledge of payroll interfaces, data privacy practices, and HR compliance requirements.
Professional certification such as SHRM-SCP, SPHR, PMP, or relevant process improvement certifications preferred.
Knowledge, Skills, and Competencies
Strong understanding of HR operations, employee lifecycle processes, HR systems, and data governance.
Ability to identify root causes, translate business and HR needs into scalable processes, system solutions, and operational improvements.
Strong project management, change management, and process improvement capabilities.
Clear, direct communication skills with a service‑oriented mindset and ability to partner effectively across all levels of the organization.
High attention to detail with sound judgment and a strong focus on accuracy, compliance, and service quality.
Ability to balance strategic thinking with hands-on operational execution.
Comfortable enforcing standards, controls, and governance while maintaining a service‑oriented approach.
What Success Looks Like
Employee lifecycle processes are consistent, accurate, and well‑executed.
Managers and employees experience simpler, faster HR processes.
Effective utilization and optimization of technology to deliver People Operations processes.
Strong HR data accuracy and reporting reliability.
Strong internal controls, compliance, and audit readiness.
A scalable people infrastructure that supports growth and transformation.
Working Conditions:
Work is performed in an office environment and requires the ability to operate standard office equipment.
Requires prolonged periods of talking/listening.
Work is performed in close proximity to others.
Must be able to sit for prolonged periods of time.
#SP123 #LI-Hybrid
Competitive Total Rewards at Badger Meter:
Competitive Pay
Annual Bonus
Eligible for Annual Pay Increases
Comprehensive Health, Vision, and Dental Coverage
15 days Paid Time Off + 11 Paid Holidays
Two Ways to Save for Retirement: Badger Meter contributes 25 cents for every dollar you contribute to the plan, up to 7% of your eligible compensation. In addition to the match, the company will also contribute 5% of your eligible compensation to your Defined Contribution account on an annual basis. Additional access to a certified financial planner to help ensure your money is working for you, at no cost!
Employer Paid benefits including: Employee Assistance Program (EAP), Basic Group Life Insurance, Short Term Disability, and more
Educational Assistance – Tuition Reimbursement up to $5,250
Voluntary benefits including: Additional Life Insurance, Long Term Disability, Accident and Critical Illness coverage
Health Savings Account (HSA) & Flexible Spending Account (FSA) options
An Equal Opportunity/Affirmative Action Employer. This company considers candidates regardless of race, color, religion, sex, sexual orientation, gender identity, national origin, disability or veteran status. Applicants can learn more about their rights regarding equal opportunity in employment by viewing the federal "EEO is the Law" poster and the “EEO is the Law” poster supplement at http://www.dol.gov/ofccp/regs/compliance/posters/ofccpost.htm
Badger Meter complies with all aspects of the Americans with Disabilities Act (ADA), as amended by the ADA Amendments Act, and all applicable state or local disability laws. This means that we will reasonably accommodate qualified employees with a disability if accommodation would allow them to perform the essential functions of their job, unless doing so would create an undue hardship.
Privacy Statement
The Employee and Applicant Privacy Statement describes how we collect, use, share, retain, and safeguard applicant information. Please see the privacy statement on our website here.