Human Resources Operations Coordinator

The HR Operations Coordinator independently administers assigned Human Resources operations across the employee lifecycle and serves as a primary operational resource for employees and managers. The role owns defined HR processes, evaluates non-routine issues, develops practical solutions, and exercises discretion in applying established policies and procedures. Core areas include onboarding and offboarding, HRIS data integrity, benefits and leave coordination, recruiting operations, compliance support, audits, reporting, and continuous improvement.

The position handles sensitive information and matters that may affect employee experience, legal compliance, payroll, benefits, and business operations.

• Own employee lifecycle transactions and workflow completion, including hires, promotions, transfers, compensation changes, reporting changes, status changes, and separations.
• Maintain ADP and connected HR records; investigate discrepancies, determine appropriate corrections, and coordinate resolution with payroll, managers, or vendors.
• Produce recurring HR reports, maintain documentation standards, and conduct periodic data and personnel-file audits.

• Coordinate end-to-end onboarding and offboarding, including required documentation, background screening, I-9/E-Verify, benefits handoffs, internal notifications, accounts, equipment, and records.
• Identify exceptions or incomplete requirements, assess risk and urgency, and coordinate resolution with the Director of Human Resources.

• Administer routine benefits and leave processes, qualifying life events, open enrollment support, employee communications, vendor follow-up, and documentation tracking.
• Maintain compliance calendars, policy acknowledgements, postings, audit materials, and required employment records.
• Research non-routine questions, interpret plan or policy requirements, and elevate material legal, financial, or employee-relations risk.

• Manage approved job postings, interview logistics, candidate communications, reference checks, pre-employment requirements, offer documentation, and handoff to onboarding.
• Monitor process timeliness and candidate experience and implement approved improvements to recruiting workflows.

• Own HR trackers, templates, SharePoint resources, standard work, and selected automation initiatives.
• Evaluate recurring process issues, develop solutions and implement approved improvements.
• Serve as a trusted first point of contact for employees and managers while maintaining confidentiality and sound judgment.

Judgment and Discretion. Evaluates facts, applies policy, recognizes risk, and makes sound decisions on non-routine operational matters.

Operational Ownership.Drives assigned processes to completion, follows through on dependencies, and maintains reliable controls.

Data Accuracy and Confidentiality.Protects sensitive information and maintains accurate, audit-ready records.

Employee Service.Communicates clearly and provides responsive, respectful support to employees, candidates, managers, and partners.

Collaboration.Works effectively across HR, payroll, finance, IT, managers, and external vendors.

Continuous Improvement.Uses data and process knowledge to simplify work, increase consistency, and improve the employee experience.

• Associate degree in Human Resources, Business Administration, or a related field, or equivalent relevant experience.
• Three years of progressive HR operations, benefits, recruiting, payroll, leave, compliance, or…