HRIS & Onboarding Specialist

The HRIS and Onboarding Specialist is responsible for the end-to-end ownership and execution of key HR operational processes, including onboarding, offboarding, HRIS administration, I-9 compliance, employee data management, reporting, and process documentation. This role serves as a proactive partner to managers and HR, independently driving assigned processes from initiation through completion, following up directly with stakeholders, identifying gaps or delays, and ensuring timely resolution.

The Specialist is expected to maintain clear tracking and reporting mechanisms that provide visibility into the status of HR activities and enable continuity across the HR team. This role also owns the development and ongoing maintenance of standard operating procedures (SOPs), identifies trends and process improvement opportunities, and partners with the HR Business Partner on more complex issues. Success requires exceptional attention to detail and accuracy, strong initiative, organization, follow-through, sound judgment, and a solutions-oriented approach.

• Maintain and update employee data within the HRIS, ensuring information is complete, accurate, timely, and consistent across systems.
• Serve as a primary point of contact for HRIS-related questions, troubleshoot issues, and provide user support to employees, managers, and HR staff.
• Configure and administer applicable HRIS modules and employee records.
• Monitor system performance and address or escalated system-related issues to minimize disruption.

• Own the end-to-end onboarding process, including new hire data entry, background check tracking, pre-employment requirements, stakeholder coordination, and first-day readiness.
• Proactively monitor onboarding progress and follow up directly with hiring managers, new hires, IT, Fleet and other stakeholders to resolve outstanding items and prevent delays.
• Maintain an accurate onboarding tracker or dashboard that provides visibility into new hire status, outstanding requirements, key dates and potential risks.
• Conduct engaging and informative new hire orientation sessions, both in person and virtually, to effectively integrate employees into the organization.
• Oversee I-9 compliance and maintain required documentation in accordance with federal regulations and company standards.
• Partner with hiring managers and IT to ensure new hires have all necessary tools, access and information for a successful start.

• Own the offboarding process from notification through completion, including HRIS updates, coordination of final pay, access deactivation, company property collection and required documentation.
• Track outstanding offboarding actions and follow up directly with managers and other stakeholders to ensure timely completion.
• Maintain accurate records and status visibility for all active offboarding cases.

• Independently own assigned HR processes from initiation through completion, ensuring deadlines, required actions and follow-ups are completed timely.
• Proactively communicate and follow up directly with managers, employees and other stakeholders to obtain required information and resolve outstanding items.
• Maintain clear tracking tools and status reporting to provide visibility into open items, deadlines, risks, dependencies and completed activities.
• Identify potential roadblocks or delays and have a solutions-oriented approach.
• Partner with the HR Business Partner on complex or sensitive matters by identifying recurring trends to implement process improvement initiatives.
• Build effective working relationships with leaders and serve as a reliable HR resource while appropriately demonstrating strong follow-through and accountability.

• Maintain a consistently high standard of accuracy when entering, updating, reviewing and reporting employee information.
• Conduct regular audits of the HRIS, onboarding records and electronic employee files to identify and correct errors, omissions, duplicate records or inconsistencies.
• Use established quality-control checks and validation practices to minimize data-entry errors and prevent inaccurate information from flowing into downstream systems, payroll, reporting, or employee records.
• Take ownership of correcting identified errors promptly and identify root causes or process improvements when recurring accuracy issues are found relevant to potential system issues.
• Implement and follow best…