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.

Key Accountabilities

HR Operations, HRIS, and Data Governance — 30%

• 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.

Onboarding and Offboarding — 20%

• 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.

Benefits, Leave, and Compliance Administration — 20%

• 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.

Recruiting Operations — 15%

• 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.

Process Improvement and Employee Service — 15%

• 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.

Competencies and Qualities

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.

Education, Experience, and Certifications

Required

• 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 related experience.
• Demonstrated experience independently managing HR processes and resolving non-routine operational issues.
• Working knowledge of employee recordkeeping, I-9/E-Verify, confidentiality, and foundational employment practices.
• Proficiency with Microsoft 365, including Excel, Outlook, Word, Teams, and SharePoint.
• Strong written communication, organization, analytical ability, accuracy, and follow-through.

Preferred

• Bachelor’s degree in Human Resources, Business, or a related field.
• ADP or comparable HRIS experience.
• Experience with benefits administration, leave coordination, HR audits, workflow automation, or multi-state operations.
• aPHR, PHR, or SHRM-CP certification, or active progress toward certification.
• Experience in a technology, professional services, or geographically dispersed organization.

HR Operations Coordinator Owns defined HR operations, employee lifecycle administration, data integrity, compliance support, and process improvement.

HR Generalist Expands into broader employee relations support, policy interpretation, manager consultation, compensation support, and independent management of multiple HR programs.

HR Manager Leads HR programs and team members, advises business leaders, manages higher-risk employee matters, and owns workforce, compliance, and operational outcomes.

Supervisory Responsibility. This position has no direct supervisory responsibilities.

Work Environment. Work is generally performed in a climate-controlled office or approved remote setting using standard office and video-conferencing equipment.

Travel. Occasional travel to other Corsica locations or company events may be required.

Physical Demands. The role involves extended periods of sitting and computer use and may occasionally require bending, driving, or lifting up to 25 pounds.

Hours. This is a full-time position. Occasional schedule flexibility may be required to support business or employee needs.

Other Duties

This job description does not cover or contain a comprehensive listing of activities, duties, or responsibilities required of the employee. Duties, responsibilities, and activities may change at any time with or without notice.

Equal Employment Opportunity. Corsica Technologies is an equal opportunity employer. All qualified applicants will receive consideration for employment without regard to any characteristic protected by applicable law.