HR Service Specialist

The HR Service Specialist serves as a trusted first point of contact for employees and supervisors, delivering accurate guidance and exceptional service on topics related to all HR functional areas. This role provides comprehensive support on policies, benefits, payroll, recruiting and internal mobility, HR-led events, and Workday processes. The HR Service Specialist owns key employee lifecycle activities such as orientation and onboarding and manages most incoming HR Workday Help Cases, the HR email inbox, the HR phone system and the HR front office. The HR Service Specialist ensures employees receive timely, clear answers and assistance, handling most inquiries independently and escalating appropriate cases to the HR Centers of Excellence. The ideal candidate demonstrates strong HR knowledge, outstanding customer service, and meticulous attention to detail, contributing to a positive and efficient employee experience.

ESSENTIAL FUNCTIONS AND RESPONSIBILITIES

Serve as the primary resource for HR inquiries, responding courteously and accurately via Workday Help, phone system, email and in-person. Provide comprehensive guidance on HR policies, processes, and programs, ensuring employees understand and successfully complete HR tasks. Utilize HR systems (e.g., Workday and E-Verify) to process personal information changes, legal name changes, and I-9 verifications with accuracy and timeliness. Own onboarding and orientation activities, assisting new hires through all required steps and delivering a welcoming experience. Support HR initiatives and projects, including open enrollment, employee experience and recognition programs, and process improvement efforts. Stay current on HR policies, procedures, and compliance requirements to ensure accurate guidance and adherence. Participate actively in HR and Service team meetings and training sessions to enhance knowledge and contribute to team success. Perform additional duties as assigned, demonstrating flexibility and commitment to HR’s mission and values. Strictly adheres to Liberty University policies, representing the University in an exemplary manner. Works effectively as a team member, embracing and fostering LU’s Christian model and Mission – Training Champions for Christ.

SUPERVISORY RESPONSIBILITIES

None

QUALIFICATIONS AND CREDENTIALS

HR Service Specialist I Bachelor’s degree (Human Resources or Business preferred) or equivalent experience. Customer Service experience. ABILITIES AND COMPETENCIES ESSENTIAL TO THE FUNCTION OF THE JOB Communication and Comprehension Ability to effectively communicate both verbally and in writing to convey clear, well articulated information. Ability to understand, speak, and write English in order to convey messages and correspond in an articulate and professional manner. Possess public communication skills that allow professional representation of Liberty University. Strong organizational skills. Strong basic computer skills. Problem Solving Intuitively able to reason, analyze information and events, and apply judgment in order to solve problems of both a routine and complex nature. Physical and Sensory Abilities May be required to sit to perform deskwork or type on a keyboard. Regularly required to hear and speak in order to effectively communicate orally. Regularly required to stand, walk, and climb stairs to move about the campus. Handle materials, reach overhead, kneel or stoop in order to conduct business. Regularly lift 10 or fewer pounds.

WORKING CONDITIONS

Work Environment The working environment in which one will typically perform the essential functions of this position is a climate-controlled setting. It is well lighted, and the noise level is moderate. Working environment may include facilitation of events outdoors occasionally. Driving Requirements If the employee is required to travel in performing the duties and responsibilities of the position, the use of one’s personal vehicle (or LU vehicles) may be required for travel. Proof of a valid driver’s license, an acceptable DMV record, LU Driving Approval, and liability insurance is required when driving in the performance of the employee’s position. Time Type Full time Location Onsite Pay Range Compensation is determined based on factors such as qualifications, experience, education, skills, and certifications, along with University needs and external market conditions. Market benchmarks may be used, as appropriate, in combination with internal equity to ensure pay is fair and aligned with the broader compensation structure. The position may also be eligible for comprehensive benefits, including health insurance, retirement plans, and tuition assistance. $21.63 - $24.04 The University is an Equal Opportunity Employer. We believe it is our moral and legal obligation to meet the responsibility of ensuring that all management practices regarding employees are conducted in a nondiscriminatory manner. In compliance with Title VII of the 1964 Civil Rights Act, and other applicable federal and state statutes, all recruiting, hiring, training, and promoting for all job classifications will be administered without regard to race, color, ancestry, age, sex, national origin, pregnancy or childbirth, disability, military veteran status or other applicable status protected by law, including state of employment protected classes. It is, therefore, our policy and intention to evaluate all employees and prospective employees strictly according to the requirements of the job. All personnel related activities such as compensation, benefits, transfers, job classification, assignments, working conditions, educational assistance, terminations, layoffs, and return from layoffs, and all other terms, conditions and privileges of employment will be administered without regard to race, color, ancestry, age, sex, national origin, pregnancy or childbirth, disability, military veteran status or other applicable status protected by law, including all applicable state of employment protected classes. The University is a Christian religious-affiliated organization; and as such, is not subject to religious discrimination requirements. The University’s hiring practices and EEO discrimination practices are in full compliance with both federal and state law. Federal law creates an exception to the “religion” component of the employment discrimination laws for religious organizations (including educational institutions), and permits them to give employment practice preference to members of their own religious beliefs. #J-18808-Ljbffr Dormont Manufacturing Co