HR Onboarding & Operations Specialist

Caddell Construction•Montgomery, AL

4d•$43,600 - $65,500•Onsite

About The Position

The HR Onboarding & Operations Specialist owns employee onboarding and offboarding, along with the HR systems and data behind employee changes. The role manages onboarding from accepted offer through the first 90 days for home-office, project-site, and international hires, including interns. It is a process-building role that combines running current onboarding with redesigning it to scale through automation, standardized experiences, and reporting on outcomes. The position reports to the HR Generalist and manages the HR Assistant. It partners with business-unit recruiters, the Internship Program & Outreach Manager, hiring managers, IT, Facilities, and Payroll. The role is based on-site in an office setting in Montgomery, Alabama, and is full-time.

Requirements

At least 3 years of experience in HR operations, onboarding, or a closely related HR role, ideally in a growing or scaling company.
Hands-on experience managing Form I-9, E-Verify, background checks, and new-hire compliance.
Comfort building trackers and dashboards in Excel and turning data into recommendations.
Clear written and verbal communication with employees, managers, and outside vendors.
Ability to escalate issues by outlining the concern, actions taken, and support needed.
Proactively resolve assigned items and maintain ownership and follow-through when escalation is needed.

Nice To Haves

Bachelor’s degree in HR, business, psychology, or a related field.
SHRM-CP or PHR certification, or active pursuit of one.
Strong working knowledge of at least one HRIS, such as Workday, UKG, ADP, BambooHR, or Rippling, and one ATS.
Experience onboarding international employees.
Experience onboarding field or project-site employees.
Experience with HRIS workflow configuration or onboarding automation.
Experience supporting high-volume or seasonal hiring, including intern cohorts.
A track record of improving or building processes, not just running them.
Experience supervising or leading administrative or HR staff.

Responsibilities

Own end-to-end onboarding from accepted offer through day 90 for U.S. and international hires, including interns, in partnership with the Internship Program & Outreach Manager.
Coordinate onboarding workflows, track timely completion, gather new-hire feedback, and improve processes and orientation content.
Coordinate day-one readiness with IT, Facilities, Payroll, and hiring managers, ensuring equipment, system access, and payroll setup are ready.
Support onboarding delivery and provide hiring managers with first-30/60/90-day guides that connect employees to company culture and department-specific processes.
Own new-hire benefits enrollment through completion, working with Alliance.
Conduct 30-, 60-, and 90-day employee check-ins and surveys, escalating early-warning signs to the HR Generalist.
Support offboarding, including communication with separating employees and company notifications.
Maintain HRIS data accuracy through data standards, monthly audits, and root-cause fixes.
Own the form and workflow for documenting personnel action changes.
Manage employee communications for moves to new states or project sites, including state notices, tax setup with Payroll, and new points of contact.
Update HRIS and ATS onboarding workflows, e-signature templates, and automated reminders.
Maintain HR process documentation and standard operating procedures (SOPs).
Prepare HRIS and ATS data for HR metrics.
Own timely Form I-9 completion and E-Verify, maintain audit-ready files, and perform internal I-9 audits; the HR Assistant handles document collection and filing.
Resolve low-risk background and drug-screening results and escalate high-risk results to the HR Generalist.
Own new-hire reporting and required state and federal onboarding notices and acknowledgments, and update them as directed.
Audit employee policy acknowledgments and required-training tracking, proactively flagging gaps.
Prepare I-9 and onboarding files for compliance audits owned by the HR Generalist and prepare compliance readiness and audit materials as requested by HR leadership.
Identify manual, repetitive onboarding and HR operations tasks and automate, eliminate, or redesign them.
Own onboarding and HR operations projects as hiring scales, such as new-country onboarding playbooks, a manager onboarding toolkit, and HRIS module rollouts, with priorities set by HR leadership.
Extract and clean HRIS and ATS data, build simple Excel or HRIS-reporting dashboards, identify trends by business unit, location, or hiring manager, and present findings with recommended actions.
Manage the HR Assistant by assigning work, setting priorities, conducting performance reviews, and coaching development.
Set the HR Assistant’s priorities for logistics on programs owned by the HR Generalist and escalate unresolved conflicts to the HR Generalist.
Own the SOPs and training used by the HR Assistant to ensure consistent task completion.