HR Operations and Systems Specialist

Caesarstone • Charlotte, NC

20h

About The Position

The HR Operations and Systems Specialist is responsible for the accurate, timely, and effective execution and ownership of key HR operational processes, including HRIS administration, onboarding, offboarding, employee data management, I-9 compliance, reporting, auditing, and process documentation. This role independently manages assigned HR processes from initiation through completion, proactively follows up with employees, managers, and cross-functional partners, and ensures outstanding actions are resolved within established timelines. The Specialist maintains tracking and reporting mechanisms that provide visibility into HR activities, deadlines, compliance requirements, and potential risks. The Specialist also supports HR system administration, process improvements, reporting, and documentation and partners with the HR Business Partner and other HR team members on more complex or sensitive matters. Success in this role requires exceptional attention to detail and accuracy, strong organization and follow-through, initiative, sound judgment, accountability, and a solutions-oriented approach.

Requirements

• 2+ years of experience in HR operations, HRIS administration, onboarding, or a related HR role.
• Experience with HRIS platforms such as Oracle Fusion HCM, Paychex, or comparable systems.
• Strong HR data-entry, reporting, tracking, and auditing skills.
• Exceptional attention to detail and demonstrated commitment to data accuracy.
• Ability to independently manage multiple processes, priorities, and deadlines.
• Strong initiative, ownership, accountability, and follow-through.
• Ability to communicate directly and professionally with managers and employees to drive processes to completion.
• Strong organizational and documentation skills, including experience with SOPs, trackers, and checklists.
• Ability to investigate routine issues, identify potential causes, and recommend solutions.
• Strong written and verbal communication skills.
• Working knowledge of HR practices, employee-data confidentiality, and applicable recordkeeping requirements.
• Proficiency in Microsoft Office, particularly Excel and Word.

Nice To Haves

• Bachelor's degree in Human Resources, Business Administration, Information Systems, or a related field preferred.

Responsibilities

• Maintain and update employee data within the HRIS, ensuring information is complete, accurate, timely, and consistent across applicable systems.
• Serve as a resource for routine HRIS questions and provide system support to employees, managers, and HR team members.
• Administer assigned HRIS modules, employee records, workflows, and transactions.
• Troubleshoot routine system issues and escalate more complex technical issues as appropriate.
• Perform regular system and data audits to identify and correct errors, omissions, duplicate records, or inconsistencies.
• Support testing and implementation of system updates, enhancements, and configuration changes.
• 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 new hires, hiring managers, IT, Fleet, Payroll, and other stakeholders to resolve outstanding requirements.
• Maintain an accurate onboarding tracker or dashboard reflecting status, outstanding actions, key dates, and potential risks.
• Conduct new-hire orientation sessions in person and virtually.
• Coordinate completion and maintenance of Form I-9 documentation and related employment eligibility requirements in accordance with applicable requirements and company procedures.
• Partner with managers and internal departments to ensure employees have the tools, access, and information needed for a successful start.
• Coordinate the end-to-end offboarding process from notification through completion.
• Complete required HRIS transactions and coordinate final-pay information, system/access deactivation, company property collection, and required documentation with appropriate stakeholders.
• Track outstanding offboarding actions and proactively follow up to ensure timely completion.
• Maintain accurate documentation and status visibility for active separations.
• Independently manage assigned HR operational processes from initiation through completion.
• Proactively communicate with managers, employees, and cross-functional partners to obtain required information and resolve outstanding actions.
• Maintain clear tracking tools that provide visibility into deadlines, open items, dependencies, risks, and completed activities.
• Identify potential roadblocks and take appropriate action to resolve routine issues before escalation.
• Research issues and gather relevant information before escalating more complex matters to the HR Business Partner or HR leadership.
• Build effective working relationships with managers and employees and serve as a reliable HR operations resource.
• Maintain a consistently high standard of accuracy when entering, reviewing, updating, and reporting employee information.
• Conduct scheduled audits of HRIS data, onboarding and offboarding records, employee files, and assigned compliance processes.
• Utilize established quality-control and validation practices to prevent inaccurate information from flowing into payroll, benefits, reporting, or employee records.
• Correct identified errors promptly and identify recurring issues requiring additional review or process improvement.
• Maintain confidentiality of employee information and follow applicable data privacy, recordkeeping, and company requirements.
• Develop and maintain routine reports, dashboards, trackers, and metrics related to onboarding, offboarding, employee data, compliance activities, and other assigned HR processes.
• Ensure tracking mechanisms remain current, accurate, and accessible to appropriate stakeholders.
• Review HR operational data to identify recurring issues, missed deadlines, data-quality concerns, and process gaps.
• Summarize findings and partner with appropriate HR team members on potential solutions.
• Assist with internal and external audit requests and preparation of accurate supporting data.
• Develop, maintain, and organize SOPs, checklists, templates, trackers, and other documentation for assigned HR processes.
• Update documentation when systems, policies, responsibilities, or processes change.
• Ensure assigned HR resources are current, organized, and accessible.
• Identify outdated practices, inconsistencies, or opportunities for standardization and recommend improvements.
• Participate in HRIS upgrades, testing, process improvements, and HR operational projects.
• Identify opportunities to improve efficiency, accuracy, controls, and user experience.
• Support implementation of approved process and system changes.
• Assist with employee and manager training related to HR systems and processes.

Benefits

• competitive starting base salary ranging from $60,000 - $70,000
• expected total target compensation for employees meeting performance expectations ranges from $66,000 to $77,000 annually, inclusive of base salary and target annual bonus opportunity

What This Job Offers

• Job Type: Full-time
• Career Level: Mid Level