HR Operations Coordinator

Riser Fitness, LLC•Costa Mesa, CA

3d•$25 - $28

About The Position

We're looking for an HR Operations Coordinator to handle the day-to-day processing of employee lifecycle transactions for Riser Fitness, including onboarding, employee changes, leave of absence administration, and offboarding. This is a hands-on administrative role: you'll enter records, collect and verify paperwork, process changes in Rippling, triage the shared HR inbox, and keep employee files organized and accurate from a new hire's first day through their last. You'll take direction from the HR Operations Manager and work alongside Talent Acquisition and Payroll to keep every transaction moving on time.

Requirements

2+ years of experience in HR, HR administration, or a related field preferred
Experience with Rippling or a comparable HRIS platform preferred
Comfortable with data entry and processing multiple employee transactions at once without missing deadlines
Clear written and verbal communication, especially with employees during onboarding, changes, LOA, and offboarding
Ability to handle confidential employee information with discretion

Nice To Haves

Familiarity with I-9 and employment eligibility verification requirements
Familiarity with leave of absence administration, including FMLA and state leave programs
Experience supporting employee lifecycle transactions in a multi-location or multi-unit environment
Comfortable following established checklists and processes in a fast-paced environment

Responsibilities

Process new hire onboarding paperwork and system setup, from offer acceptance through Day 1
Enter and update new hire records in Rippling, including personal information, compensation, and job details, as directed by the HR Operations Manager
Collect and verify new hire documentation, including I-9s, tax forms, and employment eligibility paperwork
Send new hire paperwork and welcome communications, and follow up to make sure everything is completed on time
Request system and platform access (Rippling, email, and studio-level tools) and coordinate equipment issuance for new hires ahead of their start date
Process pay, title, position, and location changes in Rippling as directed by the HR Operations Manager
Prepare and send change paperwork (offer letters, addendums, notices) and confirm employee acknowledgment
Update personnel records to reflect approved changes and confirm accuracy against source approvals
Route compensation or classification changes to Payroll and confirm they land in the correct pay cycle
Process leave of absence requests and paperwork, including FMLA, state-mandated leave, and personal/medical leave
Track LOA dates, required certifications, and deadlines, and follow up with employees and managers on outstanding documentation
Update Rippling records to reflect leave status, and route leave-related pay and benefits changes to Payroll and Benefits
Send leave-related communications, including approval notices and return-to-work confirmations
Maintain the LOA tracker and flag upcoming leave starts, returns, or expirations to the HR Operations Manager
Process offboarding paperwork and checklist items for departing employees, including exit documentation
Deactivate system and platform access and confirm return of company equipment on or before the last day
Coordinate with Payroll to ensure final pay and benefits cessation details are handed off accurately
Update personnel records to reflect termination details and rehire eligibility as directed
Monitor the shared HR inbox and triage incoming requests, routing each to the correct owner (Payroll, Benefits, HR Operations Manager, or self)
Respond directly to routine employee and manager questions on lifecycle, LOA, and general HR topics, escalating anything unclear
Track inbox turnaround and flag aging or unresolved requests
Keep saved replies and inbox documentation up to date so responses stay consistent and on time
Keep personnel files organized, complete, and audit-ready across all lifecycle stages
Track checklist completion for onboarding, changes, LOA, and offboarding, and flag outstanding items
Assist with I-9 re-verification and other compliance paperwork as deadlines come up
Answer routine employee and manager questions on lifecycle transaction status, escalating anything unclear to the HR Operations Manager
Keep lifecycle trackers and shared documentation up to date
Provide general administrative support to the HR Operations Manager as needed