HR Operations Specialist

Cardinal Group Career•Denver, CO

1d•$60,000 - $66,000

About The Position

The HR Operations Specialist is the primary architect of the HR operational lifecycle and the guardian of the onboarding experience. This role balances high-volume execution today with a strategic mandate to automate manual workflows for tomorrow. As the "Human-in-the-Loop" with AI agents and a key player in the migration to modern HR technologies, this individual will first stabilize and automate administrative tasks, eventually expanding their scope to lead improvements in the "tea member experience" of the onboarding journey.

Requirements

2 years of experience required
AI & Tech Savvy: You are a "Power User" who naturally explores how systems work. You see AI tools like Harper as partners, not just software.
Systems Expertise: Familiarity with various Applicant Tracking Systems (ATS) and HRIS platforms is required. You understand how data flows between recruitment and core HR modules.
Compliance Expert: Deep knowledge of I-9/E-Verify regulations and the ability to maintain a "Zero-Error" compliance environment.
Innovative Improver: You have a track record of identifying manual bottlenecks and recommending (and building) automated solutions.
Team Member-Centric: While you love systems, you understand that onboarding is a human experience. You balance the compliance and automation to focus on the team member.

Nice To Haves

Bachelors degree preferred

Responsibilities

Onboarding Compliance & Oversight
I-9 & E-Verify Ownership: Serve as the primary subject matter expert for I-9 document verification. Manage the end-to-end lifecycle of work authorizations, including primary verifications, the reverification schedule for expiring visas/permits, and portal audits.
Background Check & ATS Management: Oversee the background check process from initiation to completion, ensuring a seamless flow between the Applicant Tracking System (ATS) and the HRIS. Escalate complex findings to the HR Generalist while maintaining the velocity of standard clearances.
Onboarding Program: Once transactional work is simplified through automation, lead the enhancement of the onboarding program. This includes the "Welcome" journey, refining communication touchpoints for new hires, and ensuring the experience into the company culture is as smooth as the system transition.
Systems Innovation & AI Partnership (Harper/HRIS Integration)
AI Implementation: Partner with Harper (WISQ AI) to automate repetitive pings, manual name changes, and basic manager inquiries. Actively look for "unnecessary" tasks to eliminate from the daily workflow.
System Modernization: Support the transition to a modern HRIS environment, identifying opportunities to leverage new features that reduce manual data entry and improve data integrity. Partner closely with the HRIS Manager to ensure system configurations align with operational needs.
Technical SOPs: Draft and maintain "How-To" documentation that evolves as processes shift from manual to AI-assisted.
HRIS Operations & Data Integrity
Lifecycle Execution: Process all system updates, including status changes (pay, title, location), manager updates, and property remigrations within the HRIS.
Governance: Lead the system-side execution for community transitions and dispositions, managing bulk data updates and deactivations.
Data Partnership: Collaborate with the People Data Specialist to ensure data accuracy and integrity for organizational reporting and analytics.
Audit Readiness: Conduct recurring data audits to ensure the HRIS remains a "single source of truth" for business metrics and reporting.