HR Operations Specialist

Strongpoint Partners•Chicago, IL

9d•Remote

About The Position

The HR Operations Specialist serves as the operational backbone of the Human Resources department, owning the full employee lifecycle from pre-hire onboarding through offboarding, while ensuring the integrity and performance of all HR information systems. Reporting to the HR Business Partner, this individual is the resident expert in the HRIS and serves as the primary liaison between HR, Payroll, and department leaders to ensure seamless data flow, compliant workflows, and exceptional employee experience. This role requires a combination of technical acumen and people-first thinking. This is a fully remote position and can be performed from anywhere within the United States. Preference will be given to candidates in the Chicago area who can work on a hybrid schedule.

Requirements

Bachelor’s degree in Human Resources, Business Administration, Information Systems, or a related field, (or equivalent work experience).
2+ years of experience in client services, administration, or HR-related role.
Hands-on experience with Dayforce (Ceridian) or a comparable HCM platform, (or ability to learn).
Ability to stay organized when managing multiple shifting priorities.
Demonstrated ability to maintain data accuracy and confidentiality in a fast-paced, high-volume environment.
Proficiency in Microsoft Office Suite, particularly Excel (pivot tables, VLOOKUPs, data validation).

Nice To Haves

Experience leading or participating in an HRIS implementation or module rollout.
Strong understanding of HR processes including onboarding, employment changes, payroll coordination, and offboarding.
Familiarity with payroll fundamentals, wage & hour compliance, and benefits administration.
Experience building HR reports and dashboards using HRIS reporting tools.

Responsibilities

Design, manage, and continuously improve the end-to-end onboarding experience for all new hires, including pre-boarding communications, orientation, and appropriate check-ins.
Configure and maintain onboarding workflows in Dayforce, ensuring all tasks, documents, and system access are triggered accurately and on time.
Coordinate with IT, Payroll, Benefits, and department managers to ensure seamless readiness for each new hire start date.
Track completion of onboarding milestones and identify gaps or areas for improvement.
Process and audit all employee change transactions in Dayforce, including promotions, lateral transfers, department changes, compensation adjustments, title changes, and reporting-line updates.
Maintain accurate and up-to-date employee records in the HRIS, ensuring data integrity across all modules.
Partner with HR Business Partners and managers to ensure workflow approvals are completed timely and in compliance with company policy.
Generate and distribute workflow confirmation letters and documentation for employees and managers.
Serve as the primary Dayforce system administrator for the HR team, including configuration, troubleshooting, user access management, and ongoing optimization.
Lead the implementation of new Dayforce modules and system enhancements, partnering with vendors, IT, and stakeholders to ensure successful deployment and adoption.
Develop and maintain standard operating procedures (SOPs) for all HRIS processes and ensure documentation is current.
Create and maintain custom reports, dashboards, and data exports to support HR and leadership decision-making.
Monitor system integrations and data feeds; proactively identify and resolve discrepancies.
Serve as the HR point of contact ensuring all employee changes, new hires, and terminations are communicated accurately and within established payroll deadlines.
Audit pre-payroll data to identify and correct errors prior to processing, minimizing payroll adjustments and off-cycle corrections.
Coordinate resolution of discrepancies related to pay, job data, or benefit deductions that originate from HRIS records.
Manage the offboarding process for all voluntary and involuntary separations, including system deactivation, final pay coordination, benefit continuation notifications (COBRA), and equipment return logistics.
Conduct or coordinate exit interview administration and ensure data is captured for trend analysis.
Ensure timely and compliant processing of all separation documentation.