HR Operations Specialist
New
S
Strongpoint PartnersRetirement Services
Anywhere within the United StatesFull-TimeJunior
Salary50,000 - 55,000 USD per year
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Job Details
- Experience
- 2+ years of experience in client services, administration, or HR-related role.
- Required Skills
- Microsoft Excel
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).
Responsibilities
- Design, manage, and continuously improve the end-to-end onboarding experience for all new hires.
- Configure and maintain onboarding workflows in Dayforce, ensuring all tasks, documents, and system access are triggered accurately and on time.
- Process and audit all employee change transactions in Dayforce, including promotions, lateral transfers, department changes, compensation adjustments, title changes, and reporting-line updates.
- 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.
- 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.
- 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.
- Manage the offboarding process for all voluntary and involuntary separations, including system deactivation, final pay coordination, benefit continuation notifications (COBRA), and equipment return logistics.
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