HR Administrator

Job Summary: 

The HR Administrator provides centralized administrative and operational support across the Human Resources department. The HR Administrator coordinates routine transactions, documentation, data entry, employee communications, scheduling, recordkeeping, and follow-up throughout the employee lifecycle, from pre-employment and onboarding through ongoing employment and separation. By centralizing high-volume administrative work, this position enables other HR team members to reduce transactional workload and dedicate more time to employee support, compliance, talent strategy, process improvement, technology implementation, system optimization, and the continued modernization of HR operations. The HR Administrator is expected to develop working knowledge across HR functions, follow standardized processes, identify administrative gaps, and help create a more coordinated, flexible, and collaborative HR service model. 

Duties/Responsibilities: 

Provide shared administrative and operational support to the entire HR department, shifting priorities as business needs, deadlines, and employee volumes change. 

Serve as a central point of coordination for administrative activities throughout the employee lifecycle, including recruiting, pre-employment, onboarding, employee changes, benefits, training, compliance, and offboarding. 

Prepare orientation schedules, new-hire packets, benefit enrollment materials, policy acknowledgments, and required employment forms before each employee’s start date. 

Enter new hires and other approved employee changes into the HR/payroll system accurately and within established deadlines. Verify employment information and supporting documentation before processing. 

Coordinate and facilitate the administrative portions of new-hire orientation, including room preparation, materials, required forms, document collection, and follow-up. 

Maintain onboarding checklists and track incomplete documents, introductory-period requirements, 30-, 60-, and 90-day check-ins, and probationary performance reviews. 

Distribute benefit enrollment materials, collect elections and waivers, review submissions for completeness, and follow up with employees regarding missing information. 

Process routine benefit enrollments, terminations, beneficiary changes, and qualifying-life-event documentation according to established procedures. Escalate eligibility questions, coverage issues, exceptions, and complex employee situations to the appropriate HR team member. 

Provide first-line responses to routine employee questions using approved policies, procedures, plan materials, and other HR resources. Refer questions requiring interpretation, exceptions, or specialized knowledge to the appropriate HR team member. 

Coordinate employee offboarding by preparing separation checklists and required notices, confirming the return of company property, and communicating necessary actions to Payroll, Benefits, IT, Operations, and other departments. 

Create, scan, index, and maintain personnel, benefit, recruiting, training, onboarding, separation, and policy-acknowledgment records in the appropriate confidential files. 

Enter and maintain training records, employee certifications, expiration dates, and required acknowledgments. Issue reminders and follow up on missing or expiring documentation. 

Monitor shared HR inboxes, telephone lines, employee requests, and administrative workflows to ensure questions and tasks are routed, tracked, and completed timely. 

Support the implementation and ongoing use of HR technology by completing data cleanup, system testing, document organization, workflow updates, and employee or manager communications. 

Identify repetitive manual work, process breakdowns, duplicate steps, and opportunities to improve efficiency, accuracy, employee service, and cross-functional coordination. 

Cross-train in multiple HR administrative processes to provide backup coverage and reduce dependence on any one team member. 

Protect confidential employee and company information and promptly escalate sensitive matters, compliance concerns, and situations that fall outside established procedures. 

Perform other HR administrative and operational duties as assigned.