People Operations Coordinator

Remote People Operations Coordinator role supporting client organizations as an HR liaison across the employee lifecycle.

Responsibilities

• Act as the People Operations contact for assigned client accounts.
• Lead and facilitate regularly scheduled client meetings using structured agendas and ensure open HR Ops items are tracked to resolution.
• Identify HR risks and service gaps proactively and escalate to leadership as appropriate.
• Partner with the People Operations Manager on new client HR workflows and communications planning sessions.
• Support client implementation across all phases to maintain HR operational readiness.
• Develop and customize client-specific HR templates, including offer letters, onboarding checklists, policy acknowledgments, and termination notices.
• Oversee collection and organization of existing I-9 documentation, coordinating audit and transfers into active employee folders.
• Coordinate background check communication cadence and ensure requirements are shared before HR Workflow meetings.
• Send onboarding communications to client new hires, including welcome emails and New Hire Orientation (NHO) instructions.
• Enter and/or review new hire record transfers to HRIS, ensuring accuracy across required fields.
• Ensure pre-employment and new hire paperwork is collected on time, including direct deposit forms, tax withholding elections, and policy acknowledgments.
• Conduct FLSA assessments to determine exempt or non-exempt status for new hires.
• Assess visa status for eligibility of tax treaty exemptions (F-1, J-1, M-1, Q-1, Q-2) and coordinate early information gathering.
• Continuously improve onboarding workflows, including evaluating NHO software platforms and coordinating with the Benefits team on benefits orientation content.
• Coordinate NHO scheduling and logistics for client new hires.
• Ensure new hires receive state-mandated notifications.
• Refresh the NHO deck annually or when there are significant policy or benefits changes.
• Develop and maintain process documentation for termination types (voluntary and involuntary), leveraging the Melita knowledge base where applicable.
• Coordinate with the client HR team throughout the involuntary termination process, maintaining clear and timely communication at each step.
• Ensure compliant separation documentation is prepared and executed.
• Coordinate final pay information and confirm final paycheck issuance in accordance with applicable state law.
• Confirm benefits termination dates and coordinate rollover or continuation elections.
• Complete and submit state unemployment insurance separation documentation (for example, EDD forms).
• Maintain and update HRIS home pages with current compliance-related information.
• Perform semi-annual minimum wage audits and recommend corrective actions as needed.
• Partner with the Compliance Specialist to coordinate reporting including EEO-1 and VETS 4212 and California Pay Data reporting.
• Process and/or review employee data changes in ADP and Salesforce (hire date corrections, manager updates, department transfers, and time & attendance adjustments).
• Remind employees of tax election requirements when relocating to a new state and coordinate updates accordingly.
• Assess and communicate benefits enrollment implications resulting from qualifying life events or employment status changes.
• Manage HR operational updates due to client legal name changes or address changes, including holiday schedules, NHO documentation, and termination templates.
• Complete employment verification requests (VOEs) accurately within SLA.
• Complete EDD unemployment claim forms and other state agency inquiries as assigned.
• Maintain organized, audit-ready employee and client records.
• Serve as day-to-day liaison and escalation point for HRA staff supporting assigned clients.
• Use internal and external cloud-based software systems to support clients and track work activities, including extensive Salesforce use and a robust client HR technology platform.
• Identify, escalate, and resolve service delivery issues in partnership with leadership.

Requirements

• Bachelor’s degree in human resources, Business Administration, or a related field (or equivalent experience).
• 3+ years of HR operations, HR generalist, or HR services experience, preferably in a PEO, ASO, or HR outsourcing environment.
• Hands-on experience with ADP Workforce Now / Paylocity / Rippling (or equivalent HRIS) for new hire entry, employee changes, and reporting.
• Working knowledge of employment compliance requirements: I-9/E-Verify, FLSA, FMLA, COBRA, EEO-1, and state-specific regulations.
• Strong client-facing communication skills, including facilitating meetings, presenting data, and managing competing priorities across multiple client accounts.
• Proficiency in Microsoft Office Suite and comfort working with HRIS systems.

Technologies

• ADP Workforce Now
• Paylocity
• Rippling
• HRIS
• ADP
• Salesforce
• Microsoft Office Suite
• I-9
• E-Verify
• EDD
• FLSA
• FMLA
• COBRA
• EEO-1
• VETS 4212

Preferred

• Experience with Salesforce (SF) or a similar CRM used in an HR context.
• PHR, SHRM-CP, or equivalent HR certification.

AI in the Hiring Process

• AI tools may be used to support parts of the hiring process, such as reviewing applications and analyzing resumes.
• These tools may identify potential inconsistencies or verification signals based on available information.
• AI tools support the recruitment team and do not replace human judgment.
• Final hiring decisions are made by humans.
• If you want more information about how data is processed, contact the recruiting team.