[Hiring] HR Operations Specialist @EIG Services Inc

Role Description

Leave, accommodation, and workers' compensation don't run themselves — and neither does a healthy policy library or clean employee data. This role owns all of it. You'll be the steady hand behind the compliance backbone of our HR function and the go-to person the rest of the HR team leans on when something needs to be right, not just done. If you get genuine satisfaction from accurate records, clear policies, and being the person who has the answer — this one's built for you.

Essential Duties and Responsibilities

• Leave & Accommodation Administration
  • Own ADA accommodation requests start to finish — intake, the interactive process, documentation, and routing final decisions to the approver.
  • Administer workers' compensation matters in-house, including coordinating with FMLA when a leave runs concurrently.
  • Handle every leave type that falls outside our third-party administrator — caregiver leave, grandparent leave, and other in-house programs — with clear, timely guidance.
  • Be the front door for employees on leave questions: route third-party-eligible leaves appropriately, explain policy and pay, and directly administer state-mandated paid leave programs for our covered states (except NY), including eligibility, filing, and wage-replacement coding with Payroll.
  • Serve as our internal point of contact for the third-party leave administrator — managing data exchange, escalations, and handoffs, and auditing what comes back from them for accuracy.
  • Reconcile carrier determinations against our internal leave records, and audit leave hours by cross-checking third-party-reported hours against ADP to catch discrepancies before they become balance disputes.
  • Keep cases moving: track and audit every leave request across the shared drive and ADP, process placements and returns, and coordinate return-to-work — outreach ahead of the estimated return date, confirming the actual date, and submitting the IT reactivation ticket.
  • Manage no-paperwork closures, coordinate baby-gift logistics tied to bonding leave closeout, and keep leaders across the business informed on active cases and status changes.
  • Stay ahead of the law: monitor federal and state changes as they happen, and lead an annual review of state leave laws across our covered locations to keep policies, forms, and SOPs current.
• Policy Management
  • Own the lifecycle of our HR policy library — reviewing, updating, and retiring policies as our business and the regulatory landscape evolve.
  • Partner with HR leadership and Legal on policy interpretation and updates.
  • Maintain and periodically refresh the employee handbook.
• Process Documentation & Organization
  • Lead the initial project to inventory, reorganize, and modernize how our HR processes and documentation reach employees and managers.
  • Build a structure that's built to last — then own the ongoing upkeep so it stays current as things change, not a one-and-done cleanup.
  • Maintain the HR portion of ENET, in partnership with HR leadership, and own records retention.
• Data Integrity & Auditing
  • Audit employee data across our system of record, Benefits, and other systems — catching discrepancies, duplicates, and missing fields before they compound.
  • Reconcile data across our internal systems and partner with HR, Payroll, Benefits, and IT to fix issues at the source.
  • Support compliance audits and internal-controls documentation, keeping findings and resolutions well documented.
• Programs
  • Coordinate HR onboarding/offboarding ticketing with IT.
  • Support our peer-to-peer recognition program, including the current vendor transition.
  • Coordinate quarterly HR roundtables that bring HR closer to the business.
  • Share ownership of the HR inbox with the HR Coordinator.
  • Support the SIP & UIP program alongside the HRBP and Compensation Manager — tracking approvals, merging letters, and getting them into employees' hands.
  • Other duties as assigned.

Qualifications

• 3+ years of HR experience, with meaningful exposure to leave administration, workers' compensation, ADA accommodations, or HR compliance.
• Solid working knowledge of FMLA, ADA, workers' compensation, and related leave and accommodation regulations; multi-state experience preferred.
• Experience coordinating with third-party administrators, vendors, or outsourced service providers.
• A track record of auditing HR or employee data for accuracy and completeness, comfortably working across HRIS, Benefits, and Payroll data sets.
• Sharp attention to detail and the organizational discipline to juggle multiple regulatory timelines at once.
• Strong written communication skills — you'll be writing and maintaining policy language people actually rely on.
• Sound judgment handling confidential information, including medical records and other sensitive employee data.
• Comfortable using AI tools with good judgment about when human review is needed.

Preferred

• HR certification (PHR, SHRM-CP, or equivalent).
• Experience supporting compliance audits or internal-controls documentation.
• Familiarity with HRIS platforms and how leave, benefits, and payroll data flow between systems.
• Intermediate-to-advanced Excel skills (lookups, pivot tables) for data reconciliation work.
• Cornerstone & ADP experience a plus, but not required.

Benefits

• A HR team that's genuinely investing in modernizing how we work — from people analytics to AI-enabled HR tools.
• A brand-new role built to give this work real, dedicated ownership — you'll be building the foundation, not inheriting someone else's backlog.
• You'll fit right in if you live our Winning Behaviors: you own outcomes, not just tasks; you speak up early, not when it's too late; and you treat quality as how we show respect.

Work Environment

• Remote: This role is 100% remote, open to candidates currently located in the United States who are able to work without sponsorship.
• Requires a private, quiet workspace suitable for focused work and video collaboration.
• Hours: Schedules are set to accommodate the needs of the role and organization, and may be adjusted as needed.
• Travel: Occasional travel to off-site locations for meetings may be required.
• Salary Range: $55,000 - $75,000 with a comprehensive benefits package.