HR Coordinator (On-site)

Neumo; Fort Wayne (IN); On-site; USD 42,000 - 62,000; Full time

Job summary

Neumo is seeking an HR Coordinator to support the People team with accurate HRIS data, benefits administration, and disciplined onboarding and offboarding processes. The role ensures timely, compliant data delivery and partners with the leave vendor and HRBPs for policy adherence.

The position focuses on maintaining SOC 2 HR controls, managing Form I-9 and E-Verify, and coordinating annual HR compliance activities such as ACA reporting and notices, while ensuring payroll cutoffs align with data

Qualifications

• 2-3 years of HR operations, benefits, or HRIS experience.
• Hands-on familiarity with I-9/E-Verify and ACA reporting; coordinates with the leave vendor rather than making eligibility determinations.

Responsibilities

• Administers HRIS day-to-day data entry and employee record changes; troubleshoots HRIS issues.
• Manages employee benefits enrollment and vendor coordination; oversees COBRA administrator.
• Supports open enrollment and reconciles benefits invoices before payment.
• Manages leave-of-absence requests and coordinates with the leave vendor and HRBP for determinations.
• Executes onboarding/offboarding logistics and coordinates final pay with Payroll (Accounting).
• Maintains SOC 2 HR-controls evidence: access provisioning and training tracking; coordinates HR audit evidence.
• Owns Form I-9 and E-Verify compliance: reverification deadlines, retention, purge, and self-audits.
• Maintains annual HR compliance calendar (Form 5500s, ACA reporting, notices, EEO-1, OSHA) and coordinates filings.

Skills

HR operations

Benefits administration

HRIS

Education

Bachelor's degree preferred

aPHR or SHRM-CP certification

Tools

I-9 / E-Verify

ACA reporting software

Job description

Job Summary

The HR Coordinator is the operational backbone of Neumo's People team: accurate HRIS data, smooth benefits and leave administration, clean onboarding and offboarding, and disciplined execution of the HR compliance calendar — so employees get fast, reliable answers and nothing files late, ever. Judgment-heavy work stays elsewhere by design: a third-party leave vendor owns FMLA and state-leave determinations, HRBPs lead the ADA interactive process, and the Director owns compliance strategy; this role executes and tracks. The dividing line with Payroll (Accounting) is the payroll cutoff — this role delivers clean, complete data by cutoff; Payroll owns everything after it.

Duties and Responsibilities

• Administers the HRIS day-to-day: data entry, employee record changes, standard report requests, and first-line troubleshooting (platform configuration belongs to the Total Rewards & People Systems Analyst).
• Administers employee benefits programs: enrollment, qualifying life events, vendor coordination, oversight of the third-party COBRA administrator, and employee questions.
• Supports annual open enrollment and reconciles monthly benefits carrier invoices against enrollment records before payment.
• Serves as the internal point of contact for leave-of-absence requests: hands case management, eligibility determinations, and certifications to the leave vendor, tracks each case to return-to-work, and supports the ADA interactive process with documentation and scheduling, escalating determinations to the employee's HRBP.
• Runs onboarding and offboarding operational logistics end-to-end: employee data changes, employment and income verifications, and coordination of final pay with Payroll (Accounting).
• Owns the SOC 2 Type II HR-controls evidence package: system access provisioning at onboarding and revocation at offboarding with IT, security-awareness training tracking, and coordination of HR audit evidence.
• Owns Form I-9 and E-Verify compliance: completion, reverification deadlines, retention/purge schedule, and periodic self-audits.
• Owns the annual HR compliance calendar — Form 5500s, ACA reporting (1094-C/1095-C), required notices, EEO-1 window, OSHA 300A posting, open enrollment deadlines — and tracks every item to completion, coordinating filings with the broker, recordkeeper, and reporting vendors.
• Executes multi-state employment compliance: state new-hire notices, labor law postings (including electronic delivery for remote employees), state-required training tracking, and the annual EEO-1 filing using workforce data from Payroll (Accounting).
• Maintains compliant, audit-ready employee records — personnel files with proper medical-record separation (ADA/HIPAA) and the records retention schedule — delivers approved data changes, benefits deductions, and vendor-reported leave dates into the HRIS by each payroll cutoff, and owns the employee-facing knowledge base for benefits, leave, and HR-policy FAQs.
• Performs other related duties as assigned.

Success Criteria

• First 90 days: payroll-cutoff handoff running error-free; I-9 self-audit complete with remediation underway; employee knowledge base current.
• 6 months: annual HR compliance calendar built, visible to the Director, and tracking green; first major filing cycle (ACA or Form 5500s) delivered on time; onboarding/offboarding running to a documented SLA.
• 12 months: zero missed compliance deadlines for the trailing year; clean SOC 2 HR-control evidence with no findings; open enrollment executed on time with measured employee satisfaction.

Education and Experience

• 2-3 years of HR operations, benefits, or HRIS experience.
• Hands-on familiarity with I-9/E-Verify and ACA reporting; basic familiarity with FMLA/leave concepts (this role coordinates with the leave vendor rather than making eligibility determinations).

Preferred

• Bachelor's degree (skills-based hire — degree helpful but not required).
• aPHR or SHRM-CP certification.
• Experience supporting SOC 2 or similar audit controls.

Work Environment

• The noise level in the work environment is usually moderate as the employee works in an open-floor office environment, in an individual workstation, using a telephone and computer.
• Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

Physical Demands

• Must be able to remain seated for extended periods, work at the computer several hours a day, five days a week.
• Regular use of a computer and other office machinery, such as printers and copy machines.
• Occasional movement around the office.
• Frequent communication via telephone.

Neumo Summary

With the backing of four decades of public sector expertise and corporate capability, Neumo has successfully supported government services. Neumo was honored and recognized for four (4) consecutive years as a GovTech 100 Company representing the top 100 companies focused on making a difference in and selling to state and local government agencies across the United States.

Neumo is committed to helping communities thrive and brings a wealth of experience combined with innovation. Today, Neumo offers more administrative and financial support to government officials than any other organization. And with a responsive, client-focused approach, we foster partnerships that give our customers the certainty they need to accomplish more.

Neumo offers a competitive benefits and compensation package and are looking for team members who will thrive in our dynamic environment.

Neumo is an Equal Opportunity Employer. Selection for a position will be made without regard to race, religion, national origin, sex, political affiliation, marital status, non-disqualifying physical handicap, and age.