HR Integrator

Turning Point HCM; United States; Remote; USD 95,000 - 150,000; Full time

Job summary

Turning Point HCM is seeking an experienced HR professional to lead an assigned HR pod, serving as the primary operational contact for clients and ensuring HR work moves from request to completion with ownership and quality.

You will advise clients, coordinate HR specialists, review deliverables, manage competing priorities, coach team members, and escalate high-risk matters before they become issues, in a hands-on leadership role.

Qualifications

• At least three years of progressively responsible HR experience; five or more years preferred for immediate client ownership.
• Direct experience advising managers, executives, or clients on HR matters.
• Working knowledge of employee relations, recruiting, onboarding, performance management, policy administration, compliance, and HR operations.
• Experience coordinating work across a team, project group, client portfolio, or multiple stakeholders.
• Strong professional writing skills and the ability to produce accurate, client-ready HR documents.
• Demonstrated ability to prioritize competing commitments, make sound decisions, and work independently.
• Strong documentation, organization, time-management, and follow-through skills.
• Ability to protect confidential employee, client, payroll, medical, and business information.

Responsibilities

• Lead an assigned HR circle and set clear priorities, owners, deadlines, and quality expectations.
• Serve as the primary operational liaison between the circle and assigned clients.
• Translate client requests into organized work plans and coordinate one consistent response.
• Lead recurring client meetings and communicate progress, decisions, risks, and next steps.
• Assign work based on capability, capacity, urgency, and the level of HR judgment required.
• Review client-facing work for accuracy, professionalism, confidentiality, and completeness.
• Coach pod members, provide direct feedback, and address missed commitments or quality concerns.
• Track work through closure and communicate delays or tradeoffs before they surprise the client.
• Triage employee relations, compliance, recruiting, onboarding, performance, leave, payroll, timekeeping, and HR operations questions.
• Gather facts, identify the actual HR issue, and provide practical guidance within assigned authority.
• Draft or review policies, procedures, job descriptions, employee communications, performance documentation, recruiting materials, and separation documents.
• Research applicable requirements and clearly distinguish facts, policy, legal considerations, assumptions, and recommendations.
• Maintain accurate trackers, task systems, files, meeting notes, templates, and audit trails.
• Identify recurring problems and improve the process, tool, training, or control that allowed them to occur.

Skills

Leadership

Project coordination

Written communication

Decision making

Time management

Confidentiality

Client relations

Team coordination

Education

HR certification

Bachelor's degree in HR or related field

Tools

HRIS

Payroll systems

CRM

Compliance research tools

Workflow management tools

Job description

The Opportunity

TurningPoint HCM is seeking an experienced HR professional who can do more than advise from the sidelines. The HR Integrator leads an assigned HR pod, serves as the primary operational contact for assigned clients, and makes sure HR work moves from request to completion with clear ownership, sound judgment, and consistent quality.

This is a hands-on leadership role. You will advise clients, coordinate the work of HR specialists, review deliverables, manage competing priorities, and step in directly when the work requires your experience. You should be comfortable making routine decisions independently and equally comfortable escalating higher-risk matters before they become problems.

What You Will Own

• Lead an assigned HR circle and set clear priorities, owners, deadlines, and quality expectations.
• Serve as the primary operational liaison between the circle and assigned clients.
• Translate client requests into organized work plans and coordinate one consistent response.
• Lead recurring client meetings and communicate progress, decisions, risks, and next steps.
• Assign work based on capability, capacity, urgency, and the level of HR judgment required.
• Review client-facing work for accuracy, professionalism, confidentiality, and completeness.
• Coach pod members, provide direct feedback, and address missed commitments or quality concerns.
• Track work through closure and communicate delays or tradeoffs before they surprise the client.

HR Advisory and Operational Responsibilities

• Triage employee relations, compliance, recruiting, onboarding, performance, leave, payroll, timekeeping, and HR operations questions.
• Gather facts, identify the actual HR issue, and provide practical guidance within assigned authority.
• Draft or review policies, procedures, job descriptions, employee communications, performance documentation, recruiting materials, and separation documents.
• Research applicable requirements and clearly distinguish facts, policy, legal considerations, assumptions, and recommendations.
• Maintain accurate trackers, task systems, files, meeting notes, templates, and audit trails.
• Identify recurring problems and improve the process, tool, training, or control that allowed them to occur.

What Success Looks Like

• Clients know who is accountable and receive timely, consistent, useful communication.
• Every material assignment has a clear owner, deadline, status, and definition of completion.
• Routine HR matters move without unnecessary approval delays.
• Higher-risk matters are identified and escalated early with the relevant facts and options.
• Client deliverables are accurate, properly reviewed, and ready to use.
• The circle raises risks, errors, workload conflicts, and questions before service is affected.
• Senior HR leaders spend less time chasing details, correcting routine work, or translating client expectations.

Required Qualifications

• At least three years of progressively responsible HR experience; five or more years is preferred for immediate client ownership.
• Direct experience advising managers, executives, or clients on HR matters.
• Working knowledge of employee relations, recruiting, onboarding, performance management, policy administration, compliance, and HR operations.
• Experience coordinating work across a team, project group, client portfolio, or multiple stakeholders.
• Strong professional writing skills and the ability to produce accurate, client-ready HR documents.
• Demonstrated ability to prioritize competing commitments, make sound decisions, and work independently.
• Strong documentation, organization, time-management, and follow-through skills.
• Ability to protect confidential employee, client, payroll, medical, and business information.
• Comfort using shared document systems, virtual meeting platforms, and task or project-management tools.

Preferred Qualifications

• Experience in HR consulting, fractional HR, professional services, a PEO, or another multi-client environment.
• Experience leading or coordinating HR generalists, specialists, or client service teams.
• Experience supporting employees or clients in multiple states.
• Familiarity with HRIS, payroll, CRM, compliance-research, and workflow-management systems.
• Professional HR certification, relevant degree, or equivalent combination of education and experience.
• Bilingual English and Spanish capability.

You May Be a Strong Fit If You

• Take responsibility for the result, not only the assigned task.
• Can be direct with clients and teammates without becoming combative.
• Gather the facts before giving a confident answer.
• Use systems and documented follow-through instead of relying on memory.
• Can delegate meaningful work without losing visibility or quality control.
• Raise bad news early and arrive with options, not excuses.
• Remain calm when priorities change or sensitive employee issues escalates.

Decision Authority and Escalation

The HR Integrator may organize circle work, set internal deadlines, communicate routine guidance, use approved templates and procedures, and make operational decisions within assigned authority. Matters involving material legal or financial exposure, threatened claims, agency activity, high-risk terminations, suspected retaliation, serious misconduct, executive action, confidentiality breaches, or unclear requirements must be escalated promptly.

What This Role Is Not

• A purely administrative HR processing position.
• A role for someone who waits for step-by-step direction before moving routine work forward.
• A client-service position where keeping the client happy means agreeing with every request.
• A people-manager position that delegates all technical HR work to others.
• A fit for someone who avoids documentation, deadlines, quality review, or difficult conversations.

Why TurningPoint HCM

This role offers the opportunity to influence client outcomes, lead a capable HR team, and help strengthen the systems used to deliver fractional HR services. The right person will have meaningful ownership, direct access to leadership, and the ability to improve how client work is organized and delivered.

TurningPoint HCM is an equal opportunity employer. Employment decisions are based on job-related qualifications, experience, performance evidence, and business needs, without unlawful discrimination.