HR Operations Specialist

Brooks Equipment Company; Charlotte (NC); On-site; USD 65,000 - 90,000; Full time

Job summary

Brooks Equipment Company in Charlotte, NC seeks a People Operations Specialist to manage the end-to-end employee lifecycle for about 500 employees. You will maintain HR data accuracy, ensure compliance, and deliver high-quality service to employees across onboarding, offboarding, benefits, and leaves. Work closely with payroll, IT, and management to synchronize processes and drive improvements. This hands-on generalist role resides in Shared Services.

Qualifications

• Bachelor's degree in HR, Business, or related field; equivalent experience.
• 2–4 years HR operations/generalist/coordinator experience.
• Hands-on with HRIS and confidential data handling.
• Knowledge of FLSA, FMLA, ADA, I-9, COBRA is essential.

Responsibilities

• Oversee onboarding and offboarding processes.
• Manage employee lifecycle data in HRIS; ensure accuracy and compliance.
• Coordinate new-hire IT, facilities, and payroll setups for day-one readiness.
• Run background checks, I-9 verification, and benefit enrollment changes.
• Support leave processes (FMLA, ADA) and performance review cycles.
• Generate standard HR reports (headcount, turnover) for leadership.
• Answer policy, pay, and benefits questions for employees and managers.

Skills

HR operations

HR generalist

HR coordinator

Confidential data handling

Communication

Excel/Sheets

Education

Bachelor's degree in HR or Business

Tools

Workday

UKG

ADP

Paylocity

BambooHR

Job description

About the roleThe People Operations Specialist runs the day-to-day employee lifecycle for about 500 people, from offer letter to final paycheck. You keep HR data accurate, processes compliant, and employees well served.This is a hands-on generalist role inside Shared Services. You will work closely with payroll, finance, IT, and people managers across the business units.Key responsibilitiesOnboarding and offboardingRun background checks, and complete I-9 verification within required timelinesCoordinate new-hire setup with IT, facilities, and hiring managers so day one is readyRun new-hire orientation and 30/60/90-day check-insManage exits: final pay coordination, benefits termination, equipment return, and exit interviewsHR systems and dataOwn employee records in the HRIS; keep job, pay, and org data accurateProcess status changes: promotions, transfers, leaves, and terminationsProduce headcount, turnover, and other standard reports for leadershipPartner with payroll each cycle to reconcile changes and resolve discrepanciesBenefits and leaveAdminister open enrollment and life-event changesServe as first point of contact for benefits questions and carrier issuesSupport FMLA, ADA accommodation, and other leave requests from intake to returnComplianceSupport compliance with federal, state, and local employment lawsKeep required postings, filings (e.g., EEO-1, ACA), and audit files currentKeep the employee handbook and HR policies up to date with the Manager of Shared ServicesEmployee supportAnswer employee and manager questions on policy, pay, and benefitsSupport performance review cycles, compensation changes, and engagement surveysHelp plan recognition programs and company eventsRequired qualificationsBachelor's degree in Human Resources, Business, or a related field, or equivalent experience2–4 years of HR operations, HR generalist, or HR coordinator experienceHands-on experience with an HRIS (e.g., Workday, UKG, ADP, Paylocity, BambooHR)Working knowledge of FLSA, FMLA, ADA, I-9, and COBRA requirementsProficiency in Excel or Google Sheets (lookups, pivot tables)Proven discretion with confidential employee informationPreferred qualificationsExperience in a shared services model or a company of 300–1,000 employeesExperience with multi-state employment and payrollExperience implementing or migrating an HRISSkills and competenciesAccuracy: catches errors in data, pay changes, and paperwork before they reach employeesService mindset: responds to employee questions quickly, clearly, and with empathyOrganization: manages many open requests at once without dropping deadlinesJudgment: knows when to resolve an issue and when to escalate itProcess improvement: spots manual work and fixes it with templates, automation, or better systemsCommunication: writes clear policies, emails, and how-to guides