HR Operations Specialist

BECO Holding Company; Charlotte, Northern (NC, KY); Hybrid; USD 60,000 - 80,000; Full time

Job summary

BECO Holding Company is seeking a hands-on People Operations Specialist to manage the day-to-day employee lifecycle for about 500 staff. You will collaborate with payroll, IT, finance, and managers to ensure accurate HR data, compliant processes, and excellent employee service.

The role covers onboarding, offboarding, HRIS data integrity, benefits, leave management, and compliance within a Shared Services framework.

Qualifications

• Bachelor's degree or equivalent experience in HR or related field.
• Min. 2 years in HR operations, generalist, or coordinator roles.
• Hands-on experience with an HRIS (e.g., Workday, UKG, ADP, Paylocity, BambooHR).
• Working knowledge of FLSA, FMLA, ADA, I-9, and COBRA requirements.
• Proficiency in Excel or Google Sheets (lookups, pivot tables).
• Discretion with confidential employee information.

Responsibilities

• Oversee onboarding and offboarding, including background checks and I-9 verification.
• Maintain HRIS employee records and process status changes (promotions, transfers, leaves, terminations).
• Administer benefits and leave programs, open enrollment, and life-event changes.
• Support compliance with federal, state, and local employment laws; maintain postings and audit files.
• Respond to employee questions on policy, pay, and benefits; assist with performance cycles and engagement surveys.

Skills

Accuracy

Service mindset

Organization

Judgment

Process improvement

Communication

Education

Bachelor's degree in HR or related field

Tools

Workday

UKG

ADP

Paylocity

BambooHR

Job description

The 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 responsibilities

Onboarding and offboarding

• Run background checks, and complete I-9 verification within required timelines
• Coordinate new-hire setup with IT, facilities, and hiring managers so day one is ready
• Run new-hire orientation and 30/60/90-day check-ins
• Manage exits: final pay coordination, benefits termination, equipment return, and exit interviews

HR systems and data

• Own employee records in the HRIS; keep job, pay, and org data accurate
• Process status changes: promotions, transfers, leaves, and terminations
• Produce headcount, turnover, and other standard reports for leadership
• Partner with payroll each cycle to reconcile changes and resolve discrepancies

Benefits and leave

• Administer open enrollment and life-event changes
• Serve as first point of contact for benefits questions and carrier issues
• Support FMLA, ADA accommodation, and other leave requests from intake to return

Compliance

• Support compliance with federal, state, and local employment laws
• Keep required postings, filings (e.g., EEO-1, ACA), and audit files current
• Keep the employee handbook and HR policies up to date with the Manager of Shared Services

Employee support

• Answer employee and manager questions on policy, pay, and benefits
• Support performance review cycles, compensation changes, and engagement surveys
• Help plan recognition programs and company events

Qualifications

Required qualifications

• Bachelor's degree in Human Resources, Business, or a related field, or equivalent experience
• Min. 2 years of HR operations, HR generalist, or HR coordinator experience
• Hands-on experience with an HRIS (e.g., Workday, UKG, ADP, Paylocity, BambooHR)
• Working knowledge of FLSA, FMLA, ADA, I-9, and COBRA requirements
• Proficiency in Excel or Google Sheets (lookups, pivot tables)
• Proven discretion with confidential employee information

Preferred qualifications

• Experience in a shared services model or a company of 300–1,000 employees
• Experience with multi-state employment and payroll
• Experience implementing or migrating an HRIS

Skills and competencies

• Accuracy: catches errors in data, pay changes, and paperwork before they reach employees
• Service mindset: responds to employee questions quickly, clearly, and with empathy
• Organization: manages many open requests at once without dropping deadlines
• Judgment: knows when to resolve an issue and when to escape it
• Process improvement: spots manual work and fixes it with templates, automation, or better systems
• Communication: writes clear policies, emails, and how-to guides