Specialist – Human Resources Job – Phoenix, AZ

 

POSITION SUMMARY

This position is responsible for the efficient and accurate administration of HR Service Center operations, HRIS transactions, and preboarding and onboarding activities. The HR Specialist serves as the first point of contact for employee and manager HR inquiries and ensures timely, consistent application of HR policies and procedures. This role supports compliance with regulatory and organizational requirements and provides administrative support for HR Growth Integration initiatives, including mergers and acquisitions.   

 

ESSENTIAL FUNCTIONS

HR Service Center (HR Hub)

• Serves as the first point of contact for all HR Service Center inquiries. Reviews, interprets, and resolves employee and manager questions on HR policies, programs, and procedures. Ensures responses meet established service level agreements (SLAs) and escalates complex issues to the appropriate HR Center of Excellence as needed.
• Verifies completion and confirms approvals for employee HRIS transactions, including transfers, terminations, compensation changes, promotions, status changes, and demographic updates. Processes transactions accurately, researches and resolves issues independently whenever possible, and partners with Payroll or other HR Centers of Excellence as needed.
• Audits completion of new hire onboarding tasks, including I-9 documentation and related compliance requirements. Monitors deadlines, follows up with managers and employees as needed, and ensures timely completion in accordance with federal requirements and company policy.
• Audits HR system data, researches rejections and errors, and completes necessary corrections to ensure data accuracy and compliance. Identifies trends and partners with HRIS or leadership to address recurring issues.
• Maintains HR Service Center SOPs and resource materials. Updates documentation to reflect current policies and processes and partners with leadership to implement improvements.
• Serves as a resource on employee records and HR systems processes. Participates in testing, documentation updates, and process improvements as needed.

 

HR Growth Integration

• Supports onboarding for acquisition new hires by preparing and distributing welcome packets and swag bundles.
• Creates, maintains, and organizes personnel files for acquisition new hires, ensuring all documentation is accurate, complete, and compliant with Atlas policies. Completes I-9 documentation and enters new employees into HRIS as part of the acquisition onboarding process.
• Assists with initiating background checks and occupational health appointments for acquisition new hires as needed.
• Provides administrative support for HR Growth Integration initiatives with opportunities to assist in project-related tasks.
• Other duties as assigned.

 

            General Human Resources & Talent Acquisition

• Leave of absence administration to include but not limited to employee guidance, record keeping, case tracking, and follow-up with employee, leadership, and third-party leave administrator.
• May facilitate New Employee Orientation.
• Responds to unemployment information requests.
• Prepares HR presentations and supporting materials for meetings and provides general administrative support to the HR team as needed.
• Initiates and monitors preboarding activities for new hires, including background checks, occupational health appointments, and collection of licenses or certifications as applicable. Follows up with candidates, recruiters, hiring managers, and vendors to ensure timely completion of all requirements.
• Maintains accurate and compliant new hire records and documentation, ensuring all required forms and credentials are collected and properly filed.
• Processes new hire information in HRIS, including entering hires and submitting sign-on bonuses or incentives to the HR Service Center for final processing by Payroll.
• Partners with Talent Acquisition to track and report on new hire preboarding progress, ensuring all steps are completed.

 

Performs all functions according to established policies, procedures, regulatory and accreditation requirements, as well as applicable professional standards. Provides all customers with an excellent service experience by consistently demonstrating our core and leader behaviors each and every day.

 

NOTE: The essential functions are intended to describe the general content of and requirements of this position and are not intended to be an exhaustive statement of duties. Specific tasks or responsibilities will be documented as outlined by the incumbent's immediate manager.

 

MINIMUM QUALIFICATIONS

• Minimum of three years of progressive experience in human resources.
• Demonstrated ability to interpret and apply HR policies and procedures consistently and accurately.
• Working knowledge of employment laws and HR compliance requirements (including I-9 compliance).
• Strong organizational skills with the ability to manage multiple priorities and meet deadlines.
• Excellent verbal and written communication skills.
• Ability to exercise sound judgment and maintain confidentiality.

PREFERRED QUALIFICATIONS

• Bachelor’s degree in Human Resources, Business, or related field.
• Experience in an HR service center environment.
• Prior experience in the healthcare industry.

 

PHYSICAL DEMANDS/ENVIRONMENT FACTORS

OE - Typical Office Environment:

• Requires extensive sitting with periodic standing and walking.
• May be required to lift up to 20 pounds.
• Requires significant use of personal computer, phone, and general office equipment.
• Needs adequate visual acuity, ability to grasp and handle objects.
• Needs ability to communicate effectively through reading, writing, and speaking in person or on telephone.
• May require off-site travel.

 

SUPERVISORY RESPONSIBILITIES

None

DIRECTLY REPORTING

Manager - Human Resources
TYPE OF SUPERVISORY RESPONSIBILITIES

None

SCOPE AND COMPLEXITY

Requires the exercise of independent judgment and discretion in interpreting and applying HR policies and procedures. Handles sensitive and confidential information with professionalism and sound decision-making. Works with minimal supervision while managing multiple priorities. Addresses moderately complex issues and determines appropriate resolution or escalation. Maintains professional relationships with employees, managers, and internal partners, demonstrating tact, collaboration, and confidentiality.