HR Operations Coordinator

HR Operations CoordinatorWe're looking for an HR Operations Coordinator to handle the day-to-day processing of employee lifecycle transactions for Riser Fitness, including onboarding, employee changes, leave of absence administration, and offboarding. This is a hands-on administrative role: you'll enter records, collect and verify paperwork, process changes in Rippling, triage the shared HR inbox, and keep employee files organized and accurate from a new hire's first day through their last. You'll take direction from the HR Operations Manager and work alongside Talent Acquisition and Payroll to keep every transaction moving on time.Core ResponsibilitiesOnboardingProcess new hire onboarding paperwork and system setup, from offer acceptance through Day 1Enter and update new hire records in Rippling, including personal information, compensation, and job details, as directed by the HR Operations ManagerCollect and verify new hire documentation, including I-9s, tax forms, and employment eligibility paperworkSend new hire paperwork and welcome communications, and follow up to make sure everything is completed on timeRequest system and platform access (Rippling, email, and studio-level tools) and coordinate equipment issuance for new hires ahead of their start dateEmployee ChangesProcess pay, title, position, and location changes in Rippling as directed by the HR Operations ManagerPrepare and send change paperwork (offer letters, addendums, notices) and confirm employee acknowledgmentUpdate personnel records to reflect approved changes and confirm accuracy against source approvalsRoute compensation or classification changes to Payroll and confirm they land in the correct pay cycleLeave of Absence (LOA) AdministrationProcess leave of absence requests and paperwork, including FMLA, state-mandated leave, and personal/medical leaveTrack LOA dates, required certifications, and deadlines, and follow up with employees and managers on outstanding documentationUpdate Rippling records to reflect leave status, and route leave-related pay and benefits changes to Payroll and BenefitsSend leave-related communications, including approval notices and return-to-work confirmationsMaintain the LOA tracker and flag upcoming leave starts, returns, or expirations to the HR Operations ManagerOffboardingProcess offboarding paperwork and checklist items for departing employees, including exit documentationDeactivate system and platform access and confirm return of company equipment on or before the last dayCoordinate with Payroll to ensure final pay and benefits cessation details are handed off accuratelyUpdate personnel records to reflect termination details and rehire eligibility as directedHR Inbox TriageMonitor the shared HR inbox and triage incoming requests, routing each to the correct owner (Payroll, Benefits, HR Operations Manager, or self)Respond directly to routine employee and manager questions on lifecycle, LOA, and general HR topics, escalating anything unclearTrack inbox turnaround and flag aging or unresolved requestsKeep saved replies and inbox documentation up to date so responses stay consistent and on timeRecords & ComplianceKeep personnel files organized, complete, and audit-ready across all lifecycle stagesTrack checklist completion for onboarding, changes, LOA, and offboarding, and flag outstanding itemsAssist with I-9 re-verification and other compliance paperwork as deadlines come upGeneralAnswer routine employee and manager questions on lifecycle transaction status, escalating anything unclear to the HR Operations ManagerKeep lifecycle trackers and shared documentation up to dateProvide general administrative support to the HR Operations Manager as neededRequired Qualifications2+ years of experience in HR, HR administration, or a related field preferredExperience with Rippling or a comparable HRIS platform preferredComfortable with data entry and processing multiple employee transactions at once without missing deadlinesClear written and verbal communication, especially with employees during onboarding, changes, LOA, and offboardingAbility to handle confidential employee information with discretionPreferred QualificationsFamiliarity with I-9 and employment eligibility verification requirementsFamiliarity with leave of absence administration, including FMLA and state leave programsExperience supporting employee lifecycle transactions in a multi-location or multi-unit environmentComfortable following established checklists and processes in a fast-paced environment