HR Coordinator (On-site)

Job Summary: The HR Coordinator is the operational backbone of Neumo's People team: accurate HRIS data, smooth benefits and leave administration, clean onboarding and offboarding, and disciplined execution of the HR compliance calendar — so employees get fast, reliable answers and nothing files late, ever. Judgment\-heavy work stays elsewhere by design: a third\-party leave vendor owns FMLA and state\-leave determinations, HRBPs lead the ADA interactive process, and the Director owns compliance strategy; this role executes and tracks. The dividing line with Payroll (Accounting) is the payroll cutoff — this role delivers clean, complete data by cutoff; Payroll owns everything after it. Duties and Responsibilities: Administers the HRIS day\-to\-day: data entry, employee record changes, standard report requests, and first\-line troubleshooting (platform configuration belongs to the Total Rewards \& People Systems Analyst). Administers employee benefits programs: enrollment, qualifying life events, vendor coordination, oversight of the third\-party COBRA administrator, and employee questions. Supports annual open enrollment and reconciles monthly benefits carrier invoices against enrollment records before payment. Serves as the internal point of contact for leave\-of\-absence requests: hands case management, eligibility determinations, and certifications to the leave vendor, tracks each case to return\-to\-work, and supports the ADA interactive process with documentation and scheduling, escalating determinations to the employee's HRBP. Runs onboarding and offboarding operational logistics end\-to\-end: employee data changes, employment and income verifications, and coordination of final pay with Payroll (Accounting). Owns the SOC 2 Type II HR\-controls evidence package: system access provisioning at onboarding and revocation at offboarding with IT, security\-awareness training tracking, and coordination of HR audit evidence. Owns Form I\-9 and E\-Verify compliance: completion, reverification deadlines, retention/purge schedule, and periodic self\-audits. Owns the annual HR compliance calendar — Form 5500s, ACA reporting (1094\-C/1095\-C), required notices, EEO\-1 window, OSHA 300A posting, open enrollment deadlines — and tracks every item to completion, coordinating filings with the broker, recordkeeper, and reporting vendors. Executes multi\-state employment compliance: state new\-hire notices, labor law postings (including electronic delivery for remote employees), state\-required training tracking, and the annual EEO\-1 filing using workforce data from Payroll (Accounting). Maintains compliant, audit\-ready employee records — personnel files with proper medical\-record separation (ADA/HIPAA) and the records retention schedule — delivers approved data changes, benefits deductions, and vendor\-reported leave dates into the HRIS by each payroll cutoff, and owns the employee\-facing knowledge base for benefits, leave, and HR\-policy FAQs. Performs other related duties as assigned. Success Criteria -------------------- First 90 days: payroll\-cutoff handoff running error\-free; I\-9 self\-audit complete with remediation underway; employee knowledge base current. 6 months: annual HR compliance calendar built, visible to the Director, and tracking green; first major filing cycle (ACA or Form 5500s) delivered on time; onboarding/offboarding running to a documented SLA. 12 months: zero missed compliance deadlines for the trailing year; clean SOC 2 HR\-control evidence with no findings; open enrollment executed on time with measured employee satisfaction. Education and Experience: 2–3 years of HR operations, benefits, or HRIS experience. Hands\-on familiarity with I\-9/E\-Verify and ACA reporting; basic familiarity with FMLA/leave concepts (this role coordinates with the leave vendor rather than making eligibility determinations). Preferred: Bachelor's degree (skills\-based hire — degree helpful but not required). aPHR or SHRM\-CP certification. Experience supporting SOC 2 or similar audit controls. Work Environment: The noise level in the work environment is usually moderate as the employee works in an open\-floor office environment, in an individual workstation, using a telephone and computer. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. Physical Demands: Must be able to remain seated for extended periods, work at the computer several hours a day, five days a week. Regular use of a computer and other office machinery, such as printers and copy machines. Occasional movement around the office. * Frequent communication via telephone. Neumo Summary: With the backing of four decades of public sector expertise and corporate capability, Neumo has successfully supported government services. Neumo was honored and recognized for four (4\) consecutive years as a GovTech 100 Company representing the top 100 companies focused on making a difference in and selling to state and local government agencies across the United States. Neumo is committed to helping communities thrive and brings a wealth of experience combined with innovation. Today, Neumo offers more administrative and financial support to government officials than any other organization. And with a responsive, client\-focused approach, we foster partnerships that give our customers the certainty they need to accomplish more. Neumo offers a competitive benefits and compensation package and are looking for team members who will thrive in our dynamic environment. Neumo is an Equal Opportunity Employer. Selection for a position will be made without regard to race, religion, national origin, sex, political affiliation, marital status, non\-disqualifying physical handicap, and age.