HR Technology & Solutions Consultant

Description

Position summary

We are a small HR technology consulting firm. We help employers and their benefits partners get more out of their HR systems, processes and people practices — from HRIS implementations and benefits administration setup to employee relations support, policy development, ACA compliance and reporting.

The HR Technology & Solutions Consultant is a hands-on, client-facing advisor who thinks like a consultant first. You will move between projects: configuring a benefits administration platform one week, training a client’s HR team the next, and helping a client work through a sensitive employee relations issue in between. You will own client relationships on your engagements, diagnose what is really driving a problem, and recommend practical solutions that make clients more efficient.

This is an individual contributor role with no direct reports. On a team our size, every person shapes how we deliver, so we need someone who is strategic, resourceful, and energized by learning new systems and solving problems they have not seen before.

Key responsibilities

HRIS implementation and configuration

Support or lead HRIS implementation projects from discovery and requirements gathering through configuration, testing, go-live and post-launch support

Configure benefits administration systems, including plan setup, eligibility rules, rates, enrollment events and life events

Coordinate with carriers, brokers and vendors on integrations and file feeds; troubleshoot data and integration issues

Build and execute test plans, document configuration decisions, and validate data accuracy before go-live

Client advisory and process optimization

Assess clients’ current HR processes, systems and workflows to identify inefficiencies, compliance gaps and automation opportunities

Recommend practical, right-sized solutions, including process redesign, system changes or new tools, and build the business case for them

Translate business needs into system and process requirements, and system limits into plain-language options for clients

Employee relations and HR advisory

Advise client HR teams and managers on employee relations issues, including investigations, corrective action, performance concerns and separations

Apply sound judgment on employment law and compliance risk, and escalate to legal counsel when appropriate

Policies, procedures and documentation

Draft, update and standardize HR policies, procedures, handbooks and standard operating procedures

Create process documentation and job aids that clients can maintain on their own

Training and client enablement

Design and deliver training for client HR teams, administrators and end users, both virtually and in person

Build user guides, quick-reference materials and recorded walkthroughs

Reporting and analytics

Build standard and custom reports, dashboards and audits in client systems

Analyze HR, benefits and payroll data to surface trends, errors and recommendations

ACA compliance and filing

Manage ACA reporting for clients end to end, including preparing, validating and filing Forms 1094-C and 1095-C

Track full-time status using monthly or look-back measurement methods, and apply affordability safe harbors

Audit HRIS, payroll and benefits data for accurate offer, safe harbor and coverage codes before filing

Coordinate IRS electronic filing and employee form distribution against deadlines; handle corrections and IRS penalty notices (Letter 226-J)

Advise clients on employer mandate exposure and state individual mandate reporting where it applies

Client and engagement management

Serve as a primary point of contact on assigned engagements; manage expectations, timelines and scope

Run status meetings, track deliverables and flag risks early

Spot opportunities for additional client value and share them with firm leadership

Contribute to internal tools, templates and best practices that improve how the firm delivers

The consultant mindset we’re looking for

The right person solves the client’s real problem, not just the ticket in front of them. These competencies matter as much as technical experience.

Strategic thinking

Connects a system or policy decision to the client’s business goals, cost and risk; asks “why” before “how”

Resourcefulness

Figures things out without a playbook — vendor documentation, community forums, peers, testing in a sandbox

Learning agility

Picks up a new platform or HR topic quickly when a client need arises; seeks out unfamiliar work

Problem diagnosis

Separates symptoms from root causes; validates with data before recommending

Client presence

Earns trust with HR leaders and executives; delivers difficult messages tactfully and with options

Ownership

Treats client outcomes as their own; follows through without being chased

Judgment and discretion

Handles confidential employee and benefits data and sensitive ER matters with care

Clear communication

Explains technical issues in plain language; writes clean documentation and recommendations

Self-direction

Manages multiple clients and shifting priorities with little supervision

Requirements

Required

5+ years of progressive HR experience, with exposure to both HR operations and HR technology

3+ years hands-on with at least one HRIS or HCM platform (for example Workday, UKG, ADP Workforce Now, Paylocity, Paycom, Rippling, BambooHR), including configuration, not only end-user work

Experience configuring or administering a benefits administration system (for example PlanSource, Businessolver, bswift, Benefitfocus, Employee Navigator or a native HCM benefits module)

Working knowledge of benefits eligibility, open enrollment, qualifying life events and carrier file feeds

Strong ACA knowledge, with hands-on experience in at least two ACA filing seasons: employer mandate rules, measurement periods, affordability safe harbors, and Form 1094-C/1095-C coding and filing

Experience handling employee relations matters and applying federal and state employment law (FMLA, ADA, FLSA, Title VII, COBRA, ACA)

Experience writing HR policies, procedures or handbooks

Track record of training users and building documentation

Strong Excel skills (lookups, pivot tables, data cleanup) and experience building reports in an HR system

Experience on at least one full-lifecycle system implementation

Preferred

Prior consulting, implementation partner or client-facing professional services experience

Exposure to multiple HRIS platforms, showing ability to learn new systems quickly

Workday certification or experience in Workday Benefits, HCM or reporting

Payroll experience or understanding of payroll and benefits deduction integration

Process improvement experience (Lean, Six Sigma or similar) or a documented efficiency win

Experience working with benefits brokers and carriers

Familiarity with integration tools and file formats (EDI 834, CSV, SFTP, EIB or similar)

Education and certifications

Bachelor’s degree in Human Resources, Business, Information Systems or related field, or equivalent experience