Operations & Systems Specialist

Description

Trust Consulting Services is seeking a highly organized and detail-oriented Human Resources Operations & Systems Specialist to support HR operations, employee lifecycle administration, workforce data management, payroll and benefits coordination, compliance tracking, reporting, and enterprise systems administration. This role serves as a key operational resource within the HR department, ensuring accurate employee records, efficient HR processes, effective reporting, and successful administration of workforce management systems. The Specialist will play a critical role in supporting the implementation, adoption, training, and ongoing administration of the WinTeam ERP platform, while ensuring data integrity, operational efficiency, and successful workforce management processes across the organization

Requirements

HR Operations

• •Support recruiting coordination, onboarding, orientation, employee status changes, and offboarding activities.
• •Process and maintain employee records, HR transactions, and personnel documentation.
• •Ensure completion and accuracy of employment documents, including I-9s, E-Verify, direct deposit forms, policy acknowledgments, and benefits enrollment documentation.
• •Respond to employee and manager inquiries regarding HR processes, policies, benefits, and employment-related matters.
• •Maintain personnel files and ensure compliance with company policies and record retention requirements.

HR Systems & ERP Administration

• •Serve as the primary HR support resource for WinTeam and other HR technology platforms.
• •Maintain employee, organizational, payroll, and workforce data within HR and ERP systems.
• •Support system configuration, testing, implementation activities, process improvements, and post-go-live stabilization efforts associated with enterprise HRIS implementation
• •Serve as the front-line HR point of contact for WinTeam questions, issues, and how-to requests from employees and managers throughout each phase of enterprise HRIS implementation
• •Triage and resolve routine WinTeam user issues; escalate system-level, configuration, integration, or technical concerns to enterprise HRIS implementation leadership, implementation partners, or appropriate stakeholders.
• •Perform routine data audits and reconciliations to ensure data accuracy and integrity across systems.
• •Assist with user training, troubleshooting, and support related to workforce management and HR systems.
• •Create and maintain standard operating procedures, job aids, quick-reference guides, process documentation, and user guides to support system adoption and operational consistency

Reporting & Data Management

• •Generate HR, payroll, benefits, compliance, and workforce reports.
• •Maintain workforce data accuracy through regular audits and quality reviews.
• •Provide reporting and workforce analytics support to HR leadership and business stakeholders.
• •Assist with dashboard development and data-driven decision-making initiatives.
• •Monitor system adoption metrics, recurring user issues, support trends, and data quality indicators during enterprise HRIS implementation phases and provide recommendations and updates to HR leadership

Process Improvement & Change Management

• •Identify opportunities to improve HR operational efficiency, reporting, and system utilization.
• •Assist in the implementation and optimization of WinTeam and other workforce technologies.
• •Support organizational change management, user readiness, and adoption initiatives related to enterprise HRIS implementation
• •Coordinate, facilitate, or support WinTeam training sessions, office hours, and knowledge-transfer activities for HR, payroll, and operational users transitioning to new systems and processes.
• •Gather, document, and communicate user feedback, pain points, training needs, and process improvement opportunities to support continuous improvement and successful system adoption.
• •Identify adoption challenges, process gaps, or workforce impacts early and collaborate with stakeholders to implement corrective actions before they affect payroll accuracy, reporting, or operational performance.
• •Contribute to the development of workflows, automation opportunities, and operational best practices