Job Information
Quorum Federal Credit Union Human Resources Operations Administrator - REMOTE in Purchase, New York
Description
Who Is Quorum?
Quorum Federal Credit Union is a modern financial services organization that blends over 90 years of trusted experience with innovative, technology-driven solutions. As a nationally recognized employer of choice, we attract and develop top talent, empowering our team to drive the organization forward. We’re a human-centered company, committed to creating a positive and enriching work journey while supporting the personal and professional growth of our employees.
Job Description Summary
The Human Resource Operations Administrator plays a key role in supporting our HR team’s mission to attract, develop, and retain top talent. This position ensures smooth HR operations by administering employee health insurance, benefits, and company perks, serving as a vital liaison between employees, insurance providers, and vendors. The role is also responsible for resolving benefits-related issues, ensuring positive employee experiences, and maintaining compliance with federal and state regulations.
Additionally, the HR Operations Administrator provides crucial administrative support to the HR function, including record-keeping, managing employee files, and processing employee hires, terminations, and changes within our HRIS. Through these efforts, this role helps foster a supportive and compliant work environment, contributing to our organization's ability to build and maintain a talented workforce for today and the future.
Key Job Responsibilities and Accountabilities
Manages transactions related to HRIS employee lifecycle via UKG (Hires, Terminations, LOA, Change in Pay, Promotions, Organizational updates, etc.).
Files documents into appropriate employee digital files.
Responsible for Onboarding New hires (after offer is accepted until first day).
Prepares new-employee files.
Submits online investigation requests and is responsible for new-employee background checks.
Administers employee separation processes.
Administers health and perks plans, including New Hire Benefit Orientation, enrollments, changes, and terminations. Processes required documents through payroll and insurance providers to ensure accurate record-keeping and proper deductions. Reconciles benefits invoices.
Conducts audits of benefits or other HR programs and recommends corrective action.
Provides general administrative support and assists with special projects, correspondence, and other HR-related tasks as needed to ensure smooth departmental operations.
Performs monthly, quarterly and annual reconciliations of various reports across the HR scope
Responsible for creating, maintaining and administrating company remote work culture events.
Responsible for maintaining the intranet page and employee announcements for Human Resource related functions.
Identifies process improvements to streamline operations and maintain adequate controls across the department.
Supports talent development initiatives by assisting with training program administration and providing backup for administrative and technical functions.
Utilizes data and analysis to prepare HR reports and metrics, supporting informed decision-making and contributing to strategic planning.
Promotes and maintains a positive work atmosphere by behaving and communicating in a manner consistent with professional standards to get along with members, co-workers, management, and vendors.
Keeps abreast of industry developments including, but not limited to, changes in regulations, technology, etc.
Ensures adherence to company policies and procedures and Banking/Credit Union Regulations.
Assists in the development and implementation of HR policies and procedures.
Maintains employee records and ensures compliance with data protection regulations.
Performs other duties as assigned by Supervisor.
Job Requirements, Competencies, and Skills
High school diploma or GED is required; a Bachelor’s degree in Human Resources, Business Administration or similar discipline is preferred, however a combination of education and directly-related experience may be considered.
Two to five years of experience in HR operations, benefits administration, onboarding or other related HR functions is required, including exposure to open enrollment cycles and experience with multiple HRIS – UKG proficiency is strongly preferred. Prior experience onboarding for a remote workforce is a plus.
Excellent interpersonal, verbal, and written communication skills with a focus on customer service.
Strong organizational, time management, and attention-to-detail skills with a proven ability to meet deadlines.
Working understanding of Human Resource principles, practices, and procedures.
Adaptable and able to handle shifting priorities in a fast-paced environment.
Proficient with Microsoft Office Suite and comfortable learning new HR technology tools and systems.
Experience with UKG strongly preferred; must have the ability to quickly become proficient with UKG or other HRIS systems.
Strong analytical skills, with the ability to interpret and utilize HR data to support decision-making.
Knowledge of federal and state employment laws and regulations.
Must demonstrate high accuracy in proofreading documentation and correspondence to prevent errors and fraud.
Ability to handle sensitive and confidential information with discretion.
Strong problem-solving skills and ability to make sound decisions.
Environmental / Physical / Mental Requirements
Employees are responsible for maintaining a stable internet connection, with a backup plan for using wired connections if Wi-Fi issues arise.
Must have a smartphone with current iOS or Android OS.
Must have a quiet, distraction-free workspace to ensure uninterrupted work and professional meetings.
Ability to collaborate effectively with employees and vendors via chat, email, telephone, and video conferencing, both on and off camera.
Capable of sitting at a workstation and working on a computer for extended periods.
Compliance/legal requirements
Quorum is an Equal Employment Opportunity and Affirmative Action Employer. Qualified applicants will be considered for employment without regard to race, color, religion, gender, sexual orientation, national origin, age, marital status, protected veteran status, or disability status.
Quorum will make reasonable accommodations in compliance with the Americans with Disabilities Act of 1990. Reasonable accommodations are available upon request for qualified individuals with disabilities throughout the application and employment process.
Qualified Applicants with arrest or Conviction records will be considered for employment in accordance with the Los Angeles County Fair Chance Ordinance for Employers and the California Fair Chance Act.
PLEASE NOTE
We are not able to consider candidates for this role who reside in Montana, Nebraska, Rhode Island, or Puerto Rico
Hourly Range: $27.88 to $29.81 per hour. Individual wage will vary based on skills and experience. Discretionary incentive compensation may be available based on company and individual performance.
Benefits: Medical, Vision, Dental, Retirement Benefits, and Paid Time Off (PTO)
#LI-Remote
Qualifications
Education
Required
- High School or better
Preferred
- Bachelors or better in Business Administration
Experience
Required
- 2-5 years: HS diploma or GED is required; Bachelor’s degree in Human Resources, Business Admin or similar is preferred, however a combination of education and directly-related experience may be considered. Two to five years of experience in HR operations, benefits administration, onboarding or other related HR functions is required, including exposure to open enrollment cycles & experience with multiple HRIS – UKG proficiency strongly preferred. Prior experience onboarding for a remote workforce is a plus.
Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities
The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor’s legal duty to furnish information. 41 CFR 60-1.35(c)