HR ADMINISTRATOR

• Own the end-to-end onboarding process for all new hires across multiple states, from offer acceptance through Day 1 readiness
• Enter and validate all new hire information in the HRIS, including personal data, Job title, department, location, manager, compensation details, Employment status, start dates and eligibility tracking.
• Ensure completion of all onboarding requirements, including I-9 verification and documentation, New hire forms and acknowledgements, State-specific notices and compliance documents
• Coordinate with Payroll to ensure accurate and timely pay setup
• Partner with Operations and HR leadership to ensure new hires are fully cleared and ready to work prior to their start date
• Serve as a primary HRIS administrator responsible for maintaining accurate employee records
• Process and audit all employee lifecycle changes, including Promotions, transfers, and lateral moves, Compensation changes, Status changes (LOA, returns, reclassifications), Manager and organizational changes, Terminations (voluntary and involuntary)
• Ensure all system updates are entered timely, properly approved and accurately reflected for payroll, reporting, and compliance purposes
• Conduct regular HRIS audits to ensure data accuracy and identify discrepancies
• Support system reporting needs related to headcount, turnover, audits, and compliance tracking
• Coordinate and manage state-specific employee badging and licensing requirements
• Track and maintain accurate records of Badge applications, renewals, approvals, expirations
• Ensure employees are properly badged and authorized before working in regulated environments
• Partner with Compliance, Security, and Operations to resolve badging issues or delays
• Maintain audit-ready documentation for state agencies and internal reviews
• Maintain complete and compliant employee files (electronic and/or physical)
• Ensure documentation aligns with federal, state, and company requirements
• Support internal and external audits related to Personnel files, I-9s, state compliance and badging
• Follow established controls and escalate discrepancies or risks to HR leadership
• Partner with HR Business Partners, Payroll, Operations leaders, Compliance and Legal (as needed)
• Provide accurate data and documentation to support investigations, audits, and reporting requests
• Serve as a trusted operational resource for managers and employees on onboarding and system-related inquiries

• 2+ years of HR administrative, HR operations, or HRIS experience
• Hands-on experience with HRIS systems (e.g., WURK, Dayforce, Workday, UKG, ADP, Paylocity, or similar)
• Experience supporting onboarding and employee lifecycle transactions
• Experience working in a multi-state environment
• Experience in highly regulated industries (cannabis, healthcare, manufacturing, finance, etc.)
• Prior experience managing state badging, licensing, or credentialing
• HR certification (PHR, SHRM-CP) a plus
• Exceptional attention to detail with a proven ability to manage complex, high-volume transactions
• Strong organizational and time-management skills with the ability to meet strict deadlines
• High level of discretion and professionalism when handling confidential information
• Ability to work independently while following established processes and controls
• Strong written and verbal communication skills
• Comfortable working in fast-paced, regulated, multi-state environments

• Accuracy and completeness of HRIS data
• Timeliness of onboarding and job change processing
• Compliance with state and federal requirements
• Minimal payroll or system-related errors
• Strong audit outcomes and documentation integrity

• This role is mission-critical to the company’s ability to scale responsibly, remain compliant, and support operational success. The HR Administrator is a key gatekeeper of data integrity, employee readiness, and regulatory compliance.

We may use artificial intelligence (AI) tools to support parts of the hiring process, such as reviewing applications, analyzing resumes, or assessing responses. These tools assist our recruitment team but do not replace human judgment. Final hiring decisions are ultimately made by humans. If you would like more information about how your data is processed, please contact us.