Remote HR Coordinator jobs – Full‑Time Remote Position in Lebanon, Tennessee – HR Operations, ATS & Payroll Support – Entry‑Level to Mid‑Level Salary $45‑60k

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Remote HR Coordinator jobs – Full‑Time Remote Position in Lebanon, Tennessee – HR Operations, ATS & Payroll Support – Entry‑Level to Mid‑Level Salary $45‑60k We’re a midsize, privately‑owned firm that partners with a handful of high‑growth startups and established brands—all of which have a strong footprint in Lebanon, Tennessee and rely on us to keep their people processes humming. Over the past 14 months we’ve added three new clients in Lebanon, Tennessee alone, and that growth has created a clear need for a dedicated HR Coordinator who can work remotely while staying plugged into the local nuances of Lebanon, Tennessee’s talent market. In this role you’ll be the connective tissue between hiring managers, candidates, payroll, and our internal HRIS team. Think of yourself as the “first responder” for anything that lands in the HR inbox: a new hire request, a benefits question, a time‑off entry, an employee record update. You’ll own the day‑to‑day flow of information, keep our data clean, and make sure every employee – whether they live in Lebanon, Tennessee or half a world away – feels the same level of consistency and care. --- ### Why This Position Exists Now Our client roster grew 27 % YoY, and 68 % of that growth came from companies expanding in the Lebanon, Tennessee region. Those clients have asked for faster onboarding cycles (our current average is 9 days from offer acceptance to first‑day login) and tighter compliance reporting (particularly around remote work tax forms). The senior HR manager, who previously handled coordination as a side‑task, needs a partner who can take the whole coordination function off their plate, allowing them to focus on strategy and talent planning. In short, the volume of onboarding, off‑boarding, and benefits administration has outstripped what a single senior recruiter can comfortably manage. We need a specialist who lives in the world of HR admin, loves the rhythm of a well‑run process, and can do it all from a home office with reliable internet. --- ### The Team You’ll Join -

HR Ops Lead (Jane):

Sets the weekly priorities, reviews SLA performance, and is the go‑to for any complex compliance questions. -

Talent Acquisition Partner (Marco):

Works the front end of hiring, passes candidate files to you, and expects a clean handoff. -

Benefits Specialist (Lena):

Manages health, vision, and retirement plans; you’ll route employee inquiries her way. -

Finance & Payroll Analyst (Sam):

Coordinates payroll timing, ensures deductions are accurate, and relies on you for up‑to‑date employee status changes. All of us are geographically dispersed, but we meet on Zoom three times a week. Our daily chat lives in Slack, with a dedicated #hr‑coordination channel where we share quick wins and troubleshoot bottlenecks. The culture is “get‑it‑done, then celebrate,” and we keep a running list of “human moments” that remind us why we’re all here. > “I still remember the first time I helped a new hire in Lebanon, Tennessee set up their home office. He was nervous about the Wi‑Fi, we walked through the VPN together, and when his first paycheck hit his account, he sent a gif of a dancing cat. That’s the kind of small win that keeps me smiling.” – Jane, HR Ops Lead --- ### What a Typical Day Looks Like 1.

Morning inbox sweep (30 min):

- Scan the HR mailbox for new hire requests, benefits changes, and upcoming compliance deadlines. - Flag any items that need immediate escalation to Jane or Sam. 2.

Onboarding queue (2 hrs):

- Pull candidate data from Greenhouse, verify background check status, and create employee profiles in BambooHR. - Send welcome packets (digital) and schedule onboarding sessions on Calendly. - Update the onboarding tracker in Smartsheet – we keep a live KPI that tells us we’re hitting 95 % of hires within 7 days. 3.

Benefits & Payroll sync (1 hr):

- Cross‑check new hires against the benefits enrollment window; upload data to Zenefits. - Notify Sam of any retroactive pay changes; ensure the next payroll run reflects those adjustments. 4.

Compliance corner (45 min):

- Review remote work tax forms for new employees based in Lebanon, Tennessee; confirm they’ve signed the appropriate state addendum. - Log any audit trail items in Confluence. 5.

Employee lifecycle support (1 hr):

- Process time‑off requests in BambooHR, verify accrual balances, and communicate approvals. - Coordinate equipment returns for departing staff; schedule a pick‑up with our courier partner, ShipBob. 6.

Wrap‑up & reporting (30 min):

- Update the weekly HR metrics dashboard in PowerBI: onboarding time, employee data accuracy rate, benefits enrollment % completion. - Send a brief status email to the team, highlighting any roadblocks and celebrating quick wins. The schedule is flexible – we trust you to manage your own time as long as the service level agreements (SLAs) stay on target: 95 % of onboarding within 8 days, 99 % data entry accuracy, and 98 % of employee inquiries answered within 24 hours. --- ### Core Responsibilities -

Data integrity:

Enter, audit, and maintain employee records in BambooHR and Workday (our secondary system) with less than 1 % error rate. -

Onboarding & off‑boarding:

Drive the full lifecycle for every employee – from offer acceptance to termination paperwork – ensuring all steps are completed on schedule. -

Benefits administration:

Serve as the first point of contact for health, dental, vision, and 401(k) enrollment; liaise with Zenefits and external carriers. -

Payroll coordination:

Communicate status changes to the payroll team; verify new hires, terminations, and salary adjustments are reflected correctly. -

Compliance & reporting:

Maintain up‑to‑date knowledge of federal, state (including Lebanon, Tennessee), and local labor regulations; produce monthly compliance reports for senior leadership. -

Process improvement:

Identify bottlenecks in the HR workflow, propose solutions, and pilot small automation scripts (e.g., using Zapier or Power Automate). -

Employee experience:

Respond to day‑to‑day HR queries via Slack, email, or the internal ticketing system (Zendesk); aim for a 4.8/5 satisfaction rating on internal surveys. --- ### Tools & Technologies You’ll Use 1.

BambooHR

– primary HRIS for employee records and time‑off. 2.

Greenhouse

– applicant tracking system (ATS) where you’ll pull candidate data. 3.

Zenefits

– benefits enrollment and administration platform. 4.

Workday

– secondary HR system used for payroll integration. 5.

Smartsheet

– the live onboarding tracker and SLA dashboard. 6.

PowerBI

– for pulling HR metrics and creating visual reports. 7.

Slack

– daily communication, quick questions, and #hr‑coordination channel. 8.

Zoom

– virtual onboarding sessions and team stand‑ups. 9.

Calendly

– scheduling onboarding meetings and benefits webinars. 10.

Zapier / Power Automate

– light‑weight automation of repetitive tasks. 11.

Confluence

– documentation hub for processes and audit trails. 12.

Zendesk

– ticketing system for HR inquiries and troubleshooting. You won’t need to be a certified PowerBI wizard, but you should feel comfortable pulling a KPI report and explaining what it means to a non‑technical stakeholder. --- ### Success Metrics -

Onboarding speed:

Average days from acceptance to system access ≤ 8 days (current baseline 9.2). -

Data accuracy:

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