HRIS Coordinator

We need to output HTML fragment with headings

for sections: About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule. Only include sections that have real specific content. We must not repeat job title. Must not include Job ID etc. Must preserve all substantive info. Remove boilerplate like EEO, legal, etc. Also remove navigation, cookie, etc. The posting includes: Founded in 1999... description of Audax Group. That's about the company; could be "About the role"? Actually "About the role" is for role description. The POSITION SUMMARY is about role. So we can put that under

About the role

maybe. Or we could use "About the role" heading and include the position summary paragraph. Responsibilities: there is a big block under RESPONSIBILITIES with subcategories: Onboarding/Offboarding & Benefits, Performance Review Process Management, HR System and Data Management Support, General HR Support. We need to output

• for any list of duties/requirements/benefits. So we can list each bullet as
• . Should we preserve subheadings? Probably not needed; we can just list each duty as separate
• . But we need to preserve all substantive info; we can keep the details inside each
• . Might be long but okay. Requirements/Qualifications: The posting has REQUIREMENTS/QUALIFICATIONS: list of bullet-like sentences. We'll output as
  • . Skills: Not explicitly separate; but we could combine with Requirements. However we have a separate "Skills" heading possible if there is content. The posting includes "Basic knowledge of Microsoft Excel (VLOOKUP, Pivot Tables, etc.). Strong analytical skills...". Those are skills. Could put under Skills heading. But we already have Requirements/Qualifications includes those. The instruction: Prefer a few substantive sections over many thin ones. So maybe combine Requirements and Qualifications into one section

    Requirements

    (or Requirements/Qualifications). But they said use headings e.g. About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule. We can choose to include Requirements and Qualifications separate if there is content. There is content for both; but they overlap. Could split: Requirements: Bachelor’s degree..., 2-3 years..., Experience..., Basic knowledge..., Strong analytical..., Strong organizational..., Proactive..., Excellent..., Strong attention..., Collaborative... That's basically all. Qualifications maybe same. To avoid duplication, we could put all under Requirements and skip Qualifications. Or we could put Requirements heading with degree and experience, and Qualifications heading with skills. But that would split similar content. Better to follow instruction: prefer few substantive sections. So we can have About the role, Responsibilities, Requirements (which includes qualifications and skills). Benefits: there is a paragraph about benefits under OTHER DUTIES: "Audax offers a wide range of employee benefits, including health insurance, life insurance, disability insurance, paid time off (including sick leave, parental leave, volunteer leave, and vacation), charitable donation match, family support services (including Bright Horizons and Benefit Advocate Center), and a 401(k) in addition to other benefits." That's specific benefits. So we can include Benefits heading. Pay: there is salary range: "For Massachusetts: The base salary range for this position is $65,000 - $80,000." Also mention discretionary incentive compensation. So we can include Pay heading. Schedule: Not mentioned. So we should NOT include Schedule heading. We must not include boilerplate like equal opportunity, unsolicited resumes, etc. Also remove the "Founded in 1999..." paragraph? That's about the company, not role. Could be considered "About the role"? Actually it's about Audax Group. Might be considered background but not required. The instruction: Preserve ALL substantive information; do NOT invent or summarize away detail. The company description is substantive info about the employer. Should we keep it? It is not about the role but about the company. The instruction says preserve ALL substantive information; but also we should not include boilerplate like legal/EEO etc. The company description is not boilerplate; it's substantive. Should we include it? Possibly under About the role or a separate section like "About the company". But headings list does not include About the company. However we could include it under About the role as context. The instruction: Use

    for section headings (e.g. About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule). It says e.g., not limited to. So we could add another heading like "About Audax". But they didn't forbid other headings. However they said "Use

    for section headings (e.g. About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule)." That suggests those are examples; we can use others if needed. But to be safe, we could incorporate the company description into About the role paragraph. Thus About the role section will contain: "Founded in 1999, Audax Group is a leading alternative investment manager with offices in Boston, New York, San Francisco, London and Hong Kong. With approximately $42 billion of assets under management and more than 475 employees, Audax is a leading capital partner for middle market companies, operating through three business lines: Audax Private Equity, Audax Private Debt, and Audax Strategic Capital. For more information, visit www.audaxgroup.com or follow Audax Group on LinkedIn. POSITION SUMMARY: We are seeking a detail-oriented and proactive Coordinator to join our HR Operations team in our Boston office. In this role, you will support a broad range of HR processes and programs across the firm, including onboarding and offboarding, benefits administration, performance review cycles, HRIS data entry and maintenance, and other firmwide HR initiatives. You will work closely with HR leadership and the broader HR team, as well as internal stakeholders and technology partners, to ensure HR processes, review cycles, and data are managed accurately, efficiently, and on time. The ideal candidate is highly organized, comfortable working across systems and processes, and able to effectively manage multiple priorities while communicating with stakeholders across the organization. This role will also play an important part in maintaining HR data integrity, supporting reporting and analytics, and helping implement and enhance HR systems, processes, and technology." We need to ensure we don't repeat the job title as heading. The job title is "Coordinator". Not used as heading. Now Responsibilities: We'll list each duty as

    . We'll need to capture all bullet points from the responsibilities block. Let's extract: Onboarding / Off boarding & Benefits - Provide support to the Human Resource team to ensure seamless onboarding & off-boarding process and benefit program implementation, including system setup and documentation. - Work within Greenhouse Onboarding, our onboarding platform, to set up new hires and send out welcome communications. - Ensure new hire and terminated employee data entry is consistent across Greenhouse Onboarding and our HRIS. - Assist with new hire training scheduling and on-going training initiatives, as needed. - Help prepare packets for new employee benefits orientation, help ensure enrollment paperwork is complete, sit in on orientations to gain an understanding of benefit plans and enrollment. - Prepare off boarding paperwork, termination packets, schedule exit interviews and other relevant departure meetings. - Coordinate with IT, Facilities, Reception, Payroll, and other departments to ensure smooth onboardings and departures. - Answer day-to-day employee questions about benefits and HR processes regarding enrollment and plan specific questions. Performance Review Process Management - Assist in administrative and coordination aspects of the performance review process. - Support the review process by helping with updating review and other internal data systems with changes, material assembly, review scheduling, printing, distribution, and document management at end of process. - Monitor and track progress of review submissions, including self-evaluations and feedback, and provide reminders to employees and managers as needed. - Define and align security access levels for different roles (titles/departments) involved in the review process. - Provide accurate participant lists for system setup and access. - Review and provide direction on changes to all forms. - Confirm that all forms are live, accessible, and functioning properly before launch. - Send timely communications to employees and leaders, including launch announcements, reminders, and follow-ups for outstanding submissions. - Maintain accurate records and audit trails throughout the performance review cycle. - Provide support with day-to-day Lattice performance user questions. - Help support the documentation of recurring review processes. HR System and Data Management Support - Support data entry and updates in HR systems (HRIS, ATS, Lattice, time-tracking, payroll, etc.). - Troubleshoot simple system issues and escalate as needed. - Help with testing and implementation of HR system updates or new features. - Document HRIS procedures and user guides; assist in user training as needed. - Coordinate with broader HR team to maintain best practices related to data entry and systems utilization. - Collaborate with IT, Payroll, and other departments to support cross-functional processes and resolve technical issues. - Troubleshoot access or process-related issues, escalating as needed to ensure minimal disruption. - Act as a liaison between HR, Business Solutions, stakeholders and employees to resolve questions quickly. - Assist with HRIS data entry, auditing, and reporting to ensure accurate employee records; work within system to configure fields or reporting. - Collaborate with HR Senior Associate to build efficient and accurate monthly reporting. - Help generate routine and ad-hoc HR reports and dashboards (headcount, turnover, compliance, etc.). General HR Support - Assist with ad hoc HR projects such as engagement surveys and organizational reporting. - Provide administrative support for HR programs as needed. - Support and own special projects as needed. - Manage invoicing as needed including HRIS and miscellaneous benefit admin invoices. We'll output these as

    under a

    . Now Requirements/Qualifications: We'll combine into Requirements section. List: - Bachelor’s degree in human resources, Business, or related field preferred. - 2-3 years of HR coordination, analyst, or HRIS/system administration experience; exposure to performance management cycles, on and offboarding processes, and benefit administration preferred. - Experience working with HR systems (HRIS, ATS, onboarding, time tracking, benefit vendors, etc.) - Basic knowledge of Microsoft Excel (VLOOKUP, Pivot Tables, etc.). - Strong analytical skills with the ability to evaluate complex data and translate it into clear actions or takeaways. - Strong organizational skills with the ability to manage multiple tasks, deadlines, and stakeholders simultaneously. - Proactive & takes initiative. - Excellent written and verbal communication skills. - Strong attention to detail with a focus on accuracy and quality control. - Collaborative team player who is also comfortable working independently. We could also include "Strong analytical skills..." etc. Now Benefits: list specifics: - health insurance - life insurance - disability insurance - paid time off (including sick leave, parental leave, volunteer leave, and vacation) - charitable donation match - family support services (including Bright Horizons and Benefit Advocate Center) - 401(k) - other benefits (maybe mention "in addition to other benefits"). We'll output as
    • . Pay: include salary range and discretionary incentive. - Base salary range: $65,000 - $80,000 (Massachusetts) - Eligible for annual discretionary incentive compensation based on performance. We'll output as
      • . Now we must not include Schedule. We must not include boilerplate like EEO, unsolicited resumes, legal, etc. Also remove the "OTHER DUTIES:" heading? We already extracted benefits and pay from that section; we should discard the rest of OTHER DUTIES like "This job description is not designed to cover..." etc. That's boilerplate; remove. Also remove the "For Massachusetts: ..." we already used for pay. The rest of that paragraph about benefits we used. The rest about "This job description is not designed..." remove. Also remove