• Serve as the primary administrator and owner of the HRIS platform (Rippling) • Configure and maintain workflows including onboarding, approvals, compensation changes, and other HR processes • Ensure ongoing data accuracy, consistency, and integrity across the system • Generate and analyze reports such as headcount, turnover, compensation, and other key HR metrics • Build dashboards and reporting tools to support leadership decision-making • Lead HRIS implementations and system rollouts, including enhancements within Rippling • Manage integrations with third-party systems such as benefits, payroll, and performance management tools (e.g., 15Five) • Translate HR policies and processes into scalable, automated system workflows • Identify opportunities to automate manual tasks and improve operational efficiency • Diagnose and resolve system issues in a timely and effective manner

Role Description The HRIS Specialist is responsible for the administration, optimization, and ongoing management of the organization’s Human Resources Information Systems, with a primary focus on Rippling. This role plays a critical part in ensuring data integrity, driving process efficiency, and enabling scalable HR operations through system configuration, reporting, and cross-functional collaboration. The ideal candidate is both technically proficient and process-oriented, with a strong ability to translate business needs into effective system solutions. Key Responsibilities - System Ownership - Serve as the primary administrator and owner of the HRIS platform (Rippling) - Configure and maintain workflows including onboarding, approvals, compensation changes, and other HR processes - Ensure ongoing data accuracy, consistency, and integrity across the system - Data & Reporting - Generate and analyze reports such as headcount, turnover, compensation, and other key HR metrics - Build dashboards and reporting tools to support leadership decision-making - Ensure data is clean, reliable, and usable across integrated systems - Implementations & Integrations - Lead HRIS implementations and system rollouts, including enhancements within Rippling - Manage integrations with third-party systems such as benefits, payroll, and performance management tools (e.g., 15Five) - Support data migrations related to M&A activity, onboarding new entities, or system transitions - Process Design - Translate HR policies and processes into scalable, automated system workflows - Identify opportunities to automate manual tasks and improve operational efficiency - Continuously evaluate and enhance processes to support growth and scalability - Troubleshooting & Support - Diagnose and resolve system issues in a timely and effective manner - Provide support to HR team members and employees on system functionality and questions - Partner with external vendors to troubleshoot issues and manage escalations as needed Qualifications - 3+ years of experience in HRIS, HR operations, or a related field - Hands-on experience with HRIS platforms (Rippling strongly preferred) - Strong analytical skills with experience in reporting and data management - Experience with system implementations, integrations, and process automation - High attention to detail with a focus on data accuracy and integrity - Ability to manage multiple priorities in a fast-paced environment - Strong communication skills and a collaborative mindset - Experience supporting M&A integrations or multi-entity environments - Familiarity with payroll, benefits administration, and performance management systems - Experience working in a high-growth or scaling organization

Role Description The Human Resources Generalist performs professional-level human resources work supporting countywide recruitment, onboarding, employee relations, benefits administration, leave management, compliance, and personnel recordkeeping. This position serves as a primary point of contact for employees and supervisors, provides guidance on personnel policies and procedures, assists with regulatory reporting, and supports the Human Resources Director in maintaining compliance with state and federal employment laws. Examples of Duties Essential Duties and Responsibilities - Coordinate and administer recruitment activities including: - Advertising - Applicant screening - Coordinating interviews - Reference checking - Pre-employment testing - Completing background checks - Preparing offer letters - Conduct and coordinate new employee onboarding and orientation. - Prepare, process, and maintain personnel documentation including: - New hire paperwork - Employment changes - Separation records - Provide administrative, clerical, and technical support to the Human Resources Department and Human Resources Director. - Enter, update, and maintain employee data in the Human Resources Information System (HRIS) and related databases. - Respond to employee and supervisor inquiries regarding: - Personnel policies - Procedures - Benefits - Leaves of absence - Employment-related matters - Compile data, conduct research, and prepare reports for management including: - Monthly - Quarterly - Annual personnel and compliance reports - Prepare agendas, packets, and materials for Personnel Committee meetings; attend meetings, record minutes, and post agendas and minutes in compliance with open meeting requirements. - Assist with preparation and maintenance of County personnel policies, procedures, job descriptions, and position classifications. - Assist with required state and federal reporting including: - EEO-4 - ACA tracking - Other mandated submissions - Assist employees with benefits enrollment, changes, and questions; serve as liaison with benefit vendors and third-party administrators. - Administer and track Family and Medical Leave Act (FMLA) requests and related documentation. - Track and monitor Worker’s Compensation claims; prepare required documentation and coordinate with insurers and administrators. - Attend trainings, seminars, and workshops related to human resources functions and compliance. - Maintain confidentiality of sensitive and protected information at all times. - Perform related duties and special projects as assigned. Qualifications - Bachelor’s degree in Human Resources Management, Industrial Relations, Business Administration, Public Administration, Psychology, or a closely related field. - Two (2) years of experience in human resources administration or a related field, or successful completion of a Human Resources internship performing similar duties. - Ability to successfully pass a criminal background check. Requirements - Knowledge of human resources principles, practices, and procedures. - Knowledge of federal and state employment laws and regulations including FMLA, ADA, FLSA, and EEO requirements. - Knowledge of benefits administration, leave management, and personnel recordkeeping. - Ability to interpret and explain policies and procedures to employees and supervisors. - Ability to handle sensitive and confidential matters with discretion and professionalism. - Ability to organize work, manage priorities, and work independently. - Ability to communicate effectively with employees, supervisors, department heads, vendors, and the public. - Ability to carry out both oral and written instruction. Benefits - Microsoft Outlook, Word, Excel, PowerPoint, and Publisher - Munis - Microsoft Teams - WebEx - Computer, copier, scanner, printer, and multi-line phone system Physical Requirements and Working Conditions This position requires sitting, standing, walking, and repetitive hand movements associated with computer and office work. Work is performed primarily in an indoor office environment. Occasional work outside normal business hours may be required for meetings, training, or compliance deadlines.

• Support the execution of established HR strategies by partnering with people managers and functional leaders • Build relationships with business leaders to support organizational and people-related strategy and execution • Act as the advocate for leading talent management and succession planning • Create development programs for high-potential employees • Partner with leadership to identify and diagnose gaps between current and desired organization performance • Analyze workforce trends to model and forecast future labor requirements • Review key business performance targets and their related talent implications