Human Resources Operations Lead

Human Resources Lead

Location: United States (Remote / Hybrid / On-Site as Applicable)
Department: Human Resources
Reports To: Human Resources Manager / Director of Human Resources

At CS Contract Solutions, our mission is to empower our employees to deliver exceptional results through innovation, collaboration, and unwavering commitment to excellence as we work together to build out the nation's fiber optic networks of tomorrow. We strive to cultivate a culture that fosters creativity, integrity, and continuous learning.

We offer highly competitive pay, health, vision, and dental insurance, PTO, and 401k. CS Contract Solutions is growing rapidly and believes in promoting from within. We have many growth opportunities available and offer paid training for all skill levels.

• Honesty and Integrity
• Attitude over Skills
• Courage
• The 3 E’s. Effort, Energy, and Execution
• Keep your axe sharp

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Position Summary

The Human Resources Operations Lead serves as a senior operational and systems-focused HR professional responsible for overseeing HRIS data integrity, employee lifecycle transactions, and core HR administrative functions. This role plays a critical leadership function within Human Resources by ensuring accurate, compliant, and timely processing of employee data while acting as a subject-matter expert for HR systems, onboarding, and employee record management.

In addition to hands-on execution, the Human Resources Operations Lead provides guidance and functional oversight to HR Specialists, supports HRIS enhancements, and partners closely with HR and Talent Acquisition teams to streamline processes, improve reporting capabilities, and elevate the employee experience. This position is essential to fostering a data-driven, compliant, and scalable HR operation.

Key Responsibilities

HRIS Ownership & Data Governance

• Serve as the lead administrator and subject-matter expert for HRIS data entry, maintenance, audits, and reporting.
• Ensure the accuracy, confidentiality, and integrity of employee records throughout the employee lifecycle (onboarding, changes, leaves, and offboarding).
• Establish and maintain standardized HRIS processes, documentation, and controls to support compliance and operational consistency.
• Partner with HR leadership on HRIS enhancements, upgrades, testing, and system optimization initiatives.

Onboarding & Employee Lifecycle Management

• Lead and oversee the initial onboarding process for new hires, ensuring a consistent, compliant, and positive first impression aligned with organizational culture.
• Coordinate and validate employee data changes, including job changes, compensation updates, status changes, and terminations.
• Support offboarding processes, ensuring records are accurately updated, and documentation is completed timely and securely.
• Act as a resource for HR and TA teams regarding onboarding workflows and employee data requirements.

Leadership & Functional Support

• Provide day-to-day guidance, quality control, and informal leadership to HR Specialists and administrative HR staff, as applicable.
• Serve as an escalation point for complex HRIS, onboarding, and data-related issues.

• Collaborate with cross-functional partners to continuously improve HR operational workflows and service delivery.
• Support HR Managers and Directors with administrative preparation, audits, and special HR initiatives.

Reporting, Analytics & Compliance

• Generate, analyze, and interpret HR reports related to employee data, turnover, headcount, compliance, and workforce trends.
• Ensure HRIS data supports federal, state, and local employment law compliance, including record retention and reporting requirements.
• Assist with internal and external audits by providing accurate HR data and documentation.
• Promote a data-driven culture by ensuring leadership has access to reliable, actionable HR metrics.

Employee & HR Support

• Respond to HRIS-related inquiries from employees and internal stakeholders with professionalism and discretion.
• Troubleshoot data discrepancies and system issues, coordinating with vendors or IT as needed.
• Support HR policy administration by ensuring system alignment with current policies and procedures.

Minimum Qualifications

• Bachelor’s degree in Human Resources, Business Administration, or a related field, or equivalent progressive experience in Human Resources.
• Minimum of 4 years of progressive Human Resources experience, including HRIS and employee data management
• Demonstrated experience with high-volume data entry in an HR or regulated environment.
• Strong attention to detail, organizational skills, and data accuracy.
• Proven ability to manage competing priorities, pivot quickly, and meet deadlines in a fast-paced environment.
• High level of discretion and professionalism when handling confidential information.

Preferred Qualifications

• Bachelor’s degree in Human Resources, Business Administration, or a related field.
• Experience administering HRIS platforms such as Workday,*ADP, SAP, or similar systems.
• Working knowledge of HR policies, procedures, and employment law fundamentals.
• Experience supporting HRIS implementations, system upgrades, or data conversions.
• HR certification (e.g., SHRM-CP, PHR) is a plus.

Required Skills & Competencies

• Advanced data entry and validation expertise
• HRIS administration and reporting proficiency
• Strong analytical and problem-solving skills
• Clear, professional written and verbal communication
• Process improvement and systems thinking
• Compliance-oriented mindset
• Ability to lead through influence and subject-matter expertise