About Melita

Melita is an HR, Benefits, and Payroll outsourcing company, serving and building lasting relationships with small and mid-sized employers in the U.S. and abroad. We were founded over 30 years ago on a simple principle: to help our clients succeed by innovating, serving, and supporting their Human Resources, Employee Benefits, and Payroll needs. As a results-driven organization, we hold ourselves accountable for our promises, and we celebrate the successes of our clients. We live by a set of shared values that drive everything we do, and we are known for our high-integrity approach to building relationships with our clients and partners.

About the Role

This is a fully remote position. The People Operations Coordinator serves as HR liaison between Melita Group and its client organizations. Acting as a trusted partner and subject matter expert, this role delivers comprehensive HR operational support across the full employee lifecycle—from new client implementation through ongoing employee administration—responsible for executing onboarding and offboarding functions on behalf of clients.

The ideal candidate brings a strong foundation in HRIS platforms (ADP, Paylocity, Rippling), employment compliance, and client relationship management, and is adept at balancing high-touch client service with scalable, process-driven execution.

Primary Responsibilities

Serve as the People Operations contact for assigned client accounts.
Lead and facilitate regularly scheduled client meetings, following structured agendas and ensuring all open HR Ops items are addressed and tracked to resolution.
Proactively identify HR risks or service gaps and escalate appropriately to leadership.

New Client Implementation

Partner with the People Operations Manager in new client HR Workflows & Communications planning meetings.
Participate in all phases of client implementation, ensuring HR operational readiness.
Develop and customize client-specific HR templates (offer letters, onboarding checklists, policy acknowledgments, termination notices, etc.).
Oversee the collection and organization of existing client I-9 documentation; coordinate audit and transfer of records to active employee folders.
Coordinate background check communication cadence, ensuring background check requirements are communicated prior to the HR Workflow meeting.

Employee Onboarding

Send onboarding communications to client new hires, including welcome emails and new hire orientation (NHO) instructions.
Enter and/or review new hire records transfer to HRIS, ensuring data accuracy across all required fields.
Ensure required pre-employment and new hire paperwork (direct deposit forms, tax withholding elections, policy acknowledgments) is collected timely.
Conduct FLSA assessments to determine exempt/non-exempt status for each new hire.
Assess visa status for eligibility of tax treaty exemptions (F-1, J-1, M-1, Q-1, Q-2) and coordinate with relevant parties to obtain this information early in the process.
Monitor and continuously improve the onboarding workflow, including evaluation of NHO software platforms and collaboration with the Benefits team on benefits orientation content.
Coordinate new hire orientation scheduling and logistics, for client new hires.
Ensure New-hires receive state-mandated notifications.
Refresh the New Hire Orientation (NHO) deck annually or upon significant policy/benefit changes.

Employee Offboarding

Develop and maintain process documentation for all termination types (voluntary and involuntary), leveraging the Melita knowledge base where applicable.
Partner closely with the client HR team throughout the involuntary termination process; maintaining clear and timely communication at each step.
Ensure compliant separation documentation is prepared and executed.
Coordinate final pay information and confirm final paycheck issuance in accordance with applicable state law.
Confirm benefits termination dates and coordinate any rollover or continuation elections.
Complete and submit state unemployment insurance separation documentation (e.g., EDD forms).

HR Compliance

Maintain and update HRIS home pages with current compliance-related information.
Conduct semi-annual minimum wage audits and recommend corrective actions where applicable.
Partner with Compliance Specialist to coordinate EEO-1-;VETS 4212, and California Pay Data reporting

Employee & Client Change Management

Process and/or review employee data changes in ADP and Salesforce, including hire date corrections, manager updates, department transfers, and time & attendance adjustments.
Remind employees of tax election requirements when relocating to a new state; coordinate updates accordingly.
Assess and communicate benefits enrollment implications resulting from qualifying life events or employment status changes.
Manage HR operational updates resulting from client legal company name changes or address changes (holiday schedules, NHO documentation, termination templates, etc.).

Employment Verification & Administrative Support

Complete employment verification requests (VOEs) accurately and within SLA.
Complete EDD unemployment claim forms and other state agency inquiries as assigned.
Maintain organized, audit-ready employee and client records.

Oversight of HR Administrator (HRA) Service Delivery & Data Management

Serve as the day-to-day liaison and escalation point for HRA staff supporting assigned clients.
Learn and utilize our advance internal and external cloud-based software systems to support our clients and track work activities. Extensive use of Salesforce for our internal client management as well as a robust HR technology platform utilized by our clients.
Identify, escalate, and resolve service delivery issues in partnership with leadership.

Qualifications

Required

Bachelor’s degree in human resources, Business Administration, or a related field (or equivalent experience).
3+ years of HR operations, HR generalist, or HR services experience, preferably in a PEO, ASO, or HR outsourcing environment.
Demonstrated hands-on experience with ADP Workforce Now / Paylocity / Rippling (or equivalent HRIS) for new hire entry, employee changes, and reporting.
Working knowledge of employment compliance requirements: I-9/E-Verify, FLSA, FMLA, COBRA, EEO-1, and state-specific regulations.
Strong client-facing communication skills with the ability to facilitate meetings, present data, and manage competing priorities across multiple client accounts.
Proficiency in Microsoft Office Suite; comfort with HRIS systems.

Preferred

Experience with Salesforce (SF) or similar CRM used in an HR context.
PHR, SHRM-CP, or equivalent HR certification.