US Onboarding Specialist

Suna Solutions

Website: suna.com
Job details:

Job Title: On-Boarding Specialist

Salary: 40,000-50,000 per month

Location: Sector 75,Mohali

Shift: 8:30PM to 5:30AM (Night Shift)

Candidate must have US Staffing industry experience.

EXPECTATION FOR ALL EMPLOYEES:

Supports the organization's mission, vision, and values by exhibiting the following behaviors: excellence and competence, collaboration, innovation, respect, personalization, commitment to our company, client and community, and accountability and ownership of the position.

POSITION SUMMARY:

The People Operations Onboarding Specialist manages onboarding activities for Suna’s temporary Employer of Record (EOR) workforce, ensuring a timely, accurate, and compliant onboarding experience. This role serves as a key point of coordination between candidates, clients, recruiters, and internal teams, supporting documentation completion, system setup, and compliance requirements. The People Operations Onboarding Specialist also partners with the People Operations team to identify opportunities for process improvement and to support scalable onboarding practices as Suna continues to grow.

Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions

DUTIES AND RESPONSIBILITIES:

1. Manage End-to-End Onboarding for Temp EOR Employees

Tasks

• Coordinate all onboarding steps for temporary EOR employees, from offer acceptance through day-one readiness.
• Ensure completion of employment documentation, system setup, and client-specific requirements prior to start date.
• Track onboarding progress and proactively address delays or issues.
• Maintain ownership of onboarding cases until completion.

Success Measures

• New hires are fully onboarded and work-ready by their start date.
• Minimal onboarding delays or errors.
• Clear accountability for onboarding outcomes.

2. Serve as Primary Onboarding Point of Contact

Tasks

• Act as the main contact for new hires during onboarding, answering questions related to documentation, systems, policies, and next steps.
• Communicate onboarding timelines, expectations, and required actions clearly and professionally.
• Provide timely follow-up and updates to new hires and internal stakeholders.
• Deliver a positive and supportive onboarding experience.

Success Measures

• New hires report a clear and positive onboarding experience.
• Reduced inbound questions caused by confusion or unclear instructions.
• Consistent communication throughout the onboarding process.

3. Ensure Compliance and Documentation Accuracy

Tasks

• Collect, review, and validate onboarding documentation for completeness and accuracy.
• Ensure employment eligibility verification, background checks, and client-required screenings are completed correctly.
• Follow established compliance guidelines and flag discrepancies or risks.
• Maintain audit-ready onboarding records.

Success Measures

• Accurate, complete onboarding files.
• Clean audit results with minimal corrections required.
• Early identification and resolution of compliance issues.

4. Coordinate with Internal Teams and Clients

Tasks

• Partner with recruiters, client contacts, payroll, and People Operations team members to align onboarding timelines.
• Confirm start date readiness with all stakeholders.
• Communicate issues or delays promptly and coordinate resolution.
• Support client-specific onboarding requirements and workflows.

Success Measures

• Smooth handoffs between recruiting, onboarding, and payroll.
• Minimal start-date issues or last-minute escalations.
• Strong working relationships with internal teams and clients.

5. Maintain Accurate Systems and Records

Tasks

• Create and maintain accurate employee records in HRIS, onboarding platforms, and client systems.
• Ensure data accuracy across systems, including pay rates, job details, and employment status.
• Update records promptly when changes occur.
• Support data audits and corrections as needed.

Success Measures

• High data accuracy and integrity across systems.
• Fewer downstream payroll or compliance issues caused by data errors.
• Audit readiness at all times.

6. Support Process Improvement and Scalability

Tasks

• Identify onboarding process gaps, inefficiencies, or recurring issues.
• Provide feedback and recommendations to improve onboarding workflows.
• Assist with documentation of onboarding procedures and best practices.
• Support implementation of new tools or process changes.

Success Measures

• Improved onboarding efficiency and consistency.
• Reduced onboarding cycle time or error rates.
• Clear, documented onboarding processes.

7. Support People Operations Projects

Tasks

• Support People-led and cross-functional projects as assigned, particularly those related to onboarding, systems, or compliance.
• Complete project tasks accurately and on schedule.
• Provide operational input based on onboarding experience.
• Assist with testing, training, or rollout activities as needed.

Success Measures

• Projects supported are completed successfully and adopted.
• Contributions are practical and aligned with operational needs.
• Positive feedback from project stakeholders.

Minimum Qualifications

• 2+ years of experience in onboarding, HR operations, People Operations, or workforce administration.
• Experience managing employee onboarding processes, including documentation collection and system setup.
• Working knowledge of employment documentation and compliance requirements (e.g., employment eligibility verification, background checks).
• Strong attention to detail with the ability to manage multiple onboarding cases simultaneously.
• Clear written and verbal communication skills, with a customer-service mindset.
• Comfort working in HRIS, onboarding platforms, and other operational systems.

Preferred Qualifications

• Experience supporting temporary staffing, EOR, MSP, or contingent workforce models.
• Exposure to payroll or timekeeping systems and downstream impacts of onboarding data.
• Experience partnering with recruiters, clients, or external vendors during onboarding.
• Familiarity with audit preparation or compliance reviews.
• Experience contributing to process improvement or system implementation projects.
• HR-related certification or coursework (PHR, SHRM-CP, or similar) preferred but not required.

PHYSICAL REQUIREMENTS:

• Ability to sit for 2 hours without standing, sit up to 8+ hours per day.
• Ability to engage fine motor skills such as typing and writing for up to 2 hours without a break, use fine motor skills for up to 8+ hours per day.
• Ability to see and read computer screen, employment documents and correspondence.

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