Workforce Administration Lead

WHY JOIN ENTREGA
Entrega is a growing technology professional services firm headquartered in Michigan, delivering enterprise technology, digital, and business solutions to global clients. We help leading organizations solve complex business challenges through the successful execution of business-critical technology initiatives, supported by our ongoing investment in our people, processes, and technology.

At Entrega, we believe exceptional client outcomes begin with exceptional employees. We provide an environment where professionals are trusted with meaningful responsibility, supported by experienced leadership, and empowered to make a measurable impact.

You'll work alongside a talented team serving Fortune 500 clients, contribute to high-visibility initiatives, and have opportunities to influence how our company continues to grow. As we expand, employees who consistently deliver results have opportunities to broaden their responsibilities, advance their careers, and help shape the future of the organization.

If you're looking for an opportunity to make a meaningful impact, learn and grow professionally, and help shape the future of a growing professional services firm, we encourage you to explore a career with Entrega.

POSITION DETAILS
The following information provides an overview of the work arrangement and key logistical aspects of the role. Specific details may vary based on business needs and the requirements of the position.

• Work Location: Onsite – Troy, Michigan
• Employment Type: Full-Time
• Travel: Occasional local travel, as needed

POSITION SUMMARY
Entrega is seeking a highly organized, process-oriented Workforce Administration Lead to help build, operate, and continuously improve the administrative practices and services that support employees throughout the employment lifecycle.

The Workforce Administration Lead is a senior individual contributor responsible for helping ensure workforce administration processes operate accurately, consistently, efficiently, and on time. The role serves as a critical operational bridge between recruiting and employment, helping ensure that individuals selected for hire successfully transition from candidates into fully prepared Entrega employees.

Working closely with Talent Acquisition, Resource Operations, HR Operations, managers, and other internal stakeholders, the Workforce Administration Lead will coordinate the transition from accepted hire through pre-employment requirements, employment setup, onboarding, and workforce readiness. The role is responsible for creating visibility across this transition, ensuring required activities and handoffs occur, identifying gaps or delays, and driving outstanding requirements through completion.

Beyond the recruiting-to-employment transition, the Workforce Administration Lead helps operate the administrative infrastructure supporting employees throughout their time with Entrega, including onboarding, employee changes, workforce records and systems, benefits administration coordination, employee services, and offboarding.

This role goes beyond processing transactions. The Workforce Administration Lead is expected to understand how workforce processes should operate end to end, identify gaps and breakdowns, improve processes, establish appropriate controls and visibility, coordinate work across organizational boundaries, and ensure important activities are driven through completion.

This is an opportunity to help build the workforce administration infrastructure of a growing professional services firm. The successful candidate will combine strong operational discipline, attention to detail, service orientation, process thinking, and personal accountability with the ability to improve how work gets done.

RESPONSIBILITIES
This description reflects the primary accountabilities of the role and is not intended to be an exhaustive list of all responsibilities. Role scope may evolve in alignment with business needs.

• Recruiting-to-Employment Transition
• Serve as the primary Workforce Performance & Operations interface supporting the transition from recruiting into employment.
• Coordinate the operational handoff of individuals selected for hire from Talent Acquisition into workforce administration.
• Establish and maintain clear handoff requirements, workflows, responsibilities, checkpoints, and completion criteria for the recruiting-to-employment transition.
• Coordinate offer and employment documentation following approved hiring decisions and compensation requirements.
• Coordinate background checks, employment verifications, and other required pre-employment activities.
• Collect and coordinate information required to establish new employees within applicable workforce systems and processes.
• Coordinate with employees, managers, Technology, Finance, Resource Operations, and other stakeholders to support employee readiness.
• Maintain visibility into each incoming employee's transition status, outstanding requirements, dependencies, risks, and targeted start date.
• Identify incomplete, overdue, inconsistent, or at-risk activities and proactively drive them toward resolution.
• Escalate issues that could affect an employee's start date, employment readiness, or successful onboarding.
• Help ensure new employees arrive with required administrative, system, organizational, and onboarding activities appropriately coordinated.
• Evaluate transition performance and identify recurring breakdowns, delays, or handoff issues requiring process improvement.
• Employee Lifecycle Administration
• Help establish and operate the administrative processes supporting employees throughout the employment lifecycle.
• Coordinate onboarding activities from initiation through successful completion.
• Facilitate new hire orientation and onboarding logistics.
• Coordinate employee changes including promotions, transfers, compensation changes, work arrangement changes, and other employment updates.
• Coordinate employee separation and offboarding processes.
• Ensure employee lifecycle changes are accurately communicated, documented, and reflected across applicable systems and processes.
• Maintain visibility into open employee lifecycle activities and drive outstanding requirements through completion.
• Identify incomplete, overdue, inconsistent, or at-risk activities and take appropriate action.
• Workforce Administration
• Operate and continuously improve recurring workforce administration processes.
• Maintain accurate employee information, workforce records, and HR systems.
• Coordinate benefits enrollment, employee benefits changes, and related administrative activities.
• Support leave and other employee status administration in coordination with HR Operations and external providers as appropriate.
• Maintain workforce forms, templates, trackers, calendars, and standard documentation.
• Coordinate recurring workforce administrative requirements and deadlines.
• Help ensure employee changes are accurately reflected across applicable systems, records, and internal processes.
• Maintain appropriate documentation and evidence demonstrating completion of required workforce activities.
• Workforce Services
• Help provide a reliable, responsive, and professional service experience for employees and managers.
• Serve as a knowledgeable point of contact for routine workforce administration questions and requests.
• Coordinate and track employee and manager requests through resolution.
• Provide guidance regarding workforce processes, benefits, forms, employment changes, and other administrative matters.
• Ensure requests are acknowledged, assigned, tracked, and completed within appropriate timeframes.
• Identify matters requiring specialized HR, compliance, performance, payroll, finance, or leadership involvement and route or escalate them appropriately.
• Identify recurring employee or manager questions that indicate opportunities to improve processes, communications, documentation, or self-service capabilities.
• Process Ownership & Continuous Improvement
• Design, document, maintain, and continuously improve workforce administration processes and standard operating procedures.
• Evaluate existing processes to identify gaps, inefficiencies, unclear responsibilities, unnecessary steps, and operational risks.
• Establish clear workflows, responsibilities, checkpoints, handoffs, controls, and escalation paths.
• Improve processes to increase accuracy, consistency, efficiency, visibility, and employee experience.
• Help standardize workforce administration practices as Entrega grows.
• Monitor whether established processes are being followed and producing the intended results.
• Support implementation and improvement of workforce systems, technologies, automation, and self-service capabilities.
• Help translate new workforce requirements into practical operating processes.
• Drive corrective actions when recurring operational breakdowns or process failures are identified.
• Workforce Systems, Records & Reporting
• Help maintain the integrity and accuracy of employee and workforce information.
• Maintain HRIS and related workforce systems in accordance with established standards.
• Identify and resolve data discrepancies, missing information, and incomplete records.
• Support workforce reporting and organizational information requirements.
• Help maintain organizational charts and other workforce records.
• Develop and maintain operational trackers and reporting that provide visibility into open activities, deadlines, exceptions, and completion status.
• Support workforce data audits and recurring data-quality reviews.
• Develop appropriate measures for workforce administration processes and use results to identify opportunities for improvement.
• Cross-Functional Coordination & Governance
• Partner with Talent Acquisition to ensure selected candidates transition effectively from recruiting into employment.
• Partner with Resource Operations to ensure recruiting and resource information required for employment transition and workforce readiness is available and accurate.
• Partner with HR Operations on employment requirements, policies, compliance matters, and activities requiring HR expertise.
• Partner with Workforce Performance when employee or manager matters transition from workforce administration into performance or development.
• Coordinate with Finance, Payroll, Technology, managers, and other stakeholders when workforce activities require cross-functional action.
• Help ensure responsibilities and handoffs between functions are clearly defined and important requirements do not fall through organizational gaps.
• Identify ownership ambiguity or recurring cross-functional breakdowns and work with appropriate leaders to resolve them.
• Operational Leadership & Quality
• Serve as a subject matter resource for workforce administration processes and practices.
• Provide day-to-day guidance and support to coordinators or other team members performing workforce administration activities.
• Review work for accuracy, completeness, consistency, and adherence to established processes.
• Help prioritize workload and ensure time-sensitive workforce activities receive appropriate attention.
• Identify operational risks, recurring breakdowns, and systemic issues and escalate them appropriately.
• Help establish service standards and performance measures for workforce administration.
• Model strong ownership, responsiveness, professionalism, and follow-through.

QUALIFICATIONS
The following qualifications reflect the experience, capabilities, and attributes typically required to perform successfully in this role.

• Experience
  • 5+ years of progressive experience in workforce administration, HR operations, people operations, employee services, business operations, or a similar professional environment.
  • Demonstrated experience operating employee lifecycle or other complex administrative processes from initiation through completion.
  • Experience coordinating onboarding, employee changes, workforce records, benefits administration, offboarding, or similar workforce activities.
  • Experience managing cross-functional workflows involving multiple stakeholders, systems, dependencies, and deadlines.
  • Demonstrated experience improving processes, workflows, operating procedures, or administrative systems.
  • Experience maintaining confidential employee or business information with a high degree of accuracy.
  • Experience identifying operational gaps, establishing process controls, and driving corrective actions through completion.
  • Experience with HRIS or workforce management systems preferred.
  • Experience in a growing, professional services, technology, consulting, or similarly fast-paced business environment is preferred.
• Knowledge & Skills
  • Exceptional organizational skills and attention to detail.
  • Strong ownership, accountability, and follow-through.
  • Strong process orientation and ability to understand how work should operate from initiation through completion.
  • Ability to manage multiple concurrent workflows, priorities, deadlines, dependencies, and open actions without losing visibility or accuracy.
  • Ability to identify incomplete, inconsistent, overdue, or at-risk activities and take appropriate action.
  • Strong problem-solving skills and ability to identify root causes of operational breakdowns.
  • Ability to design practical processes, workflows, procedures, controls, and handoffs.
  • Strong written and verbal communication skills.
  • Strong employee service and interpersonal skills.
  • Ability to work effectively across departments and organizational levels.
  • Ability to respectfully drive action and follow-up from stakeholders when requirements or commitments remain outstanding.
  • Ability to handle confidential and sensitive information with professionalism and sound judgment.
  • Strong systems aptitude and comfort learning and improving business technologies.
  • Proficiency with Microsoft Office applications.
  • Strong interest in process improvement, automation, standardization, and operational excellence.
  • Ability to work independently while knowing when issues require escalation or specialized expertise.
• Education & Certifications
  • Bachelor's degree in Business Administration, Operations, Human Resources, Management, or a related field preferred.
  • Relevant professional experience may be considered in place of a specific field of study.
  • Human Resources certification is helpful but not required.
    
    

PERFORMANCE PROFILE
The Workforce Administration Lead will play a critical role in ensuring people selected to join Entrega successfully transition into employment and that workforce administration continues to operate reliably throughout the employee lifecycle.

Success requires more than completing assigned transactions. The individual must take ownership of how work moves across functions and through the workforce administration system, recognize when something is not working, and create the structure and discipline required to improve it.

Successful candidates will demonstrate:

• Exceptional organization and attention to detail.
• Strong ownership and personal accountability.
• Consistent follow-through and the ability to drive work through completion.
• A strong sense of urgency around incoming employees, start dates, deadlines, employee needs, and outstanding actions.
• The ability to manage multiple processes, handoffs, dependencies, and priorities while maintaining accuracy and visibility.
• The ability to recognize gaps, exceptions, inconsistencies, and risks without waiting to be told.
• Strong process thinking and an instinct for creating structure.
• The ability to improve processes rather than simply work around problems.
• High standards for data, records, documentation, and operational quality.
• Strong service orientation and responsiveness.
• The ability to coordinate effectively across organizational boundaries.
• The confidence to follow up and drive action when others have outstanding responsibilities.
• Sound judgment and discretion when handling sensitive workforce matters.
• A continuous improvement mindset.
• The ability to operate effectively in a growing organization where processes and capabilities continue to evolve.

CAREER GROWTH
Entrega is committed to investing in the long-term growth and development of our employees. As our company continues to grow, employees who consistently demonstrate strong performance, accountability, and leadership are provided opportunities to expand their responsibilities, develop new capabilities, and advance their careers.

We believe career growth is earned through meaningful contributions and a commitment to excellence. Many of our leaders have helped build new services, improve how we operate, lead strategic initiatives, and shape the future direction of the organization.

If you're looking for more than just your next position, and instead want the opportunity to build a meaningful career with a company that values initiative, ownership, and continuous improvement, Entrega offers an environment where your contributions can make a lasting impact.

COMPENSATION & BENEFITS
Entrega offers a competitive compensation package designed to recognize experience, capability, and performance. Where applicable, employees may also be eligible to participate in performance-based incentive programs aligned with individual and organizational results.

We are committed to supporting our employees both professionally and personally through a comprehensive benefits program that includes medical, dental, and vision coverage, a 401(k), paid time off, and additional programs that promote health, well-being, and work-life balance.

HIRING PROCESS
Our hiring process is designed to help both you and Entrega determine whether this opportunity is the right fit. Depending on the position, candidates may participate in multiple interviews, assessments, or other evaluation activities as part of the selection process. We are committed to providing a professional, respectful, and timely experience for every candidate.

EQUAL EMPLOYMENT OPPORTUNITY
Entrega is an Equal Opportunity Employer. Entrega does not discriminate in employment opportunities or practices because of race, any trait historically associated with race, color, religion, sex, sexual orientation, gender identity, gender expression, national origin, age, marital status, veteran status, height, weight, disability, genetic information, or any other characteristic protected under state or federal law.