HUMAN RESOURCES SPECIALIST

HR SPECIALIST I

Department / Service Line 

Human Resources / ONE HR - HR Services

Affiliate / Location 

APIS Services | Enterprise / Hybrid; travel as assigned

Reports To 

Lead HR Specialist or designated HR Services leader

FLSA / EEO 

To Be Determined | EEO: Professional

Employment Type 

Full-Time

Date Prepared / Revised 

September 2026

1. POSITION PURPOSE

The HR Specialist I is the foundational professional classification in the APIS ONE HR Specialist series and a centralized Tier 2 case-execution resource. The role provides queue-based HR support across affiliates, programs, service lines, and geographies and is not assigned as the exclusive HR resource for a site or affiliate.

The role resolves standardized and routine-to-moderate HR requests using established policies, procedures, job aids, and escalation protocols. The HR Specialist I explains common HR processes, gathers facts and documents, maintains case records, and routes specialized or higher-risk matters. The role does not independently lead complex investigations, own site-level workforce strategy, or make final compliance determinations.

2. ESSENTIAL DUTIES AND RESPONSIBILITIES

Primary Responsibilities

• Process assigned Tier 2 cases using approved ONE HR procedures, including follow-up, documentation, resolution, and escalation.

• Provide employees and managers with guidance on common HR processes, attendance, documentation, and standard employment questions.

• Gather initial facts and records and prepare an objective case summary when employee-relations, investigation, compliance, or leadership reviewisneeded.

• Support routine employment actions, status changes, attendance matters, employee transitions, and other standardized HR transactions.

• Maintain complete case notes, due dates, status updates, supporting documents, and shift handoffs.

Leadership and Collaboration

• Operate as an individual contributor under a Lead HR Specialist or designated HR Services leader; no regular direct-report or site-management responsibility.

• Coordinate with HR Relationship Managers and ONE HR specialty teams when cases require portfolio knowledge or specialized action.

• Communicate case status,requirednext steps, missing information, and delays clearly and promptly.

• Escalate non-routine, complex, sensitive, legal, regulatory, investigation, policy-exception, or executive matters outside delegated authority.

• Participate in cross-coverage, shift handoffs, team huddles, training, and continuous improvement.

2. ESSENTIAL DUTIES AND RESPONSIBILITIES, CONTINUED

Quality, Compliance and Risk

• Apply approved HR policies, procedures, job aids, forms, and escalation standards consistently.

• Maintaintimely,accurate, and audit-ready case records in approved systems.

• Provide basic compliance-file support when assigned by requesting missing items and routing records to Compliance; the role does notvalidatecompliance, interpret requirements, approve exceptions, or own remediation plans.

• Protect confidential employee, medical, investigation, and organizational information.

• Promptly escalate discrimination, harassment, retaliation, safety, legal, regulatory, compliance, or other significant risk concerns.

Operational Responsibilities

• Manage assignedqueuework according to priority, service-level, aging, and coverage expectations.

• Use HRIS, case-management, communication, and reporting systems to document activity andmaintainaccuratestatus.

• Complete required ONE HR training, cross-training, and service-line education and buildproficiencyin standard Tier 2 case types.

• Meet expectations for productivity, responsiveness, case aging, documentation quality, handoffs, and escalation.

• Identifyrepeat questions or process gaps and raise them to the Lead HR Specialist or HR Services leader.

3. ACCOUNTABILITY AND DECISION-MAKING

• Exercises independent judgment within established Tier 2 procedures and delegated authority for standardized or routine matters.

• Unusual exceptions, significant corrective action, or material employee-relationsjudgment require leadership review.

• Does not independently lead complex investigations, make final termination decisions, approve policy exceptions,determinecompliance status, orestablishsite-level HR strategy.

• Is accountable fortimelycase progression,accuratedocumentation, professional communication,appropriate escalation, and ONE HR service standards.

• May be reassigned across programs, geographies, queues, or shifts based on enterprise service needs.

4. REQUIRED QUALIFICATIONS

Education, Licensure and Certification

• High school diploma or equivalent required; associate or bachelor's degree in HR, Business, Organizational Leadership, or a related field preferred.

• No professional license isrequiredunless an assigned location or duty has a specific requirement.

• Professional HR certification is notrequiredfor this level.

• Must satisfy applicable background, clearance, or eligibility requirements.

• Mustmaintainconfidentiality and organizational standards for employee information.

Experience

• One to two years of HR, employee-services, administrative case-management, or employee-relations support experience preferred.

• Experience in a high-volume, multi-site, human-services, healthcare, residential, community-based, or similar environment is beneficial.

• Formal supervisory and independent investigation experience are notrequired.

• Working proficiency with Microsoft 365 andabilityto learn HRIS and case-management systems is required.

• Ability to follow defined processes, manage priorities, document accurately, protect confidentiality, and escalate appropriately.

5. PREFERRED QUALIFICATIONS

• Bachelor's degree in Human Resources, Business Administration, Organizational Leadership, ora relateddiscipline.

• SHRM-CP, PHR, or comparable HRcredential.

• Experience in human services, behavioral health, IDD, healthcare, or another regulated workforce environment.

• Experience in a centralized/shared-servicesor multi-state HR model.

• Exposure to HR case management, employee-relations support, workforce reporting, or enterprise HR service delivery.

6. CORE COMPETENCIES

Technical and Leadership

• Foundational HR case management, documentation, policy/process navigation, and employee-service skills.

• Judgment to distinguish standard workflow from matters requiring escalation.

• Strong organization, prioritization, follow-through, and accuracy in a queue-based environment.

• Basic understanding of confidentiality, employee-relations risk, compliance boundaries, and record handling.

• Ability to learn new case types, apply feedback, and buildproficiencyacross the ONE HR service catalog.

Communication and Collaboration

• Clear, professional, and respectful written and verbal communication.

• Ability to explain standard processes and next steps without exceeding delegated authority.

• Strong teamwork and willingness to share work across programs, geographies, and service lines.

• Professionalism, neutrality, discretion, confidentiality, and service orientation.

• Commitment to a consistent ONE HR employee experience, continuous learning, accountability, and follow-through.

7. TECHNOLOGY, TRAVEL AND EQUIPMENT

• Proficiencywith Microsoft 365 and standard business technology.

• Ability tomaintainconfidentiality and use only organization-approved systems and equipment for organizational work

• Ability to travel to program or affiliate locations occasionally for meetings, training, or specific service needs; regular site alignment is not inherent to the role.

• When driving is an essential function,mustmaintaina valid driver's license,requiredvehicle documentation, and an acceptable driving record.

• Ability to use standard office equipment associated with assigned duties

8. PHYSICAL DEMANDS AND WORKING CONDITIONS

The physical demands described below are representative of those generally associated with the position. Reasonable accommodations may be available for qualified individuals in accordance with applicable law.

• Frequently performs computer-based work involving sitting, speaking, listening, viewing screens, and repetitive hand use.

• Occasionally stands, walks, bends, reaches, and moves between office and program environments.

• Must be able to travel between locations and navigate varied work sites, including stairs where applicable.

• Mayencountercomplex medical, behavioral, or mobility needs and must follow infection-control, safety, emergency, and exposure-control practices.

• Any direct physicalassistanceis limited to trained, authorized activity usingappropriate equipmentand support.

9. ORGANIZATIONAL AND PROFESSIONAL STANDARDS

• Adhere to applicable laws, professional ethics, organizational policies, bylaws, and approved protocols.

• Follow OSHA, infection prevention, emergency preparedness, fire and safety, confidentiality, information security, and HIPAA requirements

• Complete all required orientation, training, competency, credentialing, andcontinuing-educationactivities.

• Maintain professional boundaries and promptlydiscloseactual or potential conflicts of interest

• Maintain a professional demeanor and exercise sound judgment in all employment duties.

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About Company:

Apis Services, Inc. (a wholly owned subsidiary of Inperium, Inc.) provides a progressive platform for delivering Shared Services to Inperium and its Constellation of affiliate companies. Allowing these entities to advance their mission and vision. By exploring geographical program expansion and focusing on quality outcome measures to create cost savings that result in reinvestment into the organizations stakeholders through capacity creation and employee compensation betterment.

Apis Services, Inc. and affiliate’s provide equal employment opportunities for all employees and applicants for employment in compliance with all federal and all applicable state and local laws and regulations, including nondiscrimination in hiring and employment. All employment decisions are made without regard to race, color, religion, gender, national origin, ancestry, age, sexual orientation, gender identity and expression, disability, genetic information, marital status, pregnancy/childbirth, veteran status or any other basis protected by law. This policy of non-discrimination and equal employment opportunities extends to every phase and aspect of hiring and employment.