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** Remote HR Coordinator jobs – Full‑Time Remot...

May 28, 2026

**TITLE:** Remote HR Coordinator jobs – Full‑Time Remote Position in Lebanon, Tennessee – HR Operations, ATS & Payroll Support – Entry‑Level to Mid‑Level Salary $45‑60k We’re a midsize, privately‑owned firm that partners with a handful of high‑growth startups and established brands—all of which have a strong footprint in Lebanon, Tennessee and rely on us to keep their people processes humming. Over the past 14 months we’ve added three new clients in Lebanon, Tennessee alone, and that growth has created a clear need for a dedicated HR Coordinator who can work remotely while staying plugged into the local nuances of Lebanon, Tennessee’s talent market. In this role you’ll be the connective tissue between hiring managers, candidates, payroll, and our internal HRIS team. Think of yourself as the “first responder” for anything that lands in the HR inbox: a new hire request, a benefits question, a time‑off entry, an employee record update. You’ll own the day‑to‑day flow of information, keep our data clean, and make sure every employee – whether they live in Lebanon, Tennessee or half a world away – feels the same level of consistency and care. --- ### Why This Position Exists Now Our client roster grew 27 % YoY, and 68 % of that growth came from companies expanding in the Lebanon, Tennessee region. Those clients have asked for faster onboarding cycles (our current average is 9 days from offer acceptance to first‑day login) and tighter compliance reporting (particularly around remote work tax forms). The senior HR manager, who previously handled coordination as a side‑task, needs a partner who can take the whole coordination function off their plate, allowing them to focus on strategy and talent planning. In short, the volume of onboarding, off‑boarding, and benefits administration has outstripped what a single senior recruiter can comfortably manage. We need a specialist who lives in the world of HR admin, loves the rhythm of a well‑run process, and can do it all from a home office with reliable internet. --- ### The Team You’ll Join - **HR Ops Lead (Jane):** Sets the weekly priorities, reviews SLA performance, and is the go‑to for any complex compliance questions. - **Talent Acquisition Partner (Marco):** Works the front end of hiring, passes candidate files to you, and expects a clean handoff. - **Benefits Specialist (Lena):** Manages health, vision, and retirement plans; you’ll route employee inquiries her way. - **Finance & Payroll Analyst (Sam):** Coordinates payroll timing, ensures deductions are accurate, and relies on you for up‑to‑date employee status changes. All of us are geographically dispersed, but we meet on Zoom three times a week. Our daily chat lives in Slack, with a dedicated #hr‑coordination channel where we share quick wins and troubleshoot bottlenecks. The culture is “get‑it‑done, then celebrate,” and we keep a running list of “human moments” that remind us why we’re all here. > “I still remember the first time I helped a new hire in Lebanon, Tennessee set up their home office. He was nervous about the Wi‑Fi, we walked through the VPN together, and when his first paycheck hit his account, he sent a gif of a dancing cat. That’s the kind of small win that keeps me smiling.” – Jane, HR Ops Lead --- ### What a Typical Day Looks Like 1. **Morning inbox sweep (30 min):** - Scan the HR mailbox for new hire requests, benefits changes, and upcoming compliance deadlines. - Flag any items that need immediate escalation to Jane or Sam. 2. **Onboarding queue (2 hrs):** - Pull candidate data from Greenhouse, verify background check status, and create employee profiles in BambooHR. - Send welcome packets (digital) and schedule onboarding sessions on Calendly. - Update the onboarding tracker in Smartsheet – we keep a live KPI that tells us we’re hitting 95 % of hires within 7 days. 3. **Benefits & Payroll sync (1 hr):** - Cross‑check new hires against the benefits enrollment window; upload data to Zenefits. - Notify Sam of any retroactive pay changes; ensure the next payroll run reflects those adjustments. 4. **Compliance corner (45 min):** - Review remote work tax forms for new employees based in Lebanon, Tennessee; confirm they’ve signed the appropriate state addendum. - Log any audit trail items in Confluence. 5. **Employee lifecycle support (1 hr):** - Process time‑off requests in BambooHR, verify accrual balances, and communicate approvals. - Coordinate equipment returns for departing staff; schedule a pick‑up with our courier partner, ShipBob. 6. **Wrap‑up & reporting (30 min):** - Update the weekly HR metrics dashboard in PowerBI: onboarding time, employee data accuracy rate, benefits enrollment % completion. - Send a brief status email to the team, highlighting any roadblocks and celebrating quick wins. The schedule is flexible – we trust you to manage your own time as long as the service level agreements (SLAs) stay on Skillnex: 95 % of onboarding within 8 days, 99 % data entry

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Common Interview Questions And Answers

1. HOW DO YOU PLAN YOUR DAY?

This is what this question poses: When do you focus and start working seriously? What are the hours you work optimally? Are you a night owl? A morning bird? Remote teams can be made up of people working on different shifts and around the world, so you won't necessarily be stuck in the 9-5 schedule if it's not for you...

2. HOW DO YOU USE THE DIFFERENT COMMUNICATION TOOLS IN DIFFERENT SITUATIONS?

When you're working on a remote team, there's no way to chat in the hallway between meetings or catch up on the latest project during an office carpool. Therefore, virtual communication will be absolutely essential to get your work done...

3. WHAT IS "WORKING REMOTE" REALLY FOR YOU?

Many people want to work remotely because of the flexibility it allows. You can work anywhere and at any time of the day...

4. WHAT DO YOU NEED IN YOUR PHYSICAL WORKSPACE TO SUCCEED IN YOUR WORK?

With this question, companies are looking to see what equipment they may need to provide you with and to verify how aware you are of what remote working could mean for you physically and logistically...

5. HOW DO YOU PROCESS INFORMATION?

Several years ago, I was working in a team to plan a big event. My supervisor made us all work as a team before the big day. One of our activities has been to find out how each of us processes information...

6. HOW DO YOU MANAGE THE CALENDAR AND THE PROGRAM? WHICH APPLICATIONS / SYSTEM DO YOU USE?

Or you may receive even more specific questions, such as: What's on your calendar? Do you plan blocks of time to do certain types of work? Do you have an open calendar that everyone can see?...

7. HOW DO YOU ORGANIZE FILES, LINKS, AND TABS ON YOUR COMPUTER?

Just like your schedule, how you track files and other information is very important. After all, everything is digital!...

8. HOW TO PRIORITIZE WORK?

The day I watched Marie Forleo's film separating the important from the urgent, my life changed. Not all remote jobs start fast, but most of them are...

9. HOW DO YOU PREPARE FOR A MEETING AND PREPARE A MEETING? WHAT DO YOU SEE HAPPENING DURING THE MEETING?

Just as communication is essential when working remotely, so is organization. Because you won't have those opportunities in the elevator or a casual conversation in the lunchroom, you should take advantage of the little time you have in a video or phone conference...

10. HOW DO YOU USE TECHNOLOGY ON A DAILY BASIS, IN YOUR WORK AND FOR YOUR PLEASURE?

This is a great question because it shows your comfort level with technology, which is very important for a remote worker because you will be working with technology over time...