The Workforce Success Coordinator serves as the primary post-hire point of contact for employees and contractors, ensuring a seamless experience from onboarding through assignment completion. This role blends operational workforce administration (onboarding, attendance, timesheets, documentation) with proactive employee engagement, structured check-ins, and risk identification (retention, assignment health, early warning of issues). The business objective is to provide greater visibility into assignment health, employee engagement, compliance, and potential risks before they become client-facing problems. This is not a traditional HR Generalist role. It excludes payroll calculation, benefits strategy, and complex employee relations investigations, while emphasizing proactive relationship management, structured check-ins, and workforce success. Key Responsibilities: 1. Employee Engagement & Assignment Success Serve as the primary internal point of contact for active employees and contractors following onboarding. Maintain ongoing communication with employees to identify concerns, answer questions, and provide support. Monitor employee satisfaction, engagement levels, and overall assignment success. Partner with Recruiting, Operations, and Account Management teams to support a positive employee experience. 2. Employee Check-In Program Conduct structured employee engagement touchpoints throughout the assignment lifecycle, including: Onboarding check-in (first week) Periodic assignment check-ins (e.g., quarterly or as assignment duration requires) Proactively gather employee feedback and identify concerns before they impact assignment performance or retention. Document all check-in notes, concerns, and follow-up actions in the appropriate HRIS or tracking system. Ensure employees remain engaged, supported, and aligned with assignment expectations. 3. Workforce Administration & Operations Manage end-to-end onboarding execution following offer acceptance: Collect and verify new hire documents (RFC, CURP, IMSS, NSS, proof of address, background check consent). Issue employment contracts in compliance with Mexican labor law (LFT). Coordinate first-day setup: system access, equipment, IT tickets, badging. Track daily attendance, tardiness, absenteeism, and timesheet compliance using HRIS or workforce systems. Maintain accurate employee records in physical and digital formats as required by STPS. Process offboarding: Voluntary and involuntary separations. Termination letters and final settlement data preparation (for payroll to finalize). Asset collection and access revocation. Update employee status changes in HRIS (transfers, promotions, extensions, reclassifications). Escalate attendance concerns, timesheet issues, performance concerns, employee relations matters, and assignment risks through established internal communication channels to ensure timely resolution. Maintain awareness of emerging issues while ensuring appropriate management involvement when required. Do not independently investigate complex employee relations matters – elevate to HRBPs or management as defined in escalation protocols. Monitor assignment health indicators including: Timesheet compliance Employee engagement levels (from check-ins) Productivity concerns Assignment satisfaction Identify and proactively elevate potential risks: Performance concerns Early employee relations issues (escalate, do not investigate independently) Maintain detailed documentation of employee interactions, concerns, and follow-up activities. Assist in developing retention strategies to reduce turnover and improve assignment success rates. Support workforce planning by identifying potential extension, redeployment, or retention opportunities. Monitor employee utilization and assignment activity levels, escalating concerns when employees are not meeting expected work schedules or assignment participation requirements. 6. Reporting & Workforce Insights Generate weekly and monthly workforce reports including: Onboarding status Timesheet compliance Retention metrics Assignment risk indicators Track employee engagement touchpoints and follow-up actions. Provide management visibility into workforce trends, emerging risks, and retention opportunities. Use data to identify patterns and recommend proactive interventions before issues escalates. Qualifications & Experience: Required: 3+ years of experience in workforce coordination, staffing operations, onboarding coordination, employee engagement, or HR shared services. Strong understanding of Mexican labor documentation (RFC, CURP, IMSS, NSS, LFT basics). Proficiency with HRIS or workforce systems (e.g., SAP Fieldglass, Workday, Kronos, ADP, Paylocity, or similar). Intermediate to advanced Excel / Google Sheets (pivot tables, VLOOKUP, basic formulas for reporting). Bilingual: Spanish (native) and English (professional proficiency). #J-18808-Ljbffr