About the role

We're looking for a detail-oriented HR Operations Administrator to join our Tampa team. You'll be the operational backbone of our HR function — handling everything from equipment logistics and scheduling to payroll processing and contract management. This is a hybrid role that blends hands-on coordination with structured administrative work, ideal for someone who thrives in a fast-moving environment and takes pride in doing things right.

Key responsibilities

• Manage the full laptop delivery process — coordinate procurement, imaging, and physical delivery to new hires on or before day one
• Schedule and facilitate HR-related meetings including onboarding sessions, check-ins, and cross-functional coordination calls
• Process semi-monthly or bi-weekly payroll runs end-to-end, ensuring accuracy in hours, deductions, and classifications
• Own the FrankCrum onboarding workflow — enroll new hires in the PEO system, manage documentation, and liaise with the FrankCrum team to resolve any issues
• Draft, track, and maintain employment contracts, independent contractor agreements, amendments, and NDAs
• Ensure proper classification and record-keeping for both W-2 employees and 1099 contractors in compliance with applicable labor laws
• Serve as a first point of contact for employee and contractor HR inquiries
• Maintain HR data integrity across systems (HRIS, PEO portal, shared drives)

Must-haves

• 3+ years in an HR ops, people ops, or HR admin role
• Hands-on payroll processing experience (ADP, Gusto, FrankCrum, or similar)
• Clear understanding of the legal and practical differences between employees and independent contractors
• Experience managing employment and contractor agreements
• Strong organizational skills and attention to detail
• Comfortable working independently in a hybrid setup

Nice to haves

• Prior experience with FrankCrum specifically
• Familiarity with Florida labor law and PEO structures
• Experience coordinating IT asset logistics
• Background in a startup or scale-up environment

Employee vs. contractor — why it matters to us

This role will regularly interact with both W-2 employees and 1099 independent contractors. We expect the right candidate to understand the distinction — including classification risks, differences in benefits eligibility, contract structure, and how each group is handled in payroll and compliance workflows. You won't need to be a lawyer, but you do need to know when to raise a flag.