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Hris Assistant Jobs in Springfield, IL (NOW HIRING)

Elara Caring

People Partner

Springfield, IL · Hybrid

$75K - $80K/yr

Consults with branch management, providing HR guidance when appropriate. Assist with the onboarding ... Knowledge of Human Resources Management Systems, preferably Workday * Able to strategically apply ...

Elara Caring

People Partner

Springfield, IL · Hybrid

$75K - $80K/yr

Consults with branch management, providing HR guidance when appropriate. Assist with the onboarding ... Knowledge of Human Resources Management Systems, preferably Workday * Able to strategically apply ...

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All JobsHris JobsHris Assistant JobsHris Assistant Jobs in Springfield, IL

Hris Assistant information

See Springfield, IL salary details

$26.3K

$43.9K

$59.5K

How much do hris assistant jobs pay per year?

As of Aug 19, 2026, the average yearly pay for hris assistant in Springfield, IL is $43,851.00, according to ZipRecruiter salary data. Most workers in this role earn between $37,200.00 and $47,600.00 per year, depending on experience, location, and employer.

What is an HRIS assistant?

HRIS Assistants are administrative professionals who help manage and maintain Human Resources Information Systems (HRIS) within an organization. They are responsible for entering, updating, and verifying employee data, generating reports, and supporting HR staff with system-related issues. HRIS Assistants also help ensure data accuracy and compliance, assist with onboarding processes, and provide technical support for HRIS users. Their work is crucial for the smooth operation and integrity of HR data management.

What are the key skills and qualifications needed to thrive as an HRIS assistant?

To thrive as an HRIS Assistant, you need a solid understanding of human resources processes, data entry, and basic HR principles, often supported by a degree in HR or a related field. Familiarity with HRIS platforms such as Workday, SAP SuccessFactors, or ADP, as well as proficiency in Microsoft Excel, is typically required. Attention to detail, strong organizational skills, and effective communication are important soft skills for this role. These competencies ensure accurate data management, efficient HR operations, and clear support for both HR staff and employees.

What are some common challenges faced by HRIS assistants, and how can they be managed effectively?

HRIS Assistants often encounter challenges such as maintaining data accuracy, managing sensitive employee information, and adapting to frequent software updates. To manage these effectively, it's important to develop strong attention to detail, stay updated with system training, and follow strict data privacy protocols. Collaborating closely with HR team members and IT professionals also helps ensure smooth system operations and timely resolution of issues, contributing to a more efficient HR workflow.

What is the difference between Hris Assistant vs Payroll Coordinator?

AspectHris AssistantPayroll Coordinator
CredentialsHR or related certifications, basic computer skillsPayroll certifications, HR knowledge, attention to detail
Work EnvironmentHR departments, administrative officesFinance or HR departments, administrative offices
Employer & Industry UsageCommon in HR teams across industriesCommon in finance and HR teams, especially in larger organizations
Search & Comparison IntentOften compared for entry-level HR rolesCompared for payroll-specific roles

The Hris Assistant primarily supports HR functions related to employee data management and HRIS systems, while the Payroll Coordinator focuses on processing payroll, ensuring accurate employee compensation. Both roles require HR knowledge, but Payroll Coordinators often need specialized payroll certifications. They are both vital in HR and finance departments, with overlapping skills but distinct responsibilities.

What are the most commonly searched types of Hris jobs in Springfield, IL?

The most popular types of Hris jobs in Springfield, IL are:

What are popular job titles related to Hris Assistant jobs in Springfield, IL?

For Hris Assistant jobs in Springfield, IL, the most frequently searched job titles are:

What job categories do people searching Hris Assistant jobs in Springfield, IL look for?

The top searched job categories for Hris Assistant jobs in Springfield, IL are:

What cities near Springfield, IL are hiring for Hris Assistant jobs?

Cities near Springfield, IL with the most Hris Assistant job openings:

Hris Assistant jobs near you
Infographic showing various Hris Assistant job openings in Springfield, IL as of August 2026, with employment types broken down into 75% Full Time, 14% Part Time, and 11% Temporary. Highlights an 100% In-person job distribution, with an average salary of $43,851 per year, or $21.1 per hour.

Director, Onboarding, Education & Logistics

Memorial Health System

Springfield, IL • On-site

$56.54 - $90.46/hr

Other

Posted 5 days ago

Job description

MinUSD $56.54/Hr.MaxUSD $90.46/Hr.Overview

The Director, Medical Group Onboarding, Education & Logistics provides leadership and oversight forphysicianand advanced practiceprovider(APP) onboarding, credentialing coordination, provider orientation, continuing education support, and schedulelogisticsacross the Medical Group.Functions in dyad with medical director of education within Medical Group.

This role ensuresa seamlessprovider experience from recruitment through onboarding and ongoing practice integration whilemaintainingcompliance with regulatory standards and organizational requirements. The Director leads efforts to standardize business operation processes, improve onboarding efficiency, supportphysicianand APP readiness across all practice locations., and enhance provider education programs.

The position serves as the business operational leader responsible for coordinating provider coverage across all sites of care.Also supports physicians and APP lifecycle processes among Medical Affairs, Human Resources, Medical Staff Services, Information Technology, Clinic Operations, and Hospital Operations.

Qualifications

Education:

  • Master's degree in Healthcare Administration(MHA), Business Administration (MBA), or related discipline
  • Clinical background preferred

Experience:

  • Seven (7) to ten (10) years of progressive healthcare operations experience
  • Minimum five (5) years of leadership experience
  • Experience in provider onboarding, credentialing, medical staff services, physician operations, or practice administration

Other Knowledge/Skills/Abilities:

  • Medical group operationsknowledge
  • Credentialing and privileging knowledge
  • Provider onboarding and integration experience
  • Regulatory and accreditation knowledge
  • Strong project management skills
  • Process improvement and operational excellence experience
  • Data analysis and performance reporting capabilities
  • Exceptional communication and relationship management skills
  • Ability to lead complex, cross-functional initiatives
  • Strong organizational andchangemanagement abilities
Responsibilities
  • Credentialing & Provider Enrollment Oversight
  • Direct and oversee Medical Group credentialing coordination activities for physicians and APPs.
  • Partner with Medical Affairs and Credentialing teams to ensuretimelyprovider appointment,privileging, and payer enrollment.
  • Monitor credentialing timelines andidentifybarriers to provider readiness.
  • Develop performance metrics and dashboards for credentialing cycle times and onboarding effectiveness.
  • Ensure compliance with organizational, accreditation, regulatory, and payer requirements.
  • Collaborate with the Central Verification Office (CVO) and Medical Staff Office as applicable.
  • Provider Onboarding Program Leadership
  • Lead development, implementation, and continuous improvement of enterprise provider onboarding processes.
  • Establish standardized onboarding pathways for employed physicians and APPs.
  • Oversee onboarding milestones from contract execution through first patient encounter.
  • Monitorproviderreadiness activities including licensure, credentialing, technology access, training, and operational integration.
  • Coordinate welcome and orientation experiences for new providers.
  • Ensure providers are equipped with resources necessary for successfulpractice
  • Collaborates with clinic and hospital operational teams to ensure onboarding success.
  • Provider Education & Professional Development
  • Develop and administer Medical Group orientation and educational programming.
  • Coordinate required training and compliance education for providers.
  • Partner with clinic andhospitaloperational leaders toidentifylearning needs.
  • Support leadership development programs for physicians and APPs.
  • Develop educational resources related to policies, quality initiatives, regulatory requirements,documentationneedsand operational processes.
  • Maintain records of required educational activities and completion.
  • Provider Logistics & Practice Integration
  • Overseelogisticssupporting new provider start-up and integration.
  • Coordinate provider readiness activitieswith clinic and/or hospital operations, including:
  • Workspace preparation
  • Technology and systems access
  • Clinical scheduling readiness
  • Equipment and supply coordination
  • Badge and access management
  • Partner with practice administrators and operational leaders to ensure successful provider transitions.
  • Develop standardized provider launch and readiness checklists.
  • Cross-Functional Collaboration
  • Partner with:
  • Medical Affairs
  • Medical Staff Services
  • Human Resources
  • Information Technology
  • Legal
  • Compliance
  • Revenue Cycle
  • ClinicOperations
  • Hospital Operations
  • Facilitate coordination among stakeholders involved in the provider lifecycle.
  • Serve as the primary liaison for onboarding and integration activities.
  • Provider Experience & Engagement
  • Lead initiatives designed to improve physician and APP onboarding satisfaction.
  • Assess provider experience through surveys and feedback mechanisms.
  • Identifyopportunities to improve retention through enhanced onboarding and early practice support.
  • Promote a culture of service excellence and provider engagement.
  • Leadership & Team Development
  • Recruit, develop, and supervise onboarding, credentialing support, education, andlogisticsteam members.
  • Establish performance expectations and accountability measures.
  • Foster a culture of collaboration, customer service, innovation, and operational excellence.
  • Provide mentorship and professional development opportunities for staff.
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