Human Resources Onboarding Jobs (NOW HIRING)

Salary : $53,472.00 Annually
Location : St. Thomas/ St. John, VI
Job Type: Full Time
Job Number: SRMC
Department: Schneider Regional Medical Center
Opening Date: 02/10/2026
Closing Date: Continuous
Description
The HR Onboarding and Benefits Specialist supports a diverse healthcare workforce by coordinating all aspects of the onboarding process and administering employee benefit programs. This role manages pre-employment requirements, including background checks, credential and licensure verification, health and immunization compliance, and orientation for new hires. The HR Specialist (Onboarding & Benefits) provides guidance on benefit enrollment, eligibility, and changes while ensuring accuracy, confidentiality, and compliance with regulatory agencies.
In addition to onboarding and benefits administration, the specialist processes personnel actions such as status changes, transfers, pay updates, and other related changes. This role requires strong communication and organizational skills, high attention to detail, and the ability to work in a fast-paced environment while managing sensitive information with discretion. Through efficient processes and exceptional service, the HR Onboarding and Benefits Specialist plays a critical part in supporting employee engagement, retention, and a positive workplace culture.
This position reports to the Human Resources Manager. This person assumes responsibility and accountability for the duties and is cognizant of the philosophy, standards, objectives, and policies of the Schneider Regional Medical Center and the HR Department.
Duties and Responsibilities
• Coordinate end-to-end onboarding for new hires.
• Manage pre-employment processes including background checks, drug screens, immunization/health screenings, and licensure/credential verification.
• Communicate onboarding requirements and timelines to new hires, managers, and internal stakeholders.
• Partner with Employee Health, Clinical Education, Payroll, IT, and Department Managers to ensure readiness for each new hire's start date.
• Provide employees with clear guidance on benefits offerings including health, dental, vision, retirement, supplemental insurance, and wellness programs.
• Process benefit enrollments, qualifying life events, and status updates accurately in HR systems.
• Support open enrollment activities including communications, system updates, and employee assistance.
• Enter information and update Meditech as needed with payroll deductions to be withheld including GERS, health and life insurance, union dues, other payroll related deductions,
• Ensure accuracy and timely entry of all HR transactions in HRIS and related systems.
• Respond to employee and manager inquiries related to onboarding, benefits, and personnel processes.
• Support HR team with file maintenance, personnel related reporting, and special projects.
• Maintain confidentiality of employee information.
• Perform position control for budgetary purposes to ensure positions are tracked and reports of active personnel, filled and vacant positions, and department and position codes are up to date.
• Define and update applicable codes and dictionaries in Meditech for payroll processing and budgetary reports as needed.
• Set up new employees and notices of personnel actions, including personnel changes, departmental updates, and salary adjustments in Meditech for timely payroll processing.
• Transmit to various Agencies, payroll deductions withheld for health insurance benefits and GERS deductions and remit payments, as necessary.
• Prepare NOPAs and supporting documentation to route for signature and distribution for personnel actions including new hire, promotion, salary changes, retirement, resignation, or termination/dismissal -ensuring accuracy.
• Calculate and prepare documentation to process employee leave balances upon separation in a
timely manner
• Assist with employee inquiries on a wide variety of matters as they occur.
• Escalates concerns and seeks support appropriately.
• Perform any other HR related duties as assigned.
Minimum Qualifications
Any combination of High School Diploma or equivalent certificate from accredited institution or vocational or technical equivalent certification with a minimum of 3 years administrative experience in related field. HR related experience or training preferred.
Position Factors
• Attention to Detail - Ensures accuracy in documentation, compliance steps, and data entry.
• Communication - Provides clear, compassionate guidance to new and existing employees.
• Confidentiality - Handles sensitive information with professionalism and discretion.
• Customer Service - Supports employees and managers with a positive, solutions-focused attitude.
• Team Collaboration - Works effectively with HR, Payroll, Employee Health, Department Directors and other Agencies.
• Time Management - Manages multiple onboarding cycles and deadlines simultaneously with minimal supervision.
• Computer Literacy - Proficiency with Microsoft 365 (Outlook, Teams, Word, Excel, SharePoint).
The Government of the Virgin Islands aspires to provide the highest level of comprehensive benefits, services and programs to eligible employees, retirees, and their dependents which:

• Meet and anticipate their individual needs;
• Assure the GVI's competitiveness with other employers to attract and retain employees;
• Maximize cost effectiveness; and,
• Assure optimal health and productivity of employees.

To achieve this goal, from time to time, the carrier for the GVI's insurance may change. Please contact the Group Health Insurance Office of the Division of Personnel in St. Thomas and St. Croix at for more information regarding carriers.
Medical and Dental Coverage
Enrollment
The Virgin Islands government offers to full-time employees and their eligible dependents, a group health and dental insurance plan.
Full-time employees must enroll within thirty-one (31) days of hire unless they can provide proof of medical coverage from another source. An employee who does not enroll within 31 days of employment will be automatically enrolled in the health insurance plan with single coverage.
If an employee fails to enroll dependents within the initial eligibility period he/she must wait until a period of "open enrollment" is announced or have a qualifying event as determined by the health insurance carrier to enroll dependents or make changes to their coverage.
Effective Date of Coverage
If enrollment forms are received on or before the 6th of the month, coverage will be effective on the first day of the first month following the receipt of enrollment forms. If enrollment forms received on the 7th of the month or later, coverage will be effective on the first day of the second month following the receipt of the enrollment forms.
Example:
Date Forms Received May 1st May 8th January 6th February 7th
Coverage Effective Date June 1st July 1st February 1st April 1st
Dependent Coverage
Dependents of eligible employees may participate in the Group Health and Dental Insurance Program according to the terms and conditions imposed by the Health Insurance Board of Trustees and/or the carrier. Eligible dependents are the employee's:

1. Legal spouse;
2. Natural children;
3. Adopted children; and
4. Step children.

When a new dependent is acquired, you must enroll them within thirty-one (31) days after acquiring such dependent. When enrolling a dependent at any time, the following may be required:

1. Birth certificate;
2. Marriage certificate;
3. Adoption papers; and/or
4. Legal papers of appointment.

Various other documents may be required to determine the eligibility of the dependents.
Cost of Coverage
The GVI contributes toward the cost of Health Insurance for each employee enrolled under the Group Health Insurance Program. The GVI reserves the right to change the amount of the employee contribution when necessary for financial or other reasons.
Waiver or Discontinuation of Benefits
An employee may opt to decline coverage, or discontinue coverage under the Group Health and Dental Insurance Plan at any time. An employee who waives coverage upon employment, or who drops out of the program must provide proof of medical coverage and will be subject to the eligibility requirements imposed by the carrier in order to re-enroll in the program. This provision also applies to dependents that are dropped from the plan.
Coverage discontinues on the last day of the month following a qualifying event or on the date of an employee's separation.
After separation, an employee or dependent may be eligible to convert their group policy to an individual policy within 30 days, depending on the insurance carrier. If an employee would like to convert their policy to an individual policy a notice of conversion must be sent to the insurance carrier. Consolidated Omnibus Budget Reconciliation (COBRA) coverage is not available in the Virgin Islands after loss of coverage.
Dental Insurance
As a condition of participation, all employees must enroll in medical coverage to qualify for Dental Insurance.
Leave without Pay
The GVI will maintain group health insurance plan coverage for employees on leave without pay. This coverage will remain at the level and under the conditions for which coverage would have been provided if the employee had continued employment continuously for the duration of the leave. However, employees on leave must arrange to pay into the Group Health Insurance Fund the employee's share of their health insurance premium to maintain coverage.
Retirement Benefits
Retired employees and their dependents are eligible to continue to participate in the Group Health and Dental Insurance Program. Retirees must provide updated contact information to the Group Health Insurance Division to maintain coverage.
Life Insurance
The government provides a complementary basic non-contributory $10,000 basic life insurance benefit. In order for the benefit to be effective, an enrollment form must be forwarded to the Group Insurance Office at the Division. The enrollment form must be signed, dated and must indicate a designated beneficiary.
Employees may also select additional life insurance in either 1x, 2x, 3x or 4x base salary or $10,000, $15,000, $25,000, $50,000, $75,000, $100,000 or $150,000 amounts as supplemental contributory coverage. The employee pays the cost of this additional insurance, and may be required to submit evidence of insurability when increasing coverage after initial enrollment. Insurance enrollment forms and booklets explaining in detail the plan of benefits, as well as claim forms and a schedule of costs may be obtained from the Group Health Insurance Office.
Upon retirement life insurance benefits may be reduced.
Upon death the designated beneficiary will be eligible to receive the life insurance proceeds of the insurance participant, the Division must be notified of the death in order to initiate the claim process. Life insurance benefits are payable by the contracted insurance company and a subject to the limitations established by the insurance company.
Supplemental Insurance
The GVI has several supplemental insurance plans that provide for coverage over and above the regular medical, dental and life insurance coverage.
These plans are voluntary and are not contributed to by the GVI. A list of the current supplemental insurance plans is available through the Group Health Insurance Office. An employee who does not wish to enroll in medical coverage is eligible to enroll in supplemental insurance.
Moving and Relocation Allowance
It is the policy of the GVI to provide a reasonable relocation allowance inclusive of airfare, to eligible employees, based on their employment contract, to help defray the costs associated with relocation from outside the Virgin Islands to accept employment with the GVI. This allowance is made in lieu of any and all claims for reimbursement of relocation and moving expenses.
This policy applies to new employees recruited from off-island and who are approved by the Department Head to receive the benefit of a relocation allowance for moving and relocation expenses.
Employee Assistance Program (EAP)
The GVI will provide confidential and voluntary assistance through its Employee Assistance Program (EAP) to all employees and their family members who may be faced with dynamic challenges of financial concerns, legal issues, alcohol or drug problems, marital problems, illness of a family member, emotional worries, child care problems, etc. For the welfare of employees as well as effective business operations, the GVI encourages its employees to take advantage of this valuable benefit of employment with GVI.
Application
Employees and their family members can refer themselves to the EAP. The program may be reached 24 hours a day on weekdays and weekends.
EAP counselors are available to meet with employees or family members to assess a problem and develop a plan for resolution. The counselors may suggest a referral to an outside resource, such as a therapist, Departmental resource, physician, treatment facility or other professional that would be appropriate to assist in resolving the problem or situation. Where an employee may be in need of information, a referral or suggestion may be made over the telephone. There is no charge for employees or their families to use the services of the EAP.
Participation in the EAP Program does not jeopardize job security or promotional opportunities. However, it does not excuse the employee from following GVI policies and procedures or meeting required standards for satisfactory job performance except where specific accommodations are required by law.
Time Away from Work
Employees who want to visit the EAP during regular work hours must use sick, vacation or personal time after their first meeting. If illness is involved, compensatory, sick, and/or annual leave may be used for treatment or rehabilitation on the same b