HR Operations · HRIS · Remote

Lisa KazempourComplex work.
Clear systems.

I make HR operations easier to trust. My background spans PEO operations, employee records, onboarding, LMS administration, compliance documentation, data integrity and process coordination—with practical AI fluency layered on top.

Start a conversation See the proof

Targeting remote HR Operations, HRIS/LMS, HR Administration and Operations Coordination roles.

Professional portrait of Lisa Kazempour — HR OperationsSystems thinker

150+multi-state handbooks coordinated annually at peak volume

10+years across HR operations, systems, learning and compliance-support functions

32Kapproximate worksite-employee environment supported within a national PEO

50states represented in the multi-state PEO environment

AI+practical capability used for research, workflow design and prototyping

01 · Operating range

The work behind the smooth experience.

The best HR operations work is often invisible. Records are right. Handoffs happen. Employees get answers. Systems reflect reality. Compliance details do not become downstream problems.

HR operations & administration

Employee records, onboarding support, background checks, I-9/E-Verify, documentation, audits, employee/client changes and cross-functional follow-through.

HRIS & learning systems

Hands-on experience across PrismHR, ADP Workforce Now, TrainingToday, HealthStream and related operational platforms—including user cleanup, troubleshooting, reporting and data review.

Data integrity & quality control

I investigate discrepancies rather than simply process around them. Name inconsistencies, salary inconsistencies, missing documentation and inaccurate status data are examples of issues I have caught and resolved or escalated.

AI-enabled improvement

I use AI to accelerate research, structure workflows, prototype solutions and learn unfamiliar technology faster—while keeping judgment, validation, confidentiality and accountability human.

02 · Selected proof

Evidence,
not adjectives.

I would rather show the operational evidence than describe myself with generic résumé language. These examples reflect the kind of work I am strongest at: careful, cross-functional and systems-aware.

Multi-state documentation

Handbooks became my world.

At PrestigePEO, I prepared and customized 3–5 multi-state employee handbooks per week—more than 150 annually—reconciling approved templates, client-specific policies, employee populations, revision histories, formatting and inconsistent information before HRBP review.

Quality controlMulti-stateWord + Excel

Source of truth

When tracking was unreliable, I built my own.

I created project-tracking spreadsheets for handbook revisions and other work that management leaned on as a practical source of truth while Salesforce tracking was being implemented and stabilized.

ExcelProcess visibilityManagement support

LMS administration

Not just assigning courses.

In BLR TrainingToday I assigned training at HRBP/client direction, cleaned up active versus inactive users, troubleshot access, tracked overdue completion and created reports—keeping the system usable as well as accurate.

TrainingTodayReportingTroubleshooting

Data integrity

The downstream effect matters.

Across HRIS and documentation work, I reviewed information for accuracy and investigated discrepancies such as name and salary inconsistencies because a small error can affect payroll, benefits, compliance, reporting and employee trust.

PrismHRAudit mindsetEscalation judgment

03 · Builder mindset

I did not wait for a title to start building.

SynergyPEO began with firsthand PEO friction: disconnected workflows, fragmented systems and too many places for operational context to disappear. I translated that experience into requirements, portals, role-based workflows and a functioning platform prototype using AI-assisted development.

I am not presenting myself as a software engineer. The project demonstrates something more relevant to the work I want to do: domain knowledge, systems thinking, learning agility and the ability to turn an operational problem into something concrete.

Explore SynergyPEO.com ↗

SynergyPEO · operating model

One operating layer.
Four working views.

PEO AdminClient oversight, operational workflows and platform administration.

Client PortalCompany-level HR access, requests, documents and service workflows.

Employee PortalEmployee-facing access to information and supported workflows.

Internal StaffRole-aware internal operations without exposing unnecessary access.

AI accelerated the build. PEO experience defined what the system needed to understand.

04 · Career foundation

A career built through progression.

Several of my strongest career stories are not single jobs. They are progressions: temporary assignments that became permanent roles, role changes, promotions and years of increasing responsibility.

2022 — 2025PrestigePEOOperations Analyst → HR Administrator · Remote+

HR Administrator, Nov 2022–Sep 2025: multi-client HR operations, PrismHR, onboarding, employee changes, I-9/E-Verify, handbooks, audits, TrainingToday administration, troubleshooting and reporting.

Operations Analyst, Mar 2022–Nov 2022: employee/client changes, onboarding troubleshooting, training requests, reporting and operational follow-through.

2021 — 2022PathGoal Employer ServicesHR Coordinator via Kforce → Office Administrator direct hire+

HR Coordinator, Sep 2021–Jan 2022: temporary Kforce assignment supporting HR service workflows.

Office Administrator, Jan 2022–Mar 2022: converted to a direct full-time role before PathGoal was acquired by PrestigePEO.

2012 — 2015Securus TechnologiesHR Coordinator temp → HR Coordinator direct → Sales Support Specialist+

HR Coordinator via MMC Group, Nov 2012–Feb 2013: joined on a temporary HR assignment.

HR Coordinator direct, Feb 2013–May 2014: onboarding, background checks, E-Verify, personnel records and HR systems using ADP Workforce Now, Taleo, DocLink, SharePoint and Microsoft Office.

Sales Support Specialist, Jun 2014–Jan 2015: moved into a different internal support function during organizational change.

1998 — 2008Dyersburg Regional Medical CenterHIM Clerk → Quality Data Analyst → Medical Staff Coordinator+

General Office Clerk (HIM), Dec 1998–Apr 2000 → Data Analyst (Quality), Apr 2000–Jan 2007 → Medical Staff Coordinator (Quality), Jan 2007–Nov 2008.

This nearly decade-long progression included professional Excel use, quality-data work, sensitive records and increasing responsibility through multiple hospital ownership changes.

2010 — 2011HCA Shared Services - DallasEducation Coordinator · now Parallon+

Administered HealthStream, coordinated education/training activity, supported reporting and troubleshooting, and worked with Salesforce, Microsoft Office and Adobe Acrobat in a healthcare shared-services environment.

AdditionalBroader operations backgroundGovernment support · credentialing · property management · healthcare administration+

Additional experience includes Titan Technologies / Florida DEO via Kforce, Ameri-Tech Community Management, Condominium Associates, BGS Properties, Infomart, OmniVision Eye Care, Medical Center of Plano, CareerStaff Unlimited / CSU Locums and other administrative/healthcare support work.

The website is intentionally a selected evidence view, not a downloadable résumé. A targeted résumé is available directly upon request.

05 · Systems fluency

Tools change.
The learning habit stays.

My value is not that I have touched every platform. It is that I can learn the system, understand what the data means operationally, troubleshoot responsibly and keep the work moving.

Microsoft Access: basic familiarity with forms and tables; not represented as advanced reporting or database development.

HRIS / Talent

PrismHR
ADP Workforce Now
Taleo

Learning systems

BLR TrainingToday
HealthStream

Workflow / CRM / docs

Salesforce
Freshworks
DocLink
Adobe Acrobat

Microsoft

Excel · Intermediate
Word · strong professional use
Teams · SharePoint · Outlook · PowerPoint
Access · basic familiarity

06 · How I work

Trust is operational.

People trust HR and operations professionals with records, deadlines, systems, sensitive information and the consequences of getting something wrong. That trust is earned in the details.

Accuracy before speed

Efficiency matters, but not at the expense of data integrity, documentation quality or a correct outcome.

Follow-through matters

I pay attention to the open item, the handoff and the quiet detail that can become someone else’s problem later.

Judgment over automation

AI can extend capability. It does not replace context, confidentiality, validation or responsibility for the result.

Need someone who can run the work—and see how the pieces connect?

I am targeting remote HR Operations, HR Administration, HRIS/LMS Administration, Operations Coordination and related roles.

lisa@lisakazempour.com LinkedIn ↗SynergyPEO ↗

Sun City West, Arizona · Remote only

Lisa KazempourComplex work.Clear systems.