[Hiring] Human Resources Coordinator @Arbor Research Collaborative for Health

Role Description

The Human Resources (HR) Coordinator provides vital administrative and operational support to the human resources department. This role is responsible for executing daily HR processes, maintaining numerous human resources records/forms/documents, and assisting with recruitment and onboarding logistics. Additionally, the HR Coordinator acts as a reliable first point of contact for employee inquiries regarding company policies and procedures.

Essential Duties and Responsibilities

• Talent Acquisition:
  • Assist in the maintenance and upkeep of items related to talent development and management such as role description templates, interview guides/forms, and automated email templates in the HRIS platform.
  • May be called on to help prepare and research job descriptions, setting up job requisitions in HRIS platform, and scheduling interviews.
  • Use internal/external salary benchmarking tools to pull and aggregate salary information for hiring managers and proposal teams.
  • Add and remove employees from various company systems such as HRIS platforms, training systems, and timekeeping/expense systems.
• Total Rewards:
  • Assist with maintaining and auditing staff salaries, benefit deductions, earning codes, and 401k contributions.
  • Create and develop ways to educate employees about the organization’s benefits such as email campaigns, monthly announcements on internal communication channels, or working with benefit vendors.
  • Prepare various reports and information as it relates to benefit open enrollment and the organization’s compensation plan.
  • Train as a payroll back up to successfully execute payroll, as needed.
• Talent Development + Management:
  • Maintain, update, and/or archive documents on the HR SharePoint site and ensure site and folder permissions are audited.
  • Coordinate and conduct new-hire onboarding training such as a New Hire Orientation, Benefits Overview, and Timekeeping Requirements.
  • Assist in the maintenance and upkeep of documents, forms, and/or systems related to talent development and management such as professional development requests or employee performance forms.
  • Liaise with human resources team to prepare employee training materials such as calendar invites, slide decks, and other materials.
  • May be asked to set up and assign required professional development training in HRIS platform or other training systems.
  • Manage OpenSesame subscription and update UKG Ready Learning Center with relevant courses.
  • Conduct exit meetings/interviews, assist in setting up employee surveys.
  • Assist in administering mid-year and annual performance reviews.
  • Administer DiSC assessments and training to staff and supervisors.
• Employee Relations + Engagement:
  • Respond to Tier 1 employee support requests handling common, day-to-day questions and resolving most issues on first contact.
  • Assist in managing employee leave programs.
  • Collaborate with the human resources team to administer employee engagement activities and programs.
  • Create and manage postings on various communication tools/channels, internally and externally, for new-hire announcements, promotion announcements, and staff recognition.
  • Lead, coordinate, and execute employee events, which tend to be virtual.
  • Develop bi-annual or yearly staff surveys to gauge viable employee events.
  • Manage the Health and Wellness Slack channel. Attend quarterly check-ins with Gallagher to review new material and facilitate monthly competitions among staff.
  • Manage the Training and Development Jira page and track all annual costs.
  • Ensure the staff web page remains up to date.
  • Maintain and update org charts.
• Risk + Compliance:
  • Prepare and submit various compliance reports such as VETS 4212, EEO-1, and Bureau of Labor Statistics or mandatory federal reports.
  • Research compliance requirements for various states and ensure all compliance postings are up-to-date and available to employees.
  • Provide input into compliance recommendations as it relates to human resources policies, procedures, and programs.
  • Assist in managing training and HRIS systems to allocate new hire and ongoing employee compliance training in accordance with organizational policies and contracting requirements.
  • Run monthly debarment checks.
  • Conduct research and state-specific employment law reviews for unregistered jurisdictions to assess registration feasibility, tax implications, and ongoing employer compliance requirements.
  • Manage the HR email box and ensure professional timely responses.

Qualifications

• Associate’s degree in business administration, psychology, or another related field and a minimum of 2 years of experience providing support in a human resources department.
• Proficiency and efficiency in utilizing Office 365 suite of products.
• Excellent emotional intelligence skills to manage confidential information, know how to read the room, and understand what to share, when to share, and what not to share.
• Professional communication skills (verbal, non-verbal, and written forms of communication).
• Takes initiative to resolve problems through researching issues and deep dive into systems and documentation to fully understand the issue at hand.

Preferred Qualifications

• Bachelor’s degree in human resources, business administration, labor relations, or a related field.
• An industry credential is helpful, but certainly not required.
• Previous UKG Ready or Pro experience.
• Interest in leveraging HRIS system to automate/streamline processes and workflows.

Work Arrangement

Remote

Location

Must be physically located in one of the following states:

• Alabama
• Colorado
• Connecticut
• Washington D.C.
• Florida
• Georgia
• Idaho
• Illinois
• Maryland
• Massachusetts
• Michigan
• Minnesota
• North Carolina
• Ohio
• Oregon
• Pennsylvania
• South Carolina
• Texas
• Virginia

Compensation Range

$25.67/hour to $29.00/hour. Base Compensation is determined by market range and geographic location pay zones. Base Compensation also includes various individual factors unique to each candidate such as job level, prior experience, skill set, certifications, and education, which may impact the compensation structure.