What Does A HR Coordinator Do?

WHAT DOES A HR COORDINATOR DO?

Overview Job Description Resume Cover Letter Skills Roles

Updated: Jun 24, 2025 - The Human Resources (HR) Coordinator responds to internal and external HR-related inquiries, manages personnel records, and supports recruitment and onboarding processes. This position assists in scheduling interviews and job fairs, prepares offers and onboarding documents, conducts background checks, and ensures compliance with employment requirements such as I-9 and E-Verify. The coordinator also maintains employee files and policies, updates job descriptions and the employee handbook, and supports performance management activities.

A Review of Professional Skills and Functions for Human Resources Coordinator

1. HR Coordinator Duties

Document Preparation: Creating and distributing employment-related correspondence, including offer letters, forms, visa documentation, onboarding documentation, contract amendments and end of employment documentation
Record Processing: Receiving, reviewing, and processing all documentation about new hires, terminations, leave of absences, employee status changes, etc
Process Management: Participating and managing transactional activities about the onboarding and offboarding process as well as the global mobility process
File Maintenance: Establishing, organizing, and maintaining hardcopy / electronic employee files, ensuring that all files are current and complete
Candidate Guidance: Make sure candidates have a full understanding of the onboarding process
Policy Compliance: Ensure candidate communication and employment-related documentation are in line with the defined service level agreement
Background Screening: Responsible for administering background checks
Onboarding Preparation: Ensure candidates are prepared for their first day with all of the necessary information

2. Human Resources Coordinator Details

Payroll Coordination: Coordination of the global network’s day-to-day payroll operations
Vendor Liaison: Acting as a contact person for various vendors
Information Updating: Providing and updating information for vendors
Case Resolution: Proactive case resolution together with vendors
Invoice Management: Invoice processing and approvals
Expatriate Support: Coordinate practicalities related to expatriate processes such as contract preparation, expat accommodation, insurances, health care, etc.
Assignment Coordination: Coordinate practicalities related to short-term assignments and country relocation
System Backup: Act as a back-up and substitute for the key user of the HR system Sympa
Data Reporting: HR data reporting through Sympa according to the needs
Travel Administration: Act as a part of the travel administration team (e.g., tasks regarding travel security)
Project Assistance: Assisting the HR team in other HR processes and projects, from calendar management to content creation

3. HR Coordinator Responsibilities

Onboarding Process: Manages employee onboarding process, communication with new hires, new hire paperwork, new hire orientation, and any background checks as part of the employment process
Offboarding Process: Manages employee offboarding process, communication with employees, exit surveys/exit interviews, and separation agreements
HR Policy Support: Provide operational support on HR policies and processes to support managers and employees
Inquiry Resolution: Support the AskHR inbox and be the first point of contact for manager and employee questions regarding HR inquiries
Team Collaboration: Work with recruiters, compensation, benefits, and HR operations teams to support programs, policies, and initiatives with employees
Policy Compliance: Ensure HR policies and practices are applied consistently and provide direction to managers
I-9 Processing: Complete I-9 paperwork and reverifications for team members
Claim Response: Respond to unemployment claims
Process Improvement: Assist with process creation, documentation, and maintenance
Project Support: Assist with quarterly projects

4. Human Resources Coordinator Job Summary

HR Transactions: Handles day-to-day processes, including data changes, terminations, exit interviews, and answering basic HR questions for clients
Program Support: Assists HR team with planning and rollout of HR programs such as performance management, compensation planning, and other project-related work
HR Analytics: Maintains and delivers standard and ad hoc HR reporting/analytics to and for the HR team and evaluates information to support decision-making and tracking goals and objectives
System Support: Partners with HRIS and IT on supporting tools/systems and troubleshooting issues
Process Improvement: Recommends new approaches, policies, and procedures to support continual improvement in the efficiency of the Human Resources department and services
HR Queries: Operates as a first point of contact for all HR queries, providing an accurate, efficient, and professional administration service at all times
Inbox Management: Manages the HR inbox, ensuring effective and timely resolution of queries with appropriate escalation or delegation
System Maintenance: Ensures the maintenance of the HRIS and reporting data, proactively identifying opportunities for process improvement
Administrative Support: Supports the broader HR team with administrative tasks related to daily HR operations (recruitment, employee relations, etc.) and ad hoc projects directed by the HR Business Partner

5. HR Coordinator Accountabilities

HR Advisory: Provide 1st line advice on HR processes and practices to the HR team and wider business, along with overseeing and managing the HR inbox, resolving or escalating queries accurately, professionally, and efficiently
Record Management: Organise and maintain accurate employee records and HR filing systems that are GDPR compliant
Casework Support: Provide administrative support to the HRBP/Adviser and broader HR team in ER/casework processes or other tasks
Compliance Training: Support the HR Advisor in all aspects of ensuring compliance with mandatory, regulatory, and company-required training
Invoice Processing: Process invoices efficiently via the Concur system
Benefit Administration: Process the administration of employee benefits, payroll, SMCR, and eLearning
Process Improvement: Identify gaps in HR administration processes and create or implement resolutions
Right to Work: Manage the CV Insights and Right to Work process for new starters
Induction Coordination: Organise the new starter induction process and deliver HR information, including new manager system training on Peakon, People HR, Hub, etc.
Training Logistics: Support on L&D activities, managing administration and coordination of pre- and post-programme logistics, administering eLearning, setting up training facilities, coordinating materials and resources, and handling MI and reporting
Exit Interviews: Conduct and record exit interviews
Report Scheduling: Schedule, maintain, and collate reports for analysis

6. HR Coordinator Functions

Divisional Updates: Provide regular Divisional Updates
Recruitment Guidance: Advise the hiring manager on the recruitment process
Job Posting: Add vacancies to the recruitment portal and advertise
Candidate Management: Manage candidates throughout the process, organise and attend interviews, administer offer letters and contracts
Employee Onboarding: Onboard new candidates, carry out inductions, and process leavers
Process Advisory: Provide advice on company processes and procedures
Policy Letters: Produce policy letters for the Division, e.g., Maternity, Sickness Absence Management, Capability, Disciplinaries
Meeting Notes: Take notes in meetings
Salary Reviews: Support and administer annual salary and bonus reviews
System Maintenance: Ensure the HR System is always maintained
Payroll Support: Deal with payroll-related queries
Leave Monitoring: Monitor employee sickness and leave
Update Coordination: Coordinate department updates
Learning Compliance: Ensure all employees are up to date on mandatory learning modules

7. Human Resources (HR) Coordinator Job Description

HR Administration: Managing the entire HR administrative and integration processes
Contract Management: Editing all contractual documents through digital tools and following up on entries, exits, and transfers
Payroll Coordination: Collaborating closely with payroll for salary and time management; acting as intermediary between legal support and HRBPs for labor law procedures, drafting work certificates, etc.
Process Improvement: Exploring digital solutions to support continuous improvement in ways of working
Communication Centralization: Centralising HR communications such as HR announcements and internal messages
Employee Interaction: Interacting with employees from both Maisons and Richemont departments across Switzerland
Financial Support: Supporting financial processes including purchase orders, invoicing, and budgeting
Interview Scheduling: Scheduling candidate interviews and new full-time orientations
Resume Screening: Screening resumes and conducting interviews
Onboarding Paperwork: Completing new full-time paperwork including I-9 and employment verification
Leave Tracking: Administering and tracking employee leaves of absence
HRIS Updates: Entering and updating employee files in HR databases
Job Posting: Assisting the HR department with submitting job postings

8. HR Coordinator Overview

Contract Issuance: Issue contracts to new starters in compliance with current legislation
Reference Checking: Carry out reference checks for new starters
Disciplinary Support: Visit sites and conduct investigations or disciplinary meetings
Legal Liaison: Liaise with solicitors regarding disciplinary matters
Incentive Oversight: Oversee the employee incentive scheme
Manager Coordination: Liaise with site managers regarding personnel issues
Payroll Coverage: Cover the payroll department during the Payroll Manager’s absence
Policy Development: Research, evaluate, draft, and maintain company HR policies
Employee Relations: Develop and enhance employee relations, staff engagement, and team building
Development Assistance: Assist employees in undertaking personal development
HR Support: Support the HR Manager
Recruitment Assistance: Assist with recruitment including writing job descriptions, selecting candidates, and conducting interviews

9. HR Coordinator Details and Accountabilities

HR Administration: Administer all personal data and legal processes related to HR activities throughout the employment life cycle, including recruitment, onboarding, contract changes, leaver processing, and standard HR operations
Induction Management: Manage onboarding inductions, conduct background checks for new starters, and process reference requests
Records Maintenance: Administer all HR records in online systems, including updates due to manager changes, new roles, or restructures
Payroll Coordination: Collate and provide monthly payroll data including starters, leavers, and contract changes, and liaise with the HR Manager before issuance
Contract Administration: Administer completion and issue of agreed subcontracts within rules and notify managers of contract review dates
Inbox Management: Manage the HR inbox and respond to general queries such as reference requests or change of personal details
Employee Guidance: Provide information and guidance to employees and subcontractors about employment terms, rights, and policy compliance
Absence Reporting: Provide line managers with absence data and direct them to relevant policies and procedures when needed
Performance Guidance: Offer general guidance on performance monitoring and improvement for underperformers or to motivate high performers
CV Preparation: Create RJ Power CVs for new employees or subcontractors joining the business
Internal Communication: Contribute to the quarterly company newsletter
Meeting Support: Attend HR-related meetings (in-person or via phone), take accurate notes, and guide employment legislation or procedures
Benefits Renewal: Administer annual renewals of employee benefit schemes, including reviewing and providing necessary information
Data Requests: Respond to Data Subject Access Requests for current and former employees or subcontractors
Bid Support: Provide information and input for bids, tenders, pre-qualification questionnaires (PQQ), or accreditation submissions

10. HR Coordinator Tasks

Office Support: Provide administrative and office management support for all Israel employees
Onboarding Support: Support onboarding, offboarding, employment verifications, and employee mobility
Records Maintenance: Maintain confidential employee e-files, ensuring accuracy and compliance
Data Accuracy: Support HRIS data integrity by ensuring employee data is accurate
Employee Assistance: Provide Tier 1 HR support for all Brex employees during all aspects of the employee lifecycle
Payroll Liaison: Liaise between Brex employees and the Payroll team
Process Improvement: Document workflow and procedures, and proactively identify opportunities for process enhancement
Project Support: Assist the People Operations team with various projects and initiatives

11. HR Coordinator Roles

Learning Coordination: Manage the entire learning registration and confirmation process
Delegate Communication: Ensure learning delegates are well communicated with during the pre-learning and post-learning stages
Trainer Collaboration: Work with internal and external trainers or facilitators to prepare necessary learning materials
Venue Setup: Liaise with the training hosting hotel to set up the training venue and equipment
Process Consistency: Establish a consistent and high-quality working process for their own area of work
Record Management: Keep an accurate and detailed training record and report
Report Generation: Generate training reports and summaries
System Management: Manage accounts and access for the FUSE system
Catalogue Maintenance: Maintain an updated training catalogue through cross-functional trainer coordination
Communication Standardization: Ensure standardized and coordinated communication of training activities with hotels
Project Coordination: Involved in learning-related projects as a coordinator
Meeting Scheduling: Assist the project leader in scheduling meetings, calls, and interviews
Action Tracking: Take minutes, maintain the project plan, and track communications
Presentation Support: Support project leader with materials and summaries
Data Visualization: Create diagrams, reports, and project-related statistics
Document Translation: Translate project-related documents and deliverables
Project Assistance: Provide administrative assistance to the project leader
Program Promotion: Produce articles, videos, and materials to promote learning initiatives
Budget Monitoring: Manage and monitor the learning team budget and P&L
Meeting Management: Manage team meeting cadence and produce minutes
Activity Coordination: Support the team leader in organizing and coordinating activities

12. Human Resources Coordinator Additional Details

Employee Inquiries: Acts as the first point of contact for employees and provides the highest level of service when handling inquiries related to HR policies and programs
Inbox Management: Manages concerns and queries raised through the centralized HR inbox
Reimbursement Processing: Administers and processes the reimbursement programs, i.e. tuition and health club
Department Liaison: Liaises with support departments (Payroll, Benefits, etc.) to ensure employees receive comprehensive HR support
System Transactions: Assists with HR system transactions including reporting requests for HR colleagues, managers, and employees
File Maintenance: Maintains electronic employee personnel files to ensure legal compliance and accuracy
New Hire Onboarding: Facilitates the onboarding process for new employees, i.e., leads in-person and virtual new hire sessions to encourage a positive onboarding experience
Vendor Coordination: Oversees HR vendor set-up and invoice processing
Compliance Support: Assists with providing compliance in all areas of human resources
Leave Administration: Provides Leave Administration support by liaising with Cigna Leave Solutions on FMLA and other Leave cases
Administrative Support: Manages administrative HR support for employees
Visa Coordination: Acts as administrative contact for the Visa and Immigration program by liaising directly with Foreign Nationals and legal counsel on Visa cases sponsored by Clarivate
Project Assistance: Supports company-wide initiatives and assists with additional projects/programs

13. HR Coordinator Essential Functions

Employee Service: Performs customer service functions by answering employee requests and questions
Process Coordination: Coordinate and execute the recruitment/selection, onboarding, offboarding, and orientation processes
Job Placement: Coordinate non-exempt job placement including posting jobs, evaluating applications, interviewing candidates, scheduling employment tests, securing reference checks, extending offers, and onboarding
Internal Hiring: Administer the internal job posting system by posting job notices, determining eligibility to bid, interviewing, and selecting successful candidates in cooperation with department managers/supervisors
Talent Partnership: Partner with Talent Acquisition to execute exempt position staffing and follow up effectively up to position fulfillment
Employee Inquiries: Receive and respond to Unemployment inquiries, Verification of Employment, and other employee-related needs
Project Support: Support and/or lead various projects in support of key site and HR goals and objectives
Policy Interpretation: Interpret policies, answer questions, and counsel associates regarding policies
Conflict Resolution: Provide consistent interpretation, advice, and counsel to support effective resolution of complex people management issues
Employee Relations: Develop recommendations and coordinate employee relations activities and special projects to maintain a positive employer-associate relationship and maintain morale
Policy Implementation: Support the implementation and administration of HR policies and programs
Data Accuracy: Sustain and maintain accuracy of data, investigate causes of discrepancies, and make necessary corrections
HR Reporting: Complete regular reports (e.g., headcount, overtime, attendance, organization chart, payroll discrepancy, etc.)

14. Human Resources (HR) Coordinator Role Purpose

File Management: Maintain staff personnel files, ensuring they are current and up to date
Record Logging: Ensure that training, sickness, holidays and appraisal information is logged and recorded
Note Taking: Attend meetings including taking notes at disciplinary and grievance meetings/hearings
CEO Support: Assisting the CEO in compiling papers and maintaining accurate records
Job Documentation: Maintain accurate job descriptions and person specifications for all job roles
Interview Coordination: Arrange adverts, book interview facilities, coordinate interview panels, sort applications and meet candidates
Policy Compliance: Ensure managers are following the recruitment policy and best practice
Reference Follow-up: Follow up on references and send out confirmation letters to successful and unsuccessful candidates
Induction Support: Provide an updated checklist and support for Line Managers in the delivery of effective induction for new employees
Training Monitoring: Maintain a training plan and monitor the impact of training
Appraisal Administration: Compile and administer appraisals for Managers
HR Advising: Advise Managers on changing legislation and best HR practice
Employee Advocacy: Act as a champion for employees
Survey Reporting: Develop and report on the annual satisfaction survey
Exit Interviewing: Conduct exit interviews with all permanent staff leaving
System Operation: Ensure smooth operation of the online time sheet system
Payroll Liaison: Liaise with the payroll department for the payment of wages and salaries
Issue Resolution: Resolve any issues or queries that arise from payroll

15. HR Coordinator General Responsibilities

Visa Management: Managing the Visa process for new international employees
File Preparation: Preparing new employee files
File Auditing: Performing file audits to ensure that all required employee documentation is collected and maintained
Calendar Management: Maintaining calendars of the HR management team, scheduling interviews and assisting with the interview process
Report Compilation: Compiling reports and spreadsheets and preparing spreadsheets
Recruitment Lifecycle: Managing the full life cycle of recruitment
Training Oversight: Responsible for training courses, apprenticeships and e-learning
System Maintenance: Maintenance of HR systems with new starters, leavers and changes
Policy Support: Supporting the maintenance of policies and procedures
Headcount Monitoring: Monitoring and reporting of headcount and movements

16. HR Coordinator Key Accountabilities

Interview Coordination: Assist the HR team with interview scheduling, coordination and communication with candidates and hiring managers
ATS Updates: Update Brain Corp’s Applicant Tracking System (ATS) as directed by the Talent Acquisition (TA) team
Background Screening: Initiate and monitor background screens
Onboarding Assistance: Assist new employees through the hiring and onboarding process, including conducting new employee orientation
Recognition Support: Support employee recognition activities
Calendar Management: Manage HR recurring meetings and the HR team calendar
Report Generation: Generate and prepare identified HR and TA reports
Project Assistance: Assist the HR team with HR projects

17. HR Coordinator Roles and Details

Culture Execution: Work with the leadership team to execute culture/people initiatives
Team Onboarding: Work with department leads to onboard new team members
Performance Coordination: Coordinate the performance review process for all ACTO employees
Policy Implementation: Assist in company-wide policy implementation and rollout of new processes
HRIS Management: Own the administration and maintenance of HRIS and all related integrations with benefits and payroll
HR Support: Help ACTO team members with day-to-day HR requests (i.e., employment letters, etc.)
Benefits Administration: Oversee benefits administration and health/wellness programs
Safety Compliance: Assist with Health and Safety initiatives and compliance
Handbook Maintenance: Maintain and update the ACTO Employee Handbook
Event Coordination: Plan and coordinate company-wide events
Metrics Analysis: Analyzing HR Metrics (e.g., turnover, onboarding, engagement, etc.) and preparing trend reports to review with leadership
Document Management: Coordinate company-wide operational document management
Project Collaboration: Collaborate on additional HR projects

18. HR Coordinator Responsibilities and Key Tasks

Career Development: Looking for the opportunity to advance my career in HR to work for an ambitious organisation with a clear social mission and provide support to a busy People Team
Team Collaboration: Working closely with the HR Business Partners and the Recruitment Team
HR Support: Provides support in either a service center or human resources department environment under general supervision with instructions given for routine work and detailed instructions given for new lines of work
General HR Duties: Performs a variety of routine general human resources duties
Record Management: Maintaining personnel records, compiling statistics and/or processing employment applications, insurance forms, and salary increases
Employee Assistance: Assists employees on matters regarding personnel forms, records, and procedures
Data Input: Prepare input forms for the automated data processing system
HRIS Utilization: Utilizes the company's internal human resources information systems (HRIS) to perform duties

19. HR Coordinator Duties and Roles

New Hire Orientation: Schedules and conducts new hire orientation and processes all paperwork
HRIS Management: Manages employee data using Oracle HRIS, from New Hire to Exit
Benefits Administration: Administers health and welfare plans, including enrollments, changes, and terminations
Payroll Processing: Processes required documents through payroll and insurance providers to ensure compliance, accurate record-keeping, and proper deductions
Employee Recognition: Handles Reward and Recognition Program for managers and their employees
Event Coordination: Contributes to special employee events and activities
Employment Verification: Completes employment verifications and unemployment claims in a timely manner
Employee Support: Performs customer service functions by answering employee requests and questions
I-9 Compliance: Completes Forms I-9, verifies I-9 documentation, and maintains I-9 files
Background Checks: Submits online investigation requests and assists with new-employee background checks
Offboarding Support: Assists with the processing of terminations
Performance Reviews: Assists with the preparation and management of the performance review process
Meeting Scheduling: Schedules meetings as requested by the Vice President of HR
File Maintenance: Files documents into the appropriate employee files
Correspondence Preparation: Assists or prepares correspondence
File Preparation: Prepares new-employee files
HRIS Operations: Performs other Human Resources and HRIS-related duties

20. HR Coordinator Roles and Responsibilities

Candidate Recruitment: Recruiting tasks include soliciting candidates, conducting phone interviews, checking references, and coordinating pre-employment screenings and paperwork
Employee Onboarding: Onboarding activities include orientation, scheduling, first-day activities, health screens, safety compliance, ISO compliance, new employee announcements, etc.
Employee Offboarding: Offboarding activities include exit interviews, return of company items, termination of benefits, etc.
Engagement Coordination: Coordinate employee engagement programs, i.e., WOW cards, suggestion boxes, distributing anniversary gifts, corporate communications, managing the company store, ordering company apparel, business cards, etc., for sales and service teams
Training Records: Track and retain training documents for internal/external trainings (safety, leadership, new hire)
HR Communications: Assists corporate HR with sharing information, i.e., creating and distributing benefits, and other documents to employees
Event Coordination: Coordinate town hall meetings, sales meetings, and other gatherings
HR Presentations: Presents on HR or other company topics
Safety Participation: Actively participate in safety committee meetings, annual training meetings, safety walks, scheduling initial and preventative exams for local personnel, and other safety-related tasks
Office Maintenance: Maintain professional-looking office areas, coordinate arrangements for the hotel, refreshments, and meals for visitors
Front Desk: Greet customers, vendors, etc., at the front desk
Project Support: Manage various special projects and deadlines as assigned by management
Expense Assistance: Assists employees and corporate accounting with P-cards, AirPlus cards, and Concur expenses
Marketing Support: Assists marketing with shipments of brochures and banners
Administrative Backup: Sorting daily incoming/outgoing mail and routing switchboard calls and performing customer and vendor SAP functions during employee absences
Policy Compliance: Understands and complies with all HSE, Compliance, Travel (and Annex), and other Company Policies
Procedure Compliance: Complies with company quality, operating, and technical procedures and work instructions as they apply to the position

21. Human Resources Coordinator Duties

Candidate Sourcing: Assist with the recruiting function, sourcing candidates for positions
HR Process Support: Support the HR department and execute a variety of HR processes
Interview Coordination: Conduct phone screens, participate in the interview and hiring process
ATS Management: Support the Applicant Tracking System and the new hire onboarding process
Paperwork Processing: Process HR paperwork and change requests
Record Maintenance: Maintain efficient HR record-keeping
HRIS Assistance: Assist with leave of absence, employee benefits, and HRIS questions
Visitor Reception: Greet and welcome guests to HR
Customer Service: Perform light customer service duties
Relationship Building: Develop strong and trusting relationships with internal customers and the HR team
Training Support: Assist with Learning Management System and employee training programs
Event Coordination: Provide some coordination of meetings and employee events
Team Collaboration: Work independently as well as within a team environment
Workplace Culture: Help create a positive, highly engaged workplace culture

22. HR Coordinator Details

Timekeeping Management: Timeclock system management and temp timesheet coordination
Interview Scheduling: Schedule interviews for hiring managers
Onboarding Preparation: Prepare onboarding paperwork for new hires
Form Assistance: Help employees complete hiring paperwork (I-9, W-4, application, etc.)
File Management: Create and manage confidential new employee files
Notice Distribution: Prepare and distribute HR notices to staff
Insurance Support: Assist with insurance enrollments, changes and updates
Retirement Support: Assist with 401(k) enrollments, changes and updates
IT Coordination: Schedule computer and phone repairs with IT
Medical Coordination: Coordinate medical clinic visits for new and existing employees
Claims Assistance: Assist with workers' comp claims
Supply Ordering: Order and distribute office supplies
Translation Services: Translate HR notices from English to Spanish and distribute
Employee Engagement: Head of the company's Fun Team
Safety Training: Schedule and coordinate safety training
Leave Management: Manage and administer employee leaves
Attendance Monitoring: Manage and administer the Attendance Control Program
Recruitment Support: Assist with hourly recruiting, interviewing, and new hire orientation
Project Assistance: Assist the Associate HR Manager with all projects and initiatives

23. HR Coordinator Responsibilities

Client Partnership: Work in close partnership with HR Partners and HR Managers to be a credible activist for clients
Policy Interpretation: Interpret and explain human resources policies, procedures, laws, standards and regulations
Cross-Functional Collaboration: Partner effectively with HR Partners and HR specialist groups including Learning and Development, Employee Relations, Recruiting, HR Operations, Payroll
Experience Improvement: Proactively identify opportunities and assess improvements to the employee experience and partner with the Energy HR team to develop and implement innovative and lasting solutions
Inquiry Handling: Ensure employee inquiries are answered and/or properly routed promptly
People Analytics: Pull reports and provide analytics related to people metrics
Project Support: Support any other special projects
Data Auditing: Perform periodic audits of people data and work with HR Operations to correct
Leave Coordination: Coordinate with HR/Compensation/Recruiting on assignments for LOA, Light Duty, Modified Duty, and Restricted Duty

24. HR Coordinator Job Summary

Onboarding Coordination: Manage the coordination and execution of all aspects of employee onboarding
Orientation Scheduling: Schedule first day activities, new hire orientations, collect and process new hire paperwork, manage the background check process, and administer Form I-9
System Management: Manage the Applicant Tracking System (ATS), Greenhouse and HRIS and ensure accuracy of the data
Culture Engagement: Engage with the Recruiting Operations team to promote awesome culture internally and externally
Employee Support: Assist with employment verifications, answer general inquiries and proudly communicate the incentives of the company and initiatives of the HR team
Internal Collaboration: Provide exceptional support to fellow 'Yexters'—recruiters, hiring managers, HR Business Partners, and internal and external clients
Employee Availability: Be readily available to employees when they have questions and proactively check on employees
Policy Knowledge: Maintain an appropriate level of process, program and policy knowledge to help employees perform at their best
Process Improvement: Proactively identify process improvement opportunities to better leverage technology and help the HR team scale

25. HR Coordinator Accountabilities

Staff Motivation: Motivates the staff to carry out allocated duties by setting policies and procedures and to expected standards so that the departmental objectives are achieved
Organizational Commitment: Commitment to the path and values of the organization (faith in youth and volunteers, integrity and honesty, sacrifice and altruism, teamwork and team spirit, innovation and creativity, integrity in dealing and beneficiary dignity, responsiveness and initiative)
Strategy Development: Responsible for developing the organization's HR strategy plan as well as ensuring consistency in human resource policies and procedures
Operational Planning: Develop an operational plan that incorporates objectives that work towards the strategic direction of Violet
Operational Oversight: Ensure and oversee that the operations of Violet meet the expectations of its donors, board, and funders
Record Management: Ensure that all documentation and files for all stakeholders are securely stored and privacy/confidentiality is maintained
Policy Compliance: Assist in the regular review and roll-out of HR policies, employment policies, and procedures in compliance with Violet’s standards and evolving national labor law
Recruitment Planning: Assist in the development of staffing and recruitment plans to ensure that each team is staffed appropriately, according to need and funding availability, in an efficient and timely manner
Policy Implementation: Ensure the consistent implementation of HR and administration policies and procedures
Staff Hiring: Ensure staff hiring is conducted efficiently and in compliance with Violet’s policies and national labour law
Manpower Planning: Prepares and executes the manpower plans and budgets for the organization
Grievance Management: Responsible for implementing the grievance system and providing all possible support to close all the gaps causing the problem without affecting or disturbing any of Violet’s policies and procedures
Contract Management: Ensure the timely processing of new contracts, contract extensions, staff transfers, promotions, and other changes of status
Disciplinary Oversight: Manage processes related to disciplinary actions, staff separation, and termination
Employee Support: Respond to employee-related queries and provide services to all HR-related inquiries and requests
Audit Preparedness: Make sure that employees' files are auditable at all times
PSEA Compliance: Respect and apply all the PSEA principles, and show a high commitment to report any PSEA action
HRIS Supervision: Supervise the day-to-day activities of HR information systems
Work Permit Renewal: Responsible for the renewal of work permits for all related employees
Payroll Preparation: Ensure timely payroll preparation
Training Planning: Lead in building the annual training and development plan as per Violet’s training and development SOPs
Project Oversight: Oversee training and capacity-building/development projects
Needs Assessment: Initiates the analysis of training needs, the development of appropriate training plans, securing the necessary budgets, and the optimum matching of training needs with resources available
Performance Management: Build, review, and enhance Violet’s PMS
Evaluation Training: Enhance management of Violet’s team on how to properly conduct and track evaluation processes

26. HR Coordinator Functions

Issue Resolution: Answers questions and resolves issues based on phone calls, emails, and internet inquiries from members, clients and others while maintaining consistent quality
Enrollment Support: Research and respond to enrollment issues
Problem Solving: Provide problem resolution by effectively communicating with other departments, product vendors, and the participant or client
Task Ownership: Receive, distribute and/or own tasks including resolution and appropriate customer support
Contact Tracking: Effectively document and track contacts with participants, clients and vendors
Customer Interaction: Ensure all interactions with customers (both internal and external) are professional and courteous
Referral Management: Escalate appropriate referrals, complaints, grievances and appeals according to client requirements
Self-Service Education: Educate participants, clients and others on self-service options
Report Preparation: Assist in the preparation of daily, weekly or monthly reports
Data Maintenance: Update member data, including dependents, change of addresses, etc., ensuring data integrity
Document Handling: Completes tasks, generates letters and files associated paperwork
Team Collaboration: Effectively interact with all team members to resolve participants' or clients' needs
Project Coordination: Special projects and other duties
Report Generation: Generate reports and complete projects in conjunction with Team or Client Services
Team Support: Complete miscellaneous team functions - mail, FedEx, answering phones, photocopying, faxing, etc.
Customer Support: Assist with customer tours or audits
System Utilization: Utilize computer systems and reports to support customer needs
Transition Assistance: Assist with account transition and training requirements
Client Communication: Complete customer correspondence, surveys, and mailers related to Client Services initiatives
Question Handling: Receive and resolve participant questions in coordination with the Administration Team
Account Updates: Handle account changes such as benefit level, plan selection, and consolidations

27. HR Coordinator Job Description

Inquiry Response: Respond to internal and external HR related inquiries or requests and provide assistance
Call Management: Answer HR related calls from internal and external clients
Data Maintenance: Keep up-to-date records of personnel-related data (payroll, personal information, short-term disability, leaves/accommodations) to ensure all employment requirements are met
Termination Processing: Manage terminations and requisitions
Job Requisitioning: Open and close job requisitions and occasionally assist with exit interviews
Recruitment Support: Support the recruitment/hiring process utilizing various job boards and out-of-the-box outreach
Event Coordination: Schedule and attend job fairs
Meeting Coordination: Coordinate meetings, initial screenings and interviews, HR events, etc., and ensure the team’s agenda and timelines are met
Application Screening: Screen, print and review applications and resumes, screen and interview candidates to fill existing and expected job vacancies
Applicant Evaluation: Review and evaluate applicants' work history, education, training and other qualifications
Candidate Interviewing: Interview those selected who meet the organization’s qualifications if the Supervisor is not available
Interview Scheduling: Confirm potential employee interviews via email with the candidate and schedule them into the calendar
Onboarding Preparation: Prepare and present the candidate onboarding paperwork once determined if eligible for hire
Job Offer Handling: Prepare and extend the job offer and ensure the Work Opportunity Tax Credit has been filled out
Offer Letter Issuance: Provide an offer letter and Paychex registration information
Role Communication: Inform candidates of job responsibilities, compensation/benefits programs, work schedule/conditions, career advancement opportunities, etc.
Hire File Creation: Create a file for the new hire and give it to Payroll to enter into Paychex
ID Badge Creation: Take a photo of the new hire to create an ID badge for the first day of training
Confidentiality Management: Enter employee information and maintain confidentiality
Training Material Provision: Provide the new hire with the necessary supplies and the Training Packet
Background Screening: Perform reference and background checks and process new hires through E-Verify within three days of hire
I-9 Tracking: Keep a up-to-date log of I-9s (active and inactive)
Job Description Updates: Create and update job descriptions, policies and procedures
Handbook Management: Maintain the employee handbook to reflect updates
Performance Support: Assist supervisors in performance management procedures
Review Tracking: Maintain an accurate log of 90-day/Annual Performance Reviews
Attendance Monitoring: Manage employees' call-outs, email necessary management, record employee absenteeism into Express Time and call-out log
Time Off Recording: Maintain records of employee vacation time and unpaid days off in ExpressTime
Termination Discussion: Discuss any involuntary terminations with the HR Manager before completing the form
Documentation Filing: File all disciplinary actions and other employee documentation including performance reviews
System Updates: Make corresponding entries into Paychex and Express Time
Report Generation: Run reports monthly and on an ad hoc basis for the HR Monthly report and other needs
Metrics Reporting: Reports include reporting on HR metrics such as applicant status, turnover, time-to-fill, etc.
Leave Tracking: Respond to employee inquiries and track FMLA and NJ Family Leave
Claims Processing: Complete Worker’s Compensation and Disability processes

28. HR Coordinator Overview

Internal Communication: Directs periodic communication to plant employees from Corporate HR and Payroll Departments throughout the year
Confidential Writing: Provides written communications to employees in a confidential manner
Document Submission: Providing Corporate HR and Payroll with employee file documents promptly
Paperwork Review: Reviewing all employee paperwork to see that it is complete before turning it over to the Corporate HR office for processing
Compliance Posting: Maintains plant bulletin board, assuring that required postings are in place and up to date
Insurance Support: Assist employees with medical insurance issues
Management Assistance: Assist in plant management
Communication Facilitation: Facilitation of company communication via email, telephone, etc.
Housekeeping Oversight: Maintenance of good housekeeping practices
Expense Reporting: Prepare Plant Credit Card DEEM reports monthly
Cash Handling: Maintain any petty cash on site
Mentor Program: Lead the Mentor Program onsite
Driver Records: Maintain onsite driver Logs, DVIR, and driver files
Fuel Tracking: Maintain Fuel charges, Fuel receipts, and quarterly reports for accounting
Volunteer Coordination: Coordinate Volunteer Events for corporate initiative
Program Management: Maintain the WIT program and team recognition programs
Meeting Coordination: Coordinate monthly plant meetings

29. HR Coordinator Details and Accountabilities

HR Support: Provide HR support for all aspects of work from the Human Resources Department, the Human Resources Manager and Herff Jones leaders and employees
Recruitment Execution: Conduct recruiting functions for the plant (posting, sourcing, interviewing, and offer process)
Recruiting Partnership: Partner with the corporate recruiting function on industry best practices and Herff Jones process improvements
Applicant Evaluation: Review applicants to evaluate position requirements and manage the selection procedures
Candidate Placement: Ensure that an interview process and proper placement of motivated and qualified candidates are achieved
Onboarding Support: Support the Human Resources Department with the onboarding of applicants and new hire data entry
Payroll Processing: Complete weekly payroll processing for 225+ employees and temporary workers
Employee Engagement: Support all employee events (recognition, annual celebrations)

30. HR Coordinator Tasks

HR Support: Responsible for providing generalist operational HR support to a team of PL Leaders (Business Partners) to deliver upon the People and Leadership priorities identified in the business strategy
HR Advisory: Provide first-level HR advisory support to Employees and Business Leaders on a variety of HR topics by Company policies and procedures
Employee Relations: Employee relations case management, escalating to PL Leaders (HR Business Partners)
HR Coordination: Support coordination of annual HR deliveries with the PL Leaders and specialist PL competence centers (HR centers of excellence)
Project Delivery: Contribute towards and/or lead a broad range of HR projects and operational HR deliveries in collaboration with stakeholders within the People and Leadership network and the business
Process Documentation: Document HR processes and procedures for continuous improvement in the PL team, ensuring alignment between business areas
Crisis Response: Active member of the Emergency Response team

31. HR Coordinator Duties

Onboarding Coordination: Coordinating onboarding process (e.g. organising inductions and managing ‘buddy’ programme)
Data Administration: Lead people management system data administration, data maintenance, reporting and user configuration
Payroll Assistance: Assisting with monthly payroll processes
HR Project Support: Supporting and eventually leading on HR project work and new initiatives
Stakeholder Communication: Managing the expectations of stakeholders with clear communication and diplomacy
Prioritisation Skills: Managing conflicting demands and the ability to prioritise accordingly
Administrative Support: Working with the People Team and Institute Resources to deliver excellent administrative and people support services to the organisation
Process Improvement: Driving continuous improvement of TBI’s HR processes
Strategic Thinking: Putting forward new ideas for delivering objectives in line with the organisation’s strategy
Innovative Approach: Bringing an innovative approach to ensure always adapting to serve the individual needs of employees most effectively

32. HR Coordinator Details

Personnel Records Management: Organise, compile, and update company personnel records and documentation.
Data Reporting: Provide periodic reporting to stakeholders to help leaders make data-driven decisions.
Benefits Reconciliation: Perform monthly benefits reconciliation.
Process Documentation: Build and maintain HR process documentation for both HR and employee use.
Employment Verification: Respond to external employment verifications.
Employee Support: Resolve HR-related questions from employees, escalating as needed.
HRIS Data Management: Make changes to employee data in HRIS.
Onboarding/Off-boarding Support: Assist with employee onboarding and off-boarding.
Orientation Scheduling: Assist with New Starter Orientation Presentation and drive scheduling.
Invoice Processing: Process HR-related invoices.
Annual HR Processes: Support annual HR processes, such as performance review cycles, employee engagement surveys, and benefits enrollment.
Recruitment Assistance: Assist with recruitment activities.
Right To Work Compliance: Carry out Right To Work Checks and maintain relevant documentation.
HR Administration: General HR administration duties.
Immigration Audit: Lead audit to ensure have accurate and unexpired immigration documentation for International team.
File Audit: Employee personal file audit.
Handbook Maintenance: Employee Handbook review/implementation and maintenance.
Immigration Due Diligence: Assist with due diligence for the new 2021 Immigration changes for those affected.
Benefits Review: Carry out the annual employee benefits review and recommendations for improvement.

33. HR Coordinator Responsibilities

Onboarding Management: Manage coordination and execution of all aspects of employee onboarding, including scheduling first day activities, new hire orientations, collecting and processing new hire paperwork, managing the background check process, and administering Form I-9
ATS and HRIS Administration: Manage the Applicant Tracking System (ATS), Greenhouse and HRIS and ensure accuracy of the data
Recruiting Collaboration: Engage with the Recruiting Operations team to promote awesome culture internally and externally
Employee Ambassadorship: Be an employee ambassador, assisting with employment verifications, answering general inquiries and proudly communicating the incentives of the company and initiatives of the HR team
Stakeholder Support: Provide exceptional support to fellow 'Yexters', recruiters, hiring managers, HR Business Partners, and internal and external clients
Employee Assistance: Be readily available to employees when they have questions and proactively check on employees if they need support
Policy Knowledge: Maintain an appropriate level of process, program and policy knowledge to help employees perform at their best
Process Improvement: Proactively identify process improvement opportunities to better leverage technology and help the HR team scale

34. HR Coordinator Job Summary

HR Administration: Manage the day-to-day administrative HR functions of the Salt Lake City, UT facility
Agency Relations: Foster and maintain ongoing relationships with employment agencies, including candidate review and approval
Onboarding and Records: Perform orientations, onboarding and update records with new hires
Letter Preparation: Prepare offer, discipline and termination letters
Attendance Tracking: Track employee attendance and leave
HR Reporting: Prepare reports and site metrics such as turnover, overtime and headcount
Payroll Processing: Process and submit payroll reports to the payroll department
HR Activity Reporting: Produce and submit reports on general HR activity

35. HR Coordinator Accountabilities

Single Point of Contact: Act as a single point of contact for Pre-Selected/Pre-Identified W2 employee candidates
Offer Coordination: Present offer of employment, coordinate start dates
Onboarding Explanation: Thoroughly explain the onboarding process to the candidate
Paperwork Coordination: Coordinate all new hire paperwork
Benefits Communication: Understand and communicate benefits and company policies
PMO Communication: Communicate with the Program Management Office (PMO) regarding the status of new candidates in the process
Compliance Oversight: Oversee compliance requirements
Document Collection: Collect missing onboarding and background documents
Orientation Delivery: Work individually or with team members to complete employee orientations
Policy Compliance: Comply with company rules, regulations, policies, procedures and work instructions
Quality System Performance: Responsible for the performance of Quality System procedures related to this job description
Employee Engagement: Maintain contact with employees to ensure an overall enjoyable employment experience

36. HR Coordinator Functions

Recruitment and Onboarding Coordination: Co-ordinate the end-to-end recruitment and onboarding process for the business
Interview Scheduling: Schedule interviews with hiring managers and act as a liaison to candidates ensuring all necessary information is collated and available
Candidate Follow-up: Connect with candidates following the interview to ensure timely feedback
Onboarding Monitoring: Initiate and monitor the timely completion of all onboarding processes, working with the HR team
Orientation Oversight: Oversee the new hire orientation and new hire induction programs
Employee Query Management: Act as the primary contact for general employee queries
HR Documentation Processing: Process all joiner, change of employee status and leavers documentation and ensure timely updates to the HR System, liaising with payroll
Policy Review: Review and update HR policies
Project Coordination: Assist in the coordination and rollout of various HR projects and initiatives

37. HR Coordinator Job Description

Staff Motivation: Motivates the staff to carry out allocated duties in accordance with set policies and procedures and to expected standards so that the departmental objectives are achieved.
Organizational Commitment: Commitment to the path and values of the organization (Faith in youth and volunteers, Integrity and honesty, sacrifice and altruism, teamwork and team spirit, innovation and creativity, Integrity in dealing and beneficiary dignity, responsiveness and initiative).
HR Strategy Development: Responsible for developing the organization's HR Strategy plan as well as ensuring consistency in Human Resource Policies and Procedures.
Operational Planning: Develop an operational plan that incorporates objectives that work towards the strategic direction of Violet (Violet).
Operations Oversight: Ensure and oversee that the operations of Violet (Violet) meet the expectations of its donors, board, and funders.
Document Security: Ensure that all documentation and files for all stakeholders are securely stored and privacy/confidentiality is maintained.
Policy Review and Compliance: Assist in the regular review and roll-out of HR policies, employment policies, and procedures in compliance with Violet’s standards and evolving national labor law.
Staffing and Recruitment Planning: Assist in the development of staffing and recruitment plans to ensure that each team is staffed appropriately, according to need and funding availability, in an efficient and timely manner.
Policy Implementation: Ensure the consistent implementation of HR and administration policies and procedures.
Hiring Compliance: Ensure staff hiring is conducted efficiently and in compliance with Violet’s (Violet) policies and national labour law.
Manpower Planning: Prepares and executes the manpower plans and budgets for the organization.

38. HR Coordinator Overview

Grievance System Management: Responsible for implementing the Grievance System and providing all possible support to close all the gaps causing the problem without affecting or disturbing any of Violet’s (Violet) policies and procedures.
Contract Administration: Ensure the timely processing of the new contract, contract extension, staff transfer, promotions, and other changes of status.
Disciplinary Management: Manage processes related to disciplinary actions, staff separation, and termination.
Employee Services: Respond to employee-related queries and provide services to all HR-related inquiries and requests.
File Auditing: Make sure that employees' files are auditable at all times.
PSEA Compliance: Respect and apply all the PSEA principles, and show a high commitment to report any PSEA action.
HRIS Supervision: Supervise the day-to-day activities of HR Information Systems.
Work Permit Renewal: Responsible for the renewal of work permits for all related employees.
Payroll Coordination: Ensure timely payroll preparation.
Training Plan Leadership: Lead building the annual training and development plan as per Violet’s (Violet) training and development SOPs.
Capacity Building Oversight: Oversee training and capacity building/development projects.
Training Needs Analysis: Initiates the analysis of training needs, the development of appropriate training plans, securing the necessary budgets, and the optimum matching of training needs with resources available.
PMS Enhancement: Build, review, and enhance Violet’s (Violet) PMS.
Evaluation Process Management: Enhance management of Violet’s (Violet) team on how to properly conduct and track evaluation processes.

39. HR Coordinator Details and Accountabilities

HR Support: Assist with all internal HR related inquiries or requests from Human Resources Business Partner and Talent Acquisition.
Records Management: Maintain both hard and digital copies of employees' records.
Insurance Coordination: Coordinate between the medical insurance vendor and the employees.
Recruitment Assistance: Assist with the recruitment process by collecting the necessary employment documents from candidates.
HRIS Updates: Update internal software on new hires, promotions, terminations and salary changes.
Migration Coordination: Coordinate the migration process with candidates.
Meeting Scheduling: Schedule meetings, HR events and maintain agendas.
Training Coordination: Coordinate training sessions with L&D.
Benefits Coordination: Coordinate company benefits with employees.
Inventory Management: Stock Keeping for HR Inventory.

40. HR Coordinator Tasks

HR Inquiry Response: Respond to internal and external HR related inquiries or requests and provide assistance.
Call Handling: Answer HR related calls from internal and external clients.
Personnel Records Maintenance: Keep up-to-date records of personnel-related data (payroll, personal information, short-term disability, leaves/accommodations) to ensure all employment requirements are met.
Termination and Requisition Management: Manage terminations and requisitions, open and close job requisitions and occasionally assist with exit interviews.
Recruitment Support: Support the recruitment/hiring process utilizing various job boards and out-of-the-box outreach.
Job Fair Coordination: Schedule and attend job fairs.
Meeting and Event Coordination: Coordinate meetings, initial screenings and interviews, HR events, etc., and ensure the team’s agenda and timelines are met.
Application Screening: Screen, print, and review applications and resumes, and screen and interview candidates to fill existing and expected job vacancies.
Applicant Evaluation: Review and evaluate applicants' work history, education, training and other qualifications.
Candidate Interviewing: Interview those selected who meet the organization’s qualifications.

41. HR Coordinator Roles

Interview Scheduling: Confirm potential employee interviews via email with the candidate and schedule them into the calendar.
Onboarding Preparation: Prepare and present the candidate onboarding paperwork once determined if eligible for hire.
Offer Processing: Prepare and extend the job offer and ensure the Work Opportunity Tax Credit has been filled out.
Offer Letter Distribution: Provide an offer letter and Paychex registration information.
Candidate Communication: Inform candidates of job responsibilities, compensation/benefits programs, work schedule/conditions, career advancement opportunities, etc.
File Creation: Create a file for the new hire and give it to Payroll to enter into Paychex.
ID Badge Preparation: Take a photo of the new hire to create an ID badge for the first day of training.
Employee Data Entry: Enter employee information and maintain confidentiality.
Supply Provisioning: Provide the new hire with the necessary supplies and Training Packet.
Background and Reference Checks: Perform reference and background checks and process new hires through E-Verify within three days of hire.
I-9 Tracking: Keep to date log of I-9s (active and inactive).
Job Description Management: Create and update job descriptions, policies and procedures.
Handbook Maintenance: Maintain the employee handbook to reflect updates.
Performance Management Support: Assist supervisors in performance management procedures.

42. HR Coordinator Additional Details

Performance Review Tracking: Maintain an accurate log of 90-day/Annual Performance Reviews.
Absenteeism Management: Manage employees' call-outs, email necessary management, record employee absenteeism into Express Time and the call-out log.
Leave Record Maintenance: Maintain records of employee vacation time and unpaid days off in ExpressTime.
Termination Discussion: Discuss any involuntary terminations with the HR Manager before completing the form.
Document Filing: File all disciplinary actions and other employee documentation, including performance reviews.
System Entry: Make corresponding entries into Paychex and Express Time.
HR Reporting: Run reports monthly and on an ad hoc basis for the HR Monthly report and other needs.
HR Metrics Analysis: Reports include reporting on HR metrics such as applicant status, turnover, time-to-fill, etc.
FMLA and Leave Tracking: Respond to employee inquiries and track FMLA and NJ Family Leave.
Claims Processing: Complete Worker’s Compensation and Disability processes.

43. HR Coordinator Essential Functions

Employee Communication: Directs periodic communication to plant employees from Corporate HR and Payroll Departments throughout the year.
Confidential Correspondence: Provides written communications to employees in a confidential manner.
Document Submission: Providing Corporate HR and Payroll with employee file documents in a timely manner.
Paperwork Review: Reviewing all employee paperwork to see that it is complete before turning it over to the Corporate HR office for processing.
Bulletin Board Maintenance: Maintains plant bulletin board, assuring that required postings are in place and up to date.
Insurance Assistance: Provide assistance to employees with medical insurance issues.
Payroll Support: Provide payroll assistance.
Management Support: Provide assistance to plant management.
Communication Facilitation: Facilitation of company communication via email, telephone, etc.
Housekeeping Oversight: Maintenance of good housekeeping practices.
Credit Card Reporting: Prepare Plant Credit Card DEEM reports monthly.
Petty Cash Management: Maintain any petty cash on site.
Mentorship Leadership: Lead the Mentor Program onsite.
Driver Compliance: Maintain onsite driver Logs, DVIR, and driver files.
Fuel Recordkeeping: Maintain Fuel charges, Fuel receipts, and quarterly reports for accounting.
Volunteer Coordination: Coordinate Volunteer Events for corporate initiative.
Program Recognition: Maintain WIT program and team recognition programs.
Meeting Coordination: Coordinate monthly plant meetings.

44. HR Coordinator Role Purpose

Interview Coordination: Coordinating candidate and hiring manager schedules for setting up interviews.
Interview Setup: Setting up interviews in person and virtually.
ATS Monitoring: Monitoring and moving the candidate through the applicant tracking system.
Candidate and Manager Liaison: Direct interface and teamwork with candidates and hiring managers.
Candidate Communication: Follow up via phone, text or email.
Reference Checking: Conduct references and generate leads.
Administrative Support: Responsible for various administrative support such as candidate applicant filing, and misc. administrative duties.
Recruitment Cycle Management: Managing the end-to-end recruitment cycle.
HR Stakeholder Support: Act as an HR contact for stakeholders and for any people or HR-related matters.
Onboarding and Offboarding: In partnership with the line managers, will drive key processes such as onboarding and offboarding of team members.
Employee Relations Support: Provide operational support for the line managers and employees on managing employee relations topics such as absence and performance management.
Payroll and Reporting: Payroll delivery and people reporting.

45. HR Coordinator General Responsibilities

Workforce Planning Support: Provide tactical support for the Workforce Planning processes including reporting, forecasting, monitoring, and maintaining quality data using HR-related systems and tools.
Analytics and Reporting: Generate ad-hoc reports and dashboard analytics, and understand and reconcile gaps, overlaps, and apparent contradictions among and within data, reports, and reporting tools.
Org Update Management: Update materials and systems to capture position and org changes.
HR Advisory Support: Support leaders with a variety of HR-related topics including but not limited to performance management, employee relations, Team, and Talent activities, policy interpretation, and compensation/benefits administration.
Employee Consultation: Provide advice and consultation to employees on people-related issues and concerns and follow escalation paths to the HRBPs.
HR Coordination: Work closely with HRBPs, HR Info, HR specialist partners, and other HR teams to ensure HR processes and services are delivered with excellence.
Process Improvement: Share ideas on continuous process improvements, key takeaways across the team, and support initiatives, in close partnership with the Newark and Sunnyvale HR teams.
Quarantine Support: Maintaining daily contact (Monday-Sunday) with employees in quarantine.
Contact Tracing: Completing contact tracing.
Recruiting Assistance: Support with the full-cycle recruiting process.
Program Administration: Assist with the administration of HR programs, projects and reporting.

46. HR Coordinator Key Accountabilities

HR Inquiry Support: Support the team with internal and external HR-related inquiries and requests.
Pre-employment Processing: Prepare pre-employment paperwork and initiate the new hire process for incoming associates.
Training Record Maintenance: Maintain associate training records, and ensure associates receive refresher training.
Regulatory Compliance: Ensure federal, state, local, and company regulations are followed when handling hard and digital associate files.
Confidentiality Adherence: Follow compliance and company regulations when working with sensitive and confidential information.
Event Assistance: Assist with check-in/out on event days.
Administrative Tasks: Complete essential administration tasks, answering emails, phone calls, and filing.
Candidate Sourcing: Sourcing online for qualified candidates that meet client’s needs.
Interview Coordination: Screening candidates and scheduling interviews.
Onboarding and Training Support: Running the onboarding process for new hires and serving as a point of contact through the training process.
Administrative Responsibility: Administrative Responsibility – data entry, filing, faxing, scheduling appointments.

47. HR Coordinator Roles and Details

HR Response Support: Provide customers accurate, consistent and timely responses and explanations, from general HR policy to HR systems support.
Issue Resolution: Leverage knowledge base and other available information to troubleshoot and resolve issues ranging from single questions to highly detailed issues.
HR Data Processing: Process requests submitted from the divisions, entering data, or completing transactional processing into HR systems, Workday and SuccessFactors.
Cross-functional Collaboration: Partner with HR Operations, HRIS, other HR functional areas and third-party provider teams to support efficient research and issue resolution.
Procedure Documentation: Update HR Operations procedural documentation for processes supported by HR Shared Services.
Leave and Benefits Coordination: Conduct discussions with employees about leave of absences, coordinate insurance paperwork with providers and become a specialist on benefits-related questions asked by employees.
Background and Employment Checks: Run background checks and verification of employment.
HR Reporting: Run reports to help the team make informed decisions.
Employee Change Support: Assist with onboarding, compensation changes and other employee changes.
Exit Interviewing: Conduct exit interviews, offboarding employees, and provide analyses of exit themes over time.
Policy Query Response: Answer first-level queries from employees on HR policies.

48. HR Coordinator Responsibilities and Key Tasks

Subject Matter Application: Applies subject matter knowledge, requires the capacity to understand specific needs or requirements to apply skills/knowledge.
Program Support: Responsible for supporting a variety of programs and activities covering multiple HR activities.
Job Data Management: Data cleanup, job descriptions, organize efforts to update job descriptions, implement hiring process and development.
Process Implementation Support: Focus on supporting the Business Human Resource leader in implementing processes.
Organizational Skills: Must be organized and be able to prioritize well.
Leadership Interaction: Must interact with leaders at all levels of the business.
Record Change Approval: Reviews and approves changes to employee records in the HRIS system.
Compliance Review: Review of status changes to ensure compliance with existing laws and regulations.
HRIS Data Entry: Enter employee data changes into the R database.
Process Improvement: Proactively identifies potential areas for process improvement and recommends feasible solutions.
Data Verification: Following up with care center managers to verify data accuracy in the HRIS system.
Benefits Coordination: Works with the Benefits team to ensure benefits in an employee’s record are updated accurately with status changes.
Audit and Admin Support: Assist with annual audits, preparing hire packets, and any additional requests.

49. HR Coordinator Duties and Roles

HR Support Services: Provide HR support for all aspects of work from the Human Resources Department, the Human Resources Manager and Herff Jones leaders and employees.
Recruitment Functions: Conduct recruiting functions for the plant (posting, sourcing, interviewing, and offer process).
Recruiting Partnership: Partner with the corporate recruiting function on industry best practices and Herff Jones process improvements.
Candidate Evaluation: Review applicants to evaluate position requirements and manage the selection procedures to ensure an interview process and proper placement of motivated and qualified candidates is achieved.
Onboarding Support: Support the Human Resources Department with the onboarding of applicants and new hire data entry.
Payroll Processing: Complete weekly payroll processing for 225+ employees and temporary workers.
Event Support: Support all employee events (recognition, annual celebrations).
Talent Acquisition Assistance: Responsible for assisting the Talent Acquisition team with administrative tasks.
Onboarding Assistance: Respond to internal and external HR related inquiries or requests and provide assistance with onboarding.
Records Maintenance: Maintain records of personnel-related data in both paper and the database.
HR Project Involvement: Be involved with other ad hoc HR projects.

50. HR Coordinator Roles and Responsibilities

Channel Strategy Development: Partner with key accounts to develop Away From Home (AFH) channel strategies, core platforms, and transformation initiatives to better enhance AFH business capabilities in the market.
Customer Program Leadership: Lead strategies and programs for yearly customer bidding and renewal.
AOP Execution: Lead execution of AFH channel beverage and food AOP, approx. 100 MM in Volume.
Consumer-Led Activation: Lead via consumer insights, calendar focus, development processes and mass communication creative excellence.
Capability Implementation: Partner with the Capability team to identify and implement the AFH capability agenda which is relevant to the market to achieve AOP objectives.
Best Practices Sharing: Collect and share relevant best Practices for the market to Lift and Shift.
Employee Lifecycle Management: Manage the starter, leaver and change processes and welcome new starters to TMF UKI.
Payroll Processing: Process and review UK and Irish Payroll.
Recruitment System Administration: Manage the administration of the recruitment system.
Staff Support: Be the first point of contact for staff.
HR Project Support: Support the HR team with ER, projects and global HR initiatives.
Global HR Collaboration: Work with the wider Global HR team and specialist functions on behalf of the UKI Market.

Relevant Information

What Does A Global HR Business Partner Do?