Careers

WHAT DOES A HUMAN RESOURCES COORDINATOR DO?

Published: Aug 1, 2025 - The Human Resources Coordinator provides recruitment support through sourcing, screening, interviewing, and assisting with job fairs and onboarding activities. This role manages employee engagement initiatives, benefits enrollment, payroll processing, and the maintenance of HR systems and records in compliance with company standards. The coordinator also champions wellness and safety programs, ensures policy adherence, assists with colleague concerns, and supports the Director of Human Resources with ongoing projects.

A Review of Professional Skills and Functions for Human Resources Coordinator

1. Human Resources Coordinator Duties

Project Coordination: Coordinates projects and activities and projects.
Administrative Support: Provides clerical and office support and assistance to department management.
Interdepartmental Communication: Maintain communication with the departments involved in the assigned project/activity.
Mail Handling: Route incoming mail, faxes, and packages.
Phone Management: Answer the telephone and assist internal and external guests with requests.
Correspondence Writing: Writes correspondence on behalf of the department.
Document Distribution: Makes copies, sends/distributes outgoing mail.
Email Communication: Use the email system to deliver and accept emails.
Customer Greeting: Greet internal and external customers when entering the department.
Request Assistance: Assist with a variety of requests.
File Management: Maintains a detailed filing system for the department.
Supply Management: Maintain office supplies for the department.
Safety Awareness: Report all unsafe conditions immediately.
Meeting Participation: Attend all mandatory meetings.
Emergency Procedures: Follow and know emergency procedures.
Workplace Organization: Keep the work area clean and organized.
Team Collaboration: Maintain a good working relationship with other departments, employees, and guests.

2. Human Resources Coordinator Details

Payroll Updates: Update the Payroll System with New Hire, Term, Salary, personal, and other information.
Personnel Processing: Processes personnel transactions such as hires, promotions, transfers, performance reviews, and terminations, and employee statistics for government reporting.
I-9 Auditing: Maintains and audits I-9s for all locations.
Policy Communication: Responds to inquiries regarding policies, procedures, and programs.
Recruitment Support: Administers offers for candidates and assists with recruitment efforts.
Orientation Planning: Plan and conduct new employee orientation to foster a positive attitude toward company goals.
Claims Assistance: Assist with the management of Workers' Compensation claims.
Event Organization: Assist HR Director with organizing Open Enrollment and Health Fairs.
Leave Management: Assist with the management of Leave of Absence programs.
Record Maintenance: Maintains and manages confidential employee records and files.
Record Review: Reviews clerical and personnel records to ensure completeness, accuracy, and timeliness.
Information Protection: Maintain safeguards in place for confidential company information.
HR Mailings: Sends out all HR related mailings.

3. Human Resources Coordinator Responsibilities

Transaction Management: Transaction approvals for Workday, the HRIS System
HR Support: Support the HR population with questions or escalations about Workday transactions, payroll, benefits, performance management or other Human Resource-related issues
Issue Resolution: Issues working closely with the RTX Global Services team for resolutions
Employee Relations: Employee Relations support for involuntary terminations including partnership with payroll and process exit documentation
Wellness Coordination: Coordinate Fitness Memberships among the RMD Facilities and maintain wellness room access
Employment Verification: Conduct virtual and in-person/paper employment verifications for the federal government
Event Administration: Support the National Diversity Conference administrative process in conjunction with the RMD Talent team
Records Retrieval: Retrieve current and former employee files per internal and legal requests
Assignment Processing: Process Temporary Domestic Offsite Assignments for HR
Payroll Data: Data entry for International Payroll Transactions
Process Documentation: Create and maintain Standard Operating Procedures (SOPs) for new and current processes

4. Human Resources Coordinator Job Summary

Background Review: Review individual background check results to ensure candidates meet the minimum requirements while maintaining a high level of confidentiality
Team Coordination: Work closely with Human Resources Compliance, Licensing and Onboarding Teams to ensure all candidates have been cleared to start work before day one
Issue Escalation: Escalate background check results and candidate statements to Human Resources
Candidate Communication: Tactfully communicate with candidates through phone, email and text regarding background check results and required next steps
Offer Rescission: Effectively and empathetically complete the adverse action process and rescind offers
Conflict De-escalation: Show patience and kindness to de-escalate concerned candidates
Status Reporting: Communicate candidate statuses to internal teams and update in onboarding systems
Audit Research: Complete research for internal or client and carrier audits
Document Assistance: Assist with completing I-9 documents for new hires
Team Collaboration: Work with a team in a diverse, high-volume and fast-paced environment

5. Human Resources Coordinator Accountabilities

Data Management: Adding new starters, leavers, and maintaining changes to ensure data accuracy
Payroll Support: Assist in payroll preparation by providing relevant information for new starters, leavers, and absences
Records Maintenance: Compile and maintain employee records, including right-to-work checks
Employee Onboarding: Onboarding and welcoming new team members
Document Proofreading: Proofreading policies, letters and HR documentation
HR Operations: Help with the day-to-day HR functions and responsibilities
Project Contribution: Contribute to the success of HR projects
Data Processing: Process and maintain confidential data and records such as compensation, payroll, benefits, LOAs, headcount, etc.
Hiring Support: Support the recruitment/hiring process by screening resumes, scheduling interviews, conducting background checks, drafting employment letters, and other tasks
Orientation Assistance: Assist with new employee onboarding process by scheduling and conducting orientations and training, updating records, and performing other tasks
Admin Assistance: Assist team members with various administrative tasks within the Human Resources department, including scheduling meetings, planning employee events, etc.
Report Generation: Produce and submit HR related reports
Project Assistance: Assist in ad-hoc HR projects, such as employee activities, employee engagement, improvement projects, etc.

6. Human Resources Coordinator Functions

Recruitment Coordination: Take part in the recruitment process in collaboration with the HODs, from the analysis of the recruitment needs and of the desired profiles to the recruitment confirmation and proper integration of new comers
Lifecycle Administration: Take part in the daily administrative tasks related to the employee lifecycle such as announcements to authorities and insurances, work permit requests, employee seniority, birthdays and other life events, etc
Arrival Preparation: Prepare and ensure the arrivals and departures
Event Organization: Take part in the organization of social activities for the employees
File Management: Create and update both digital and paper employee files
Absence Management: Participate in the management of absenteeism such as vacations, illnesses, accidents, maternity, army, etc
Recruitment Projects: Participate in transversal recruitment projects such as the enhancement of the employer brand and the implementation of new recruitment tools and processes
Performance Monitoring: Monitor performance to ensure actual sales meet or exceed the established revenue plan
System Support: Administrative support for HR system maintenance for job changes, schedule changes, requisition review and approval, routine offer review and approval
Data Auditing: Audit employee data to ensure accuracy and make corrections
Form Tracking: Track and retain corrective action forms and other documentation
Report Analysis: Run routine and ad hoc reports and provide analysis and follow-up
Process Improvement: Shows initiative to take on ad hoc projects and makes and implements suggestions for process improvement
I-9 Follow-up: Follow up on I-9 completion
Orientation Presentation: Present at New Employee Orientation
Employee Support: Answer general HR questions and direct employees to centralized HR shared services resources
Data Confidentiality: Maintain the confidentiality of HR related data

7. Human Resources Coordinator Job Description

Roster Preparation: Preparing rosters for all production employees
Assessment Support: Assisting the recruitment team with onsite assessment centers and group interviews
Contract Assistance: Assist in the preparation of contracts
Induction Support: Supporting the induction process
Onboarding Assistance: Supporting employees with the employee onboarding and offboarding process
Labour Alignment: Aligning with the Site Award to ensure maximum labour efficiency
Recruitment Management: Managing the blue-collar recruitment and onboarding
Engagement Participation: Participate and assist in employee engagement activities
Payroll Handling: Manage Payroll and GBS ticketing
Training Administration: Responsible for training needs, delivering training and maintaining the training matrix
Benefits Administration: Administer various employee benefits programs and track employees on LOA
Calendar Management: Maintain the HR team's calendar (scheduled meetings, interviews, HR events, etc.)
Bulletin Maintenance: Maintain Employee Bulletin boards
Employee Support: Answer employee requests and questions
Committee Assistance: Assist with People Committee tasks

8. Human Resources Coordinator Overview

Document Management: Provide administrative support to the Human Resources Department, including filing of documents electronically in the HRIS system, sorting and distributing mail, entering purchase requests, and other associated clerical functions
Phone Handling: Answer phones using appropriate customer service skills
Guest Reception: Greet guests, employees, and applicants with a welcoming, helpful attitude, every person, every interaction
Issue Resolution: Respond to basic employee and/or applicant questions or direct to the appropriate HR professional for higher-level issues and inquiries
Meeting Coordination: Schedule meetings, interviews, training sessions, HR events and maintain agendas
Phone Screening: Conduct phone screenings for hourly positions
Data Tracking: Maintain records of candidate statuses and provide periodic reports on recruitment data
Event Planning: Assist in the planning of employee meetings and/or events
Orientation Preparation: Assist with preparing material for new hire orientations
Data Entry: Complete data entry for employee changes, transfers, terminations, etc.
Job Documentation: Maintain a repository of up-to-date job descriptions and job specifications for each position
Program Support: Provide support for special events and facility programs
Public Relations: Promote positive guest, employee, and public relations at all times
Travel Booking: Assist with travel arrangements for employees and visitors

9. Human Resources Coordinator Details and Accountabilities

Interview Scheduling: Schedule a high volume of candidate interviews, both phone and onsite
Talent Sourcing: Conduct recruiting searches applicable to open positions and pre-screen applications
Community Outreach: Initiate outreach efforts with vo-tech/high schools, colleges, and community associations
Internship Coordination: Assist in the coordination of the summer university internship program
Record Management: Perform tasks in the Applicant Tracking System (ATS) to ensure the accuracy of candidate records
Data Tracking: Track recruiting data for reporting purposes and staffing plans
Offer Administration: Extend contingent employment offers and enforce pre-employment requirements
File Maintenance: Maintain employee personnel files (paper and electronic) to ensure accuracy and compliance
Orientation Support: Assist with all new hire orientation activities
Contractor Onboarding: Assist with the onboarding of agency contractors
Training Coordination: Coordinate training materials and schedules
Employee Assistance: Assist employees with general questions and appointments

10. Human Resources Coordinator Tasks

Record Accuracy: Ensures that human resources files and employment records are accurate, organized, and up-to-date while maintaining confidentiality of the contents
Leave Tracking: Track and maintain attendance and leave of absence (i.e., bereavement, FMLA, disability, jury duty)
Leave Communication: Communicate with supervisors/team leads on approved employee leave of absence
Employee Support: Effectively work with all in the facility and communicate and help field employees with questions and inquiries
Vendor Coordination: Be a point of contact and maintain uniform vendor orders/invoices
Orientation Preparation: Assist the Training Coordinator with getting documents and supplies together for new hire orientations
Board Posting: Post general communications on bulletin boards
Hazard Reporting: Report all safety concerns and potential hazards to a supervisor
Safety Participation: Participate in safety initiatives at the facility
Task Execution: Attend to any duties assigned by the supervisor
Process Accountability: Accountable for the QRMP (Quality Risk Management Process) standards as outlined in the plant’s QRMP accountability document, including the implementation, improvement, and ongoing maintenance

11. Human Resources Coordinator Roles

Inquiry Handling: Answers routine employee-related inquiries, as well as basic policy and procedure questions
Issue Escalation: Identifies issues and grievances requiring management involvement or intervention
System Maintenance: Performs system maintenance for the Human Resource Information System
Data Integrity: Ensures data integrity and conducts self-audits
Documentation Control: Maintains proper documentation for all input
Record Creation: Maintains and/or creates records and documents for employee data transactions such as hires and terminations
File Compliance: Maintains personnel and other HR files, ensuring compliance with regulations and Company policy
Leave Administration: Administers and tracks leaves of absence including determining eligibility, creating paperwork promptly, and answering questions regarding leaves
Recruitment Support: Participates in recruitment efforts by assisting managers with gathering approvals for requisitions, maintaining the applicant tracking system, reviewing applications, interviewing candidates, initiating and tracking background checks, and creating offer letters
Onboarding Coordination: Coordinate and conduct new hire orientation and onboarding activities

12. Human Resources Coordinator Additional Details

Procedure Support: Supports the department to streamline HR procedures including but not limited to, personnel records, time and attendance, talent acquisition, and leadership development
Activity Processing: Process administrative functions for all HR activities
Data Interpretation: Interpret employee engagement data
Policy Adherence: Adheres to the organization’s policies and procedures while influencing leadership for decision making
Training Support: Provides training support to the associates on iSolved, including benefits enrollment
Culture Promotion: Campaign positive culture, aligning with the company values, creating a highly desirable work climate
Relationship Modeling: Models relationship building in all interactions through active listening and then execution
Inquiry Response: Responds to all team members' inquiries, voicemails, and emails promptly
System Implementation: HRIS and HR Management Systems implementation and maintenance
Compliance Maintenance: Update and maintain compliance-related documentation, such as verifying Working With Children Checks and teacher accreditation records
Leave Management: Manage leave applications and records
Recruitment Coordination: Support processes for recruitment of staff such as managing the Recruitment inbox, facilitating interview processes, and setting up profiles for all new staff, onboarding and orientation
Compliance Tracking: Policies, Procedures and Compliance tasks such as maintenance of staff and accreditation and WHS records

13. Human Resources Coordinator Essential Functions

Onboarding Coordination: Prepare paperwork, schedule, and facilitate a smooth new hire onboarding process for employees in the Southeast Region, coordinating with cross-functional departments to deliver an exceptional new hire experience
Administrative Support: Handle all administrative tasks for onboarding, new hire orientation, and exit interviews, including entering data into HRIS, auditing for accuracy and compliance, including completing and verifying Form I-9
File Maintenance: Maintain all Employee Files, ensuring proper document storage
Office Coverage: Manage Assistant coverage for the Nashville office, including coverage requests, project support, gathering feedback, etc.
Employee Inquiries: Handle employment-related inquiries from hourly employees, referring complex and/or sensitive matters to the appropriate person
Relations Development: Develop and execute positive employee relations initiatives
Engagement Planning: Coordinate check-ins, employee engagement initiatives, workshops, etc.
Relationship Building: Foster and maintain quality relationships with all hourly employees by interacting and being available
Career Support: Understand hourly employees' career goals, their strengths and opportunities, and provide input on talent management conversations
Change Communication: Participate in communication planning for all hourly employees, including change management initiatives
Learning Initiatives: Help conduct and organize learning and development initiatives for the Music Touring and Sports Talent groups

14. Human Resources Coordinator Role Purpose

System Maintenance: Assist in maintaining HRIS according to established processes and procedures, promptly
File Preparation: Prepare and maintain employee files
Documentation Processing: Process new hire, status change, and termination documentation
Job Posting: Post non-exempt job openings, schedule interviews, and track internal staffing activity
Claims Processing: Process Workers’ Compensation claims, reports, and data
Unemployment Handling: Process all unemployment benefit claim inquiries, compile supporting documentation, and attend hearings
Data Reporting: Retrieve data from applicable systems and maintain regularly scheduled reports in addition to other data management reports to support the operations team
Leave Administration: Process and administer leave of absence requests and disability paperwork
Orientation Support: Assist with New Hire Orientation programs and facilitate sessions
Employee Assistance: Provide answers to basic employee questions for payroll, benefits, and time-off
Safety Compliance: Follow all Company, state, and OSHA safety rules, policies, and regulations
Loss Prevention: Comply with all Company Loss Prevention policies and procedures
Attendance Standards: Maintain acceptable attendance as set by Sephora company policy and set an example for other associates
Schedule Flexibility: Maintain a flexible work schedule and adhere to the requirement of working any designated shift and overtime per business and operational needs
Service Quality: Provide high-quality internal and external customer service per company standards

15. Human Resources Coordinator General Responsibilities

Lifecycle Support: Support the HR Business Partners through the various points of the employee life cycle, including the onboarding and off-boarding process, performance management, and employee relations
System Expertise: Serve as primary expert for all HR systems, ensuring accuracy, compliance, and completeness of data
Workflow Processing: Process workflows for HROps, initiating employee onboarding, I-9 verification, changes (title, compensation, et al), and terminations in applicable HR and ETS systems
Record Management: Manage accurate and compliant employee records based on the Company's retention policy and practices
Report Generation: Run monthly custom reports and ad-hoc requests
Offer Preparation: Initiate offer letters and ensure that new hires have appropriate onboarding documentation
Screening Oversight: Initiate and monitor background check screening, keeping managers and HR informed of discrepancies
Stakeholder Coordination: Partner with HR Business Partners and local stakeholders to identify work status and ensure proper setup, phones, and computers
Leave Assistance: Assist employees with questions on leaves of absence (short and long-term disability, workers' compensation, and FMLA)
Team Liaison: Act as liaison between HR and HRIS, Payroll, and Benefits on day-to-day questions and issues
Policy Response: Respond to routine HR questions on policies and practices, including the represented workforce, if applicable
Regulation Awareness: Keep apprised and updated on new regulations, company policies, and procedures
Training Participation: Attend and participate in training courses pertinent to Human Resources

16. Human Resources Coordinator Key Accountabilities

Onboarding Delivery: Leverages the HRIS system to send offer letters and new hire onboarding paperwork to new hires
Assessment Deployment: Deploy SkillSurvey reference checks and deploy Predictive Index
Employment Verification: Completes Verification of Employment on behalf of current and former Traliant employees
Form Processing: Completes I-9 documentation, verifies I-9 documentation, and maintains I-9 files
Review Preparation: Assists with the preparation of the performance review process
Interview Support: Assists with the recruitment and interview process
Candidate Tracking: Tracks the status of candidates in HRIS and responds with follow-up letters at the end of the recruiting process
File Management: Files documents into the appropriate electronic employee files
Correspondence Support: Assists or prepares correspondence
Record Accuracy: Maintains employee records, ensuring completion and accuracy of details such as employee contact information, job classification, titles, pay rates, organizational structure, and other key details
Question Handling: Answers frequently asked questions from employees related to standard policies, benefits, hiring processes, etc.
Issue Escalation: Refers more complex questions to appropriate senior-level HR staff or management
Record Confidentiality: Maintains the integrity and confidentiality of human resource files and records
File Auditing: Performs periodic audits of HR files and records to ensure that all required documents are collected and filed appropriately
Payroll Assistance: Assist with payroll functions including processing, answering employee questions, fixing processing errors, and distributing checks
Vendor Liaison: Acts as a liaison between the organization and external benefits providers and vendors, which may include health, disability, and retirement plan providers
Orientation Facilitation: Conducts or assists with new hire orientation
Event Planning: Assists with planning and execution of special events such as benefits enrollment, organization-wide meetings, employee recognition events, holiday parties, and retirement celebrations
Benefits Administration: Assists with the administration of employee benefits
Meeting Support: Supports company-wide information meetings such as open enrollment, new hire orientation, and town hall meetings
Audit Coordination: Conducts or assists with record audits and mandatory reports, which may include I-9 audits, EEO-1 filings, payroll audits, and other compliance reviews

17. Human Resources Coordinator Roles and Details

Data Coordination: Work with Marketing Services (USMS) People Data Team to manage system upkeep, timely data entry, and report generation
Primary Contact: Act as the main point of contact for all employee and vendor interactions/inquiries
Onboarding Communication: Send out all new hire communications, work with the USMS People Data Team to collect and track HR forms, verify employment status, administer the new hire survey, and conduct new hire orientations
Backup Support: Serve as backup to the RM associate for freelance onboarding
Termination Processing: Send termination alerts to the USMS People Data Team, generate necessary paperwork, calculate PTO accrual and payout, and work with the USMS People Data Team to update HRIS and internal documents/applications
Exit Reporting: Track employee exit interviews, generate a monthly turnover report, and provide analysis
Benefits Liaison: Act as main contact for employee benefit questions, liaise with ReSources specialists, and conduct information sessions for Benefits and Timesheets
Associate Engagement: Engage with inquiring associates and direct them to the appropriate HR team member or department
Relations Support: Provide support and assistance for all employee relations
Leave Tracking: Track approvals, payment dates, and keep relevant parties apprised of return-to-work status
Event Execution: Work alongside the HR team to create and execute various agency/corporate initiatives including events, monthly birthday dessert drop-off, anniversary email distributions, life event gifts, monthly HR, etc.
Program Assistance: Provide support to the HR team on Performance Reviews, Compensation, Interns/Emerging Managers, Learning and Development, Diversity and Inclusion, and more
File Organization: Maintain organization of physical and electronic files, ensuring that all are up to date with necessary information and escalating outstanding items
Training Compliance: Own compliance training, reporting, and escalation
Initiative Participation: Participate in larger Publicis Health Talent initiatives, such as Learning and Development, Corporate Social Responsibility, Performance Management, etc.

18. Human Resources Coordinator Responsibilities and Key Tasks

Inquiry Response: Represent the HR team as the main respondent to inbound HR-related inquiries
Process Administration: Manage the administration of various HR processes
Document Handling: Manage the administration of various HR and Legal documents using various systems
Benefits Support: Provide support for employee relations and benefits inquiries
Compliance Monitoring: Proactively keep the pulse on HR compliance requirements and administer necessary updates
Report Generation: Generate reports that support department planning and executive insights
Logistics Coordination: Support onboarding and offboarding logistics
Data Entry: Complete data entry to maintain accurate, compliant employee records
Event Planning: Partner in the planning and execution of team meetings and company events
Project Support: Support the HR team with special ad-hoc projects

19. Human Resources Coordinator Duties and Roles

Data Management: Responsible for maintaining accurate personnel-related data within all internal databases (Kronos, QuickBase, HR/Recruitment shared drive, etc.), ensuring confidentiality and compliance with record retention laws
Clerical Support: Responsible for office clerical duties that support all HR functions including Onboarding, Benefits, HRIS, and Employee Relations
System Setup: Ensuring new hires are properly set up in all internal systems and have completed all onboarding tasks before their start date
Manager Collaboration: Collaborate with hiring managers
Verification Compliance: Responsible for ensuring the Form I-9 / E-Verify is completed correctly and on time, and reverifications are being monitored and processed
Orientation Coordination: Coordinate bi-weekly corporate new hire orientation
Orientation Preparation: Prepare new hire materials, send out calendar invites, set up rooms, lead lectures, and give an office tour
Review Process: Support the annual and 90-day performance review process, follow up with employees and supervisors to ensure completion, and lead the performance review lecture for new hires
Employee Relations: Act as the key point of contact to support employees and new hires and quickly respond to any inquiries while maintaining positive employee/new hire relations
Notification Monitoring: Ensure timely adherence to notification reports from QuickBase as they relate to pertinent HR matters and take action
Benefits Support: Provide clerical and operational support for employee benefits and workers’ comp-related matters, including creation of arrears letters and treating tier-1 questions in the Benefits inbox
Chart Maintenance: Maintain an updated organizational chart at all times and share with executives and managers
Communication Development: Assist in developing professional communications including new hire announcements, monthly newsletter, employee reminders, new hire welcome emails, etc.
Compliance Partnership: Partner with HR team members to ensure compliance with federal and state laws related to employment in all areas of HR

20. Human Resources Coordinator Roles and Responsibilities

Payroll Coordination: Coordinate bi-weekly payroll process for all Buying Office Non-exempt and Salaried-with-Overtime Associates, ensuring all timesheets are submitted and approved in the MyTime system within the timeframe
Issue Resolution: Work with Payroll to resolve any paycheck-related issues immediately
Compliance Management: Coordinate compliance requirements, annual associate sign-offs of policies and trainings
Inquiry Handling: Act as the initial point of contact in responding to associate inquiries and requests through the HR Connect inbox and calls
Request Support: Provide assistance with low to mid-complexity requests and transactions, and triage and escalate more complex inquiries
Benefits Liaison: Act as liaison between HR and Buying Office associates for benefits, payroll, timekeeping, employment verification, etc.
Resource Guidance: Guide resources available to all Buying Office associates (e.g., RossLink, WorkNumber, myADP, Employee Self-Service, etc.)
New Hire Setup: Set up new hires in the HR system and process new hire documentation to support the completion of new hire setup procedures (e.g., employment eligibility, facility badge access, payroll notifications, discount cards, welcome emails, etc.) timely and accurately
Data Maintenance: Maintain associate's personal and job data up to date by processing data changes (e.g., transfers, promotions) in a timely and accurate manner
File Management: Set up electronic associate personnel files and file any new and relevant documents in a timely fashion
Offboarding Support: Prepare exit paperwork and coordinate off-boarding processes for HR Business Partners in a timely and accurate manner
Separation Processing: Submit requests and notify appropriate parties, monitor physical assets collection, track and file documentation to support the completion of off-boarding procedures
Report Generation: Run, modify, and format periodic and ad-hoc HR reports
Training Coordination: Coordinate training sessions and seminars, as well as support effective execution of wellness initiatives and Open Enrollment events
Project Assistance: Assist in ad-hoc special and cross-functional projects (e.g., collection of employee feedback)
Initiative Participation: Support Corporate and OneHR initiatives

21. Human Resources Coordinator Duties

Data Processing: Daily processing of various employee master data changes against the language within 35+ union collective agreements and non-union employee reference guidelines
Compliance Assurance: Ensure master data changes comply with the terms of the particular Collective Agreement and the Company’s internal audit procedures
File Maintenance: Print, sort, label, set up and maintain both electronic and hard copy files for store and pharmacy employees by government legislation, Company Policies and the respective Collective Agreement
Report Review: Weekly review of various payroll reject reports
Paperwork Follow-up: Follow up to ensure paperwork is received promptly and hours are resubmitted for processing
Hour Tracking: Weekly tracking of employee hours for laid-off employees with recall rights, according to the particular agreement
Vacation Support: Support the client group with all vacation entitlement inquiries based on the union collective agreement and non-union employee reference guidelines
Interdepartmental Liaison: Daily responsibility to act as a liaison between Store Management, Human Resources and Payroll department
Relief Calculation: Responsible for manually calculating, based on each store’s collective agreement language, weekly relief pay for eligible employees
Payment Submission: Submit payments to payroll before the weekly deadline
Leave Records: Responsible for keeping accurate records for all Employment Standards and Collective Agreement leave of absences (i.e., maternity, parental, personal, etc.)
Extension Follow-up: Constant follow-ups for extensions and expected return to work dates, including issuing registered letters
Immigration Records: Responsible for keeping accurate records for all Immigration paperwork according to Immigration legislation and guidelines
Letter Issuance: Issue letters of employment to employees in support of third-party requests (i.e., mortgage applications, loan applications, immigration paperwork, etc.)
Report Generation: Generation of reports every week through SAP and distribution to various departments (i.e., Store/Pharmacy, Union, etc.)
Audit Review: Weekly review of various audit reports to ensure master data integrity
Injury Response: Responsible for timely responding to all non-customer accident or injury letters, collecting fees, gathering information from multiple departments and independently drafting the response and releasing all information with the proper consent from the employee
Project Assistance: Assist HR Supervisor/Manager with departmental projects

22. Human Resources Coordinator Details

Interview Scheduling: Schedule interviews and initiate background checks
Orientation Support: Assist with New Hire Orientations and Onboarding
Document Filing: Scan and file HR documents
I-9 Management: Manage I-9s to ensure that all documents are up to date
Event Planning: Assist in the planning of onsite and offsite events
Administrative Duties: Perform various administrative duties
Office Organization: Assist in keeping the office organized
Supply Ordering: Assist in ordering office and kitchen supplies
Staffing Strategy: Maintain staffing levels in the store by developing and implementing an effective recruitment strategy
Needs Assessment: Work with the Store Management team to determine staffing needs by department and update open positions every week
Recruitment Initiatives: Initiate proactive recruitment strategies that create a competitive advantage, i.e. job fairs, recruiting websites, NJ Workforce Development, Social Media, school job boards, etc.
Application Management: Manage the online application process to ensure an adequate flow of qualified candidates
Referral Administration: Administer the company's Associate Referral Program
Advertising Oversight: Maintain company recruitment advertising programs and establish effective use of in-store recruitment tools, i.e., display units, bag stuffers, posters and window signs etc.
Community Outreach: Serve as liaison between the store and local schools and community organizations to build an ongoing source of applicant flow

23. Human Resources Coordinator Responsibilities

Claims Processing: Processing unemployment claims and New Hire Paperwork
Report Compilation: Compiling reports, spreadsheets and preparing spreadsheets
Record Maintenance: Maintains accurate and up-to-date human resource files, records, and documentation
Event Support: Assists with planning and execution of special events such as organization-wide meetings, employee recognition events, employee birthdays, and anniversaries
Metric Tracking: Running reports and tracking various metrics
HR Representation: Serving as the human resources point person
Regulation Compliance: Maintains knowledge of legal requirements and government reporting regulations affecting human resources functions and ensures policies, procedures, and reporting are in compliance
Job Posting: Posting job ads and organizing resumes and job applications
Interview Scheduling: Scheduling job interviews and assisting in the interview process
Check Completion: Ensuring background and reference checks are completed
File Preparation: Preparing new employee files
Binder Preparation: Preparing a new employee training binder
Onboarding Execution: Conduct and/or assist with the onboarding process
Employee Orientation: Orienting new employees to the organization (setting up a designated log-in, email address, etc.)

24. Human Resources Coordinator Job Summary

Assessment Administration: Administering new employment assessments
Payroll Processing: Processing payroll, which includes ensuring vacation and sick time are tracked in the system
Error Resolution: Facilitating resolutions to any payroll errors
Time Monitoring: Monitoring time clocks and recorded punches at all the locations on a daily and weekly basis
Discrepancy Follow-up: Send emails every week to the managers for missing punches or any other discrepancies
Attendance Reporting: Review and provide the Employee Weekly Attendance Report to the Executive Team
Payroll Reconciliation: Performing payroll-related reconciliations
Audit Execution: Performing payroll audits and recommending any corrective action
Record Maintenance: Maintaining records related to grievances, performance reviews, and disciplinary actions
File Auditing: Performing file audits to ensure that all required employee documentation is collected and maintained
Termination Support: Completing termination paperwork and assisting with exit interviews
Meeting Tracking: Tracking One-on-One Meetings between Managers and Employees

25. Human Resources Coordinator Accountabilities

Applicant Screening: Posting requisitions, screening and sourcing applicants
Application Monitoring: Monitoring and reviewing applications following the compliance protocol
Offer Management: Creating offer letters, vacancy file maintenance (including review of interview notes for compliance and filing notes in the appropriate vacancy file), and timely and compliant dispositioning of all applicants
Claim Support: Provide administrative support for unemployment claim responses
Report Preparation: Prepare various reports and professional correspondence for executives
Report Scheduling: Schedule system-generated reports for department leads
Event Participation: Participate in and support the employee events committee
Staffing Coordination: Provide managers with approved temporary employment agencies' contact information for temporary staffing needs
FML Monitoring: Monitor the FML mailbox for updates and requests to ensure compliance
Outreach Support: Provide good faith outreach effort, administrative support and research
Exit Interviewing: Conduct exit interviews and process associated paperwork
Information Escalation: Escalate relevant information to the correct manager
File Compliance: Work with function managers to ensure compliance with employee personnel files
Orientation Support: New hire orientation support and completion of I-9 and Distribution Center forms
Administrative Support: Provide general administrative support to the Area Human Resources Business Partner and HR Generalist

26. Human Resources Coordinator Functions

Onboarding Coordination: Lead on coordinating across departments for the onboarding of new joiners, and offboarding employees, contracts, hotels and tickets, visa applications and cancellations, IT setup, and archiving
Requisition Submission: Raise Employee Requisition Request and submit for approvals
Contract Preparation: Prepare contracts and NDAs in line with MCN policy
File Creation: Create an employee file and a checklist and follow to completion of the staff file
Booking Coordination: Coordinate hotel and ticket bookings for new joiners
Visa Processing: Coordinate with the PRO team to apply for a residency visa and complete the process
Record Creation: Create new employee records on Oracle HRMS including uploading of passport, visa details
Data Maintenance: Always maintain accurate HR data on Oracle HRMS
Employee Support: Handle all employee enquiries about leave, visa, medical and air tickets, etc.
Visa Arrangement: Arrange business and visit visas
File Updating: Keep filing up to date every week
Compliance Completion: Completion of all IT forms for SOX compliance
Review Notification: Notify line managers and copy relevant HR Advisors on all probation review forms
Freelancer Processing: Prepare contracts for Freelancers and check the passport and visa status of all freelancers
Induction Tracking: Maintain a list of employees for induction each month and record on the master sheet
Cash Handling: Handle the PRO petty cash and online visit visas reconciliation
Email Deactivation: Follow up with IT to ensure email addresses are cancelled when employees leave the Agency
Database Updating: Update the database when employees leave
Visa Cancellation: Coordinate with PROs to cancel/transfer visas and clear the immigration list

27. Human Resources Coordinator Job Description

Job Posting: Preparing and posting job advertisements, screening applications, arranging interviews, and onboarding new hires into ADP
Administrative Support: Providing general administrative support such as preparing correspondence, forms and reports
Hire Documentation: Preparing and administering documentation for new hires including criminal record checks, identification tags, locker assignment and department tours
Policy Explanation: Explain company personnel policies, benefits, and procedures to employees or job applicants
Confidential Management: Managing sensitive and confidential matters like personnel relations, employee relations and organizational changes, planning and protecting the security of information, data and files
Query Handling: Responding to and putting through various queries from managers and employees, and from other agencies or departments
Judgment Execution: Exercising individual judgment while dealing with potential or real troubles on own initiative and bringing them to the manager’s attention
Interview Leadership: Leading investigatory interviews with employees from various departments
Performance Oversight: Oversee Performance Management processes
Training Coordination: Coordinating staff training events or programs and recommending resources
Office Operation: Assisting with the day-to-day efficient operation of the HR office and the Casino operations

28. Human Resources Coordinator Overview

Contact Management: Acts as the main contact (consulting with the HR Manager) for regional directors and managers
Staffing Partnership: Partners with directors and managers to determine staffing needs, both current and prospective
Job Posting: Post vacant positions internally and externally and review all candidates for qualifications against the open roles
Recruiting Assistance: Assists with the recruiting process by identifying candidates, performing phone screens, scheduling on-site interviews, obtaining reference checks, and sending formal offer letters and new hire documentation
Candidate Conversion: Converts recruits to working candidates by working closely with directors and managers to place new hires
Prospecting Strategy: Develops and plans prospecting strategies to pursue new avenues for recruiting candidates utilizing a variety of tools (i.e., email, telephone, social media) to establish relationships and expand the applicant pool
Hire Facilitation: Facilitates the new hire process in conjunction with hiring managers and regional administrative staff
Prehire Coordination: Completes and tracks required documentation, schedules pre-employment testing and collects results, and communicates with new staff and managers regarding timelines to start
Orientation Scheduling: Schedules and may assist with new hire orientation and other HR training programs for new and long-term employees
Training Compliance: Responsible for ongoing training compliance for regional employees, including communication with staff and managers regarding alerts when training is necessary, with expiration dates, available classes, and updating the HRIS system accurately
Inquiry Response: Responsible for working with the HR team to answer all internal and external HR inquiries and requests
Goal Reporting: Participates in the production and evaluation of reports, decisions, and results concerning established HR goals
Process Improvement: Recommends new approaches to improve the efficiency of the department and services performed continually
Project Leadership: Assists with and may lead ongoing HR projects
Performance Participation: Participates in the HR performance management process and administrative staff meetings
Meeting Attendance: Attends other meetings and continuous learning seminars
Legal Compliance: Ensures compliance with all federal and local labor laws across a variety of initiatives
Trend Awareness: Keeps up to date with the latest HR trends and best practices

29. Human Resources Coordinator Details and Accountabilities

Safety Compliance: Support, maintain, adhere to and train all safety, health and sanitary guidelines and recommendations issued by Rosewood, the Centers for Disease Control and Prevention, OSHA, Federal and local DC Government to mitigate exposure and spread of COVID-19
Policy Knowledge: Maintain complete knowledge of and comply with all Federal and State employment laws, departmental policies, service procedures and Human Resources standards
Standards Enforcement: Ensure that Human Resources standards are maintained at a superior level daily
Culture Support: Embody the Rosewood spirit and effectively support cultivating the Rosewood Sense of Place
Associate Support: Anticipate associates’ needs, respond promptly and acknowledge all associates throughout the workday
Professional Conduct: Maintain a professional and positive attitude at all times
Project Assistance: Assist the Human Resources Director and Managing Director with assigned projects
Conflict Reporting: Inform the Human Resources Director of any associate complaints, concerns and potential conflicts that arise
Workspace Maintenance: Monitor and maintain cleanliness, sanitation and organization of all Human Resources assigned work spaces
Guidebook Knowledge: Maintain complete knowledge of the Rosewood Associate Guidebook to include all current policies and standard operating procedures
Policy Communication: Articulate Rosewood policies, benefits and company standards
Front Desk Support: Greet all associates entering the administrative office and assist with their inquiries
Trace Management: Maintain accurate trace files and communicate daily traces to the Human Resource Director
File Maintenance: Maintain employee files and keep HR shared folders and filing procedures up to date
System Updating: Accurately maintain, update and enter all associate information into the ADP/HRIS systems
Onboarding Assistance: Assist all new hires with onboarding paperwork, ADP enrollment and orientation to the hotel
Job Posting: Accurately post all new job listings on the appropriate recruiting applicant systems
Offboarding Coordination: Assist with offboarding associates and entering appropriate data into benefits and ADP/HRIS systems
Inventory Tracking: Complete a bi-weekly inventory and supply requisitions to maintain office supplies
Invoice Reconciliation: Reconcile the month-end financial billing invoices for the Human Resources department

30. Human Resources Coordinator Tasks

Calendar Preparation: Prepare a monthly calendar of events, an employee birthday/anniversary list and distribute
Signage Updating: Update all hotel signage and refresh the digital presentation weekly for the associate cafeteria
Applicant Greeting: Greet all job applicants and provide instructions on completing applications
Candidate Screening: Screen potential job applicants and conduct reference checks
Training Tracking: Track all associate training, Department meetings, MD Roundtables and Town Hall Meetings
Review Notification: Prepare 90-Day Introductory Review, Quarterly check-ins and annual performance review notifications
Room Requesting: Process requests for employee personal usage rooms
Health Screening: Screen all arriving associates per COVID-19 standard operating procedures
Lunch Support: Assist with lunch schedules and support in the cafeteria per COVID-19 standard operating procedures
File Auditing: Audit associate’s files, I-9, MVR, Drug/Background check to ensure compliance
Safety Training: Assist with new COVID-19 safety and new hire onboarding training to include a tour of the hotel, townhouses and restaurant
Delivery Assistance: Assist with hotel deliveries per COVID-19 standard operating procedures
Task Review: Review the status of incomplete work/projects and follow-up actions with the Human Resources Director
Work Order Preparation: Prepare work orders for maintenance repairs and distribute to Engineering
Order Monitoring: Monitor the completion of work orders submitted
Area Maintenance: Assist with back-of-house beautification, maintenance, cleanliness and look of associate areas
Equipment Knowledge: Maintain complete knowledge of the correct maintenance and use of equipment

31. Human Resources Coordinator Roles and Responsibilities

Cycle Support: Coordinates and provides HR administrative and HRIS transactional support for the full employment cycle
File Creation: Create employee files and file documents into the appropriate employee files
RPO Assistance: Provides day-to-day administrative support to the RPO (Recruitment Process Outsourcing) Team
HR Support: Provides general HR support
Clerical Tasks: Makes photocopies, mails, faxes, scans, and emails documents, and performs other clerical functions
Document Filing: Files documents into the appropriate employee files
Team Backup: Provides backup for other HR Coordinators
Presentation Planning: Planning employee presentations and enrollments
Form Processing: Completes Forms I-9, verifies I-9 documentation, and maintains I-9 files
Review Preparation: Assists with the preparation of the performance review process
Service Response: Performs customer service functions by answering employee phone calls and email requests
Audit Validation: Conducts HRIS validation audits of payroll, benefits or other HR programs and recommends corrective action

32. Human Resources Coordinator Duties and Roles

Talent Acquisition: Screen, recruit and interview potential employees
Employee Orientation: Onboarding and orientation of new employees
Culture Implementation: Implement company culture, values and policies
Report Delivery: Provide management with reports and documents
Event Coordination: Coordinate events focused on employee recognition
File Maintenance: Accurately maintain employee files
Policy Compliance: Ensure job descriptions and all policies are in compliance
Craft Onboarding: Coordinate the Craft intake and onboarding/orientation process for the project via phone and email
Travel Preparation: Construct craft and staff employee travel and accommodation profiles, which are sent to the Travel department to book flights and accommodations
Department Coordination: Coordinate with other internal AFDE departments such as Safety, Field, Payroll and Travel and external entities such as BC Hydro, Domcor Security, Atco Two Rivers Lodge and Saulteau Security
Training Delivery: Onboarding and orientation coordination of craft employee new hire information and delivering Respectful Workplace Training during orientation sessions
Record Accuracy: Maintain accurate and confidential Employee paper and electronic personnel files
System Access: Submit requests to the IT department for employee access to such systems as Aconex, SharePoint and AFDE Active Directory
Committee Representation: Represent AFDE in Labour, Health and Safety, Drug and Alcohol committee meetings with BC Hydro and Worker Accommodation Discipline Committee meetings with ATCO

33. Human Resources Coordinator Responsibilities and Key Tasks

Strategy Implementation: Partner with the HR Director to develop and implement strategies, programs, policies, and metrics that successfully attract, retain, and advance an inclusive and diverse workforce
Talent Selection: Assist with the talent-selection process by preparing job descriptions, posting open positions, conducting pre-employment screenings, drafting offer letters, and coordinating first-day logistics
Orientation Coordination: Coordinate and assist with a new-hire orientation by providing information packets
Document Collection: Receive all new-hire paperwork, including I-9 validation for supporting documents
Benefit Overview: Provide an overview of the PMA’s benefit programs and how to enroll and review company policies
Culture Advancement: Support the PMA’s strategic goal to advance a culture of inclusivity and diversity
Benefits Administration: Support the HR Director in administering employee benefit programs
Enrollment Coordination: Coordinate the annual enrollment process, communicate with benefits vendors, and act as a contact for employees on all aspects of the PMA’s benefit programs
Clerical Support: Provide administrative assistance to the HR Director and clerical support to the Deputy Director and Chief Financial Officer and business office staff
Record Maintenance: Perform data entry, copying, filing, scanning, and maintain appropriate documentation of transactions and activities
File Updating: Update vendor and system documentation files
Event Management: Coordinate PMA-sponsored employee events and act as a liaison with employee-led activity committees
Review Process: Assist in mapping, organizing, and coordinating the PMA’s performance review process
Regulatory Support: Work closely with the Business Administrator to serve as a point of contact for insurance brokers, maintain federal and state regulatory postings, and administer end-of-employment processes
System Accuracy: Ensure accurate HR and employee information is maintained in multiple systems including paper files and payroll systems
Policy Communication: Own communication and distribution process for HR policies, updates, and legal notices
Public Engagement: Foster relationships and build philanthropy with patrons at the PMA, as defined by displaying behavior that welcomes all individuals contacted in the course of work
Staff Guidance: Serve as a resource for helping staff navigate PMA procedures and communications systems and educate staff on and enforce all institutional policies
Safety Compliance: Comply with all PMA safety rules and procedures

34. Human Resources Coordinator Roles and Details

Policy Interpretation: Interpret and explain human resources policies, procedures, laws, standards and regulations
Talent Facilitation: Facilitates the talent acquisition process
Recruitment Management: Full-cycle recruitment through job boards and temporary agencies
Process Coordination: Manage the onboarding and offboarding process for all employees
Issue Resolution: Address employee relations issues, disputes, grievances, harassment allegations, work complaints, or other concerns
Investigation Coordination: Coordinate investigations, internal and external
Discipline Support: Assist with discipline and terminations
Law Compliance: Monitor compliance with federal, state, and local employment laws to include but not limited to FMLA, OFLA, FLSA, FCCRA, ADA, ACA, HIPAA, FLSA, and Oregon Sick Leave
Benefit Coordination: Coordinate benefits, enrollment and record maintenance with HRIS and TPA
Benefit Assistance: Assist employees with benefit questions including but not limited to health, dental, FSA, EAP, disability, life, and 401K
Policy Development: Assist management in developing, implementing and/or revising the handbook, policies and forms
Standards Enforcement: Ensure compliance, consistency and enforcement
Comp Filing: Assist Safety Manager with Work Comp-related filings
Information Communication: Communicate pertinent information to employees and management

35. Human Resources Coordinator Key Accountabilities

Prehire Coordination: Coordinate pre-hire process including background checks, initiating reference checks and uploading employee information into HRIS systems
Employee Support: Support the Human Resources Manager with employee support functions including managing pre-hire paperwork and employee engagement activities
Onboarding Entry: Assist with the data entry and completion of digital new hire paperwork with onboarding employees
New Hire Contact: Act as the first point of contact for all hires, first in-person contact to all temporary and staff new hires joining the Shelter Operations teams on-site
Process Improvement: Continually question and make recommendations to upgrade processes to be as user-friendly, efficient and scalable as possible
System Maintenance: Maintain and update company HRIS systems while providing value-added reports for decision making
Employee Assistance: Provide timely assistance to employees and answer tier 1 support questions regarding personal profiles, payroll, and benefits
Termination Processing: Process employee terminations including the distribution of separation paperwork
Data Projects: Be involved in special projects requiring data analysis and the opportunity to provide data-driven solutions
IT Coordination: Support IT coordination functions in Watkins Glen
Operations Support: Serve as Operations Coordinator locally in Watkins Glen
Request Processing: Pick up mail, process incoming requests, and make recommendations for fewer analog processes as available
Event Preparation: Assist in the preparation of special events such as team off-sites and other organizational gatherings
HR Support: Provide support for all other Human Resources activities
COO Support: Provide support for all COO initiatives on-site

36. Human Resources Coordinator General Responsibilities

Service Response: Performs customer service functions by answering employee requests and questions
Global Onboarding: Processes the onboarding of new hires globally
Documentation Preparation: Prepare all onboarding documentation and follow up with new hires
Data Management: Enter and maintain data in HRIS systems
Partner Support: Provide proactive day-to-day support for Human Resource Business Partners globally in the Americas, EMEA and APAC
File Maintenance: Maintain all electronic staff files
Document Verification: Verify all employment-related documentation, including I-9 and ensure that records are kept current
Check Submission: Submit requests for employee background checks in the HRIS system
Onboarding Ownership: Owner of the onboarding process, liaison between the new hire and internal departments
Termination Assistance: Assist with the processing of terminations and liaison between payroll communications
Separation Support: Assist in creating separation packages and initiating an outplacement program for terminated employees
Compensation Support: Provide support to Global Compensation

37. Human Resources Coordinator Role Purpose

System Processing: Process all new hires and terminations in the HR Information System
Leave Facilitation: Facilitate the processing of the LOA, PTO and FMLA requests
Incident Investigation: Investigate all injury and incident reports
Claim Management: Obtain all necessary documentation and manage corresponding Workers' Compensation claims
Legal Investigation: Assist with the investigation and gathering of documentation for all EEOC claims (or other legal issues)
Appeal Preparation: Prepare documentation for all Unemployment Appeal Claims and attend corresponding hearings
Exit Interviewing: Conduct employee exit interviews and manage all Employee Relations
Incentive Administration: Assist in administering incentive plans and reward systems
Authorization Tracking: Track all 'expiring' work authorizations
Payroll Resolution: Facilitate the resolution of all Payroll issues and concerns
Access Management: Manage access badge requests, deletions and replacements
File Setup: Set up virtual new hire personnel files and maintain 'ACTIVE' and 'TERMED' files
Termination Review: Review and approve all termination requests for the facility
Team Collaboration: Thrive as a team player in a fast-paced, high-energy, change-oriented environment
Policy Compliance: Interpret and ensure self and subordinates are in compliance with Company/client-specific policies, procedures and initiatives, and all laws

38. Human Resources Coordinator Essential Functions

Recruitment Support: Support the local and regional team in full cycle recruitment such as sourcing, screening and pipeline management activity for various manufacturing positions
Data Updating: Provides accurate, complete and timely employee data updates through the completion of the appropriate standard form
Change Processing: Updates may relate to new hires, terminations, employee job changes, department or work location changes, changes in pay, etc.
Training Delivery: Schedules and delivers HR training and communication programs such as new-hire orientations, frontline annual wage increases, annual benefit enrollment meetings, and other employee communication initiatives
File Maintenance: Responsible for ensuring the maintenance of personnel files for current and former employees
Compliance Monitoring: Ensuring compliance with internal document retention standards and external government regulations
Resource Direction: Directs employees to the appropriate internal/external resources for the resolution of questions
Leave Coordination: Ensures that timely notification to the applicable parties (internal or external) is provided, the appropriate documentation is completed, and appropriate approvals are received in coordination with the Leave Administration (FMLA, STD, CFRA, etc.) team
Payroll Preparation: Prepare for the Payroll amounts to be paid to the employee during leave
Program Administration: Provides administrative support for various HR programs, audits, and compliance
Data Research: Assembles data and provides research support for Affirmative Action Plans, OFCCP Audits, etc.
Ethics Enforcement: Ensures that ethics and compliance procedures are in place and followed

39. Human Resources Coordinator Additional Details

Recruitment Support: Recruitment support, such as sourcing, screening, interviewing, and assisting with job fairs and other necessary tasks
Engagement Management: Manage employee engagement initiatives including recognition events, monthly calendar and employee celebrations
Benefit Assistance: Assist with benefit enrollment and administration including health insurance, 401K, and Employee Stock Purchasing Program
Orientation Delivery: Conducts Welcome to Hyatt, New Hire Orientation and onboarding of new colleagues
Board Updating: Update colleague bulletin boards and BOB, back of house digital board
Payroll Processing: Process payroll on a bi-weekly basis
Record Maintenance: Maintain employee records, files and the human resource office systems to compliance standards
Program Promotion: Champion new programs such as wellness initiatives, Care Committee, Safety and Green team initiatives
Policy Compliance: Ensure all policies and procedures are followed, forms are accurate and administered promptly
Colleague Support: Provide support and assist with colleagues' concerns
Project Assistance: Assist the Director of Human Resources with projects

40. Human Resources Coordinator Roles

Data Entry: Enters new hires, timely and accurately and maintains employee data
Record Creation: Creates new hire records in HCM systems
Data Auditing: Conducts administrative audits to ensure the integrity of the data
Onboarding Setup: Ensures new hires are set up and ready for onboarding and orientation
Experience Support: Supports the new employee experience
Applicant Coordination: Creates applicant records, interfaces with the Talent Acquisition team, and communicates with the new employee manager
Inquiry Response: Responds to employee and manager inquiries, understanding and applying HR and company policies and procedures
Request Management: Intakes, prioritizes and manages incoming requests
Case Escalation: Provides initial support based upon policies and procedures and escalates complex matters to other HR colleagues for assistance
Document Handling: Gathers HR documentation and responds to administrative HR data requests
Data Gathering: Develops queries and/or gathers data from various systems and sources
Training Delivery: Conducts presentations and training calls

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