Human Resources Coordinator

Make an impact by joining ServiceSource, a champion for people with disabilities. Explore new opportunities! ServiceSource is an organization of talented people who drive innovation, embrace change, and strengthen communities.

Job Summary

The Human Resource Coordinator assists with and coordinates human resource processes. This role administers PARC's policies, programs, and practices. This position includes a focus on recruiting, new hire onboarding, data entry into the HRIS, creating and maintaining personnel files, and administration of employee data changes. The Human Resource Coordinator provides support to the HR functions as needed including record-keeping, file maintenance, and HRIS entries, as well as adherence to federal and state regulations.

Primary Duties

Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. These duties and responsibilities will be rated on the Annual Performance Review.

• Coordinate the completion of all necessary on-boarding and integration materials and documents for new hires, rehires, transfers, and promotions. Supply all necessary documentation after providing a quality control check to ensure all documents are complete and data keyed is correct.
• Maintain the organization's personnel files including creating individual employee personnel files for new hires or transfers, FMLA/STD/WC leave records, ADA accommodations, employee relations, application and resume files, benefit plan enrollment and termination records. Retires records of departed employees.
• Manage the recruiting process for all SCA, Staff and participant positions.
• Assist Program Manager with employee issues, additional paperwork, emails, and phone calls.
• Conduct all new hire orientations timely and to standard.

Additional Responsibilities

• Ensure current job descriptions are on file with Corporate Compensation and updated as necessary and as notified by operations and communicated to employees.
• Coordinate with HR Training staff to communicate, track, and schedule employees to meet all training requirements.
• Maintain compliant filings for all HR related forms and documents, ensuring confidentiality of all sensitive information.
• Participate in HR compliance audits and surveys as requested. Coordinate out-processing of terminated employees including HRIS actions, exit interviews, alerting IT and Facilities to turn off system and building accesses in a timely manner and with professional sensitivity.
• Continually provide Program Manager with status of applicants in the recruiting process.
• Input incidents into the assigned program for Risk Management purposes.
• Perform other responsibilities as assigned.

Qualifications: Education, Experience, and Certification(s)

• High school diploma or General Educational Development (GED) required.
• Associates degree in human resources or related field preferred.
• At least two years related HR experience required.
• Knowledge and experience with Human Resources laws and corresponding compliance requirements including: FLSA, FMLA, SCA, COBRA, EEO/AAPs, ERISA, and HIPPA required.
• PHR or SHRM certification preferred.
• Bi-lingual in Spanish required.

Knowledge, Skills, and Abilities

• Ability to perform effectively in a fast-paced work environment.
• Multi-tasking skills required.
• Confident, clear, and professional written and verbal communications skills.
• Strong organizational skills required.
• Ability to perform very detail-oriented tasks.
• Ability to work effectively within a team.
• Strong focus on providing exceptional and accurate customer service to both internal and external individuals.
• Strong computer skills to include proficiency with Microsoft Office software.
• Requires ability to learn and become proficient in the Workday HRIS system.
  

Physical Demands

The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

While performing the duties of this job, the employee has prolonged periods of sitting at a desk and working on a computer. The employee may occasionally lift or move products and supplies, up to 25 pounds.

Work Environment

The work environment characteristics described here are representative of those an employee encounters while performing the essential functions of this job. The noise level in the work environment is usually quiet.

What We Offer - for Benefit Eligible Employees May Include:

Because ServiceSource hires the best people, we work hard to provide benefits that make their lives better, so we offer a comprehensive benefit program which features:

• Health coverage for you and your family through Medical, Dental, and Vision plans.

• Financial protection with 100% company paid Disability, Life, Accidental Death & Dismemberment insurance.

• A 403(b)-Retirement plan in which the company matches dollar for dollar on a generous percentage matching up to 3% of your contribution.

• Tax advantages through Flexible Spending and Health Savings accounts that allow you to pay for specific healthcare and dependent care expenses with pre-tax dollars.

• To help you manage your work and life needs, we offer an Employee Assistance Program, Wellness Program, and Tuition Assistance.

• A generous paid time-off program in which the benefits increase based on your tenure with the company.

We are an Equal Employment Opportunity Employer, making employment decisions without regard to a person's race, color, religion, sex (including pregnancy, sexual orientation, gender identity and transgender status), national origin, age (40 or older), veteran status, disability, or any other protected class. We are an E-Verify Employer and a drug-free workplace. Pre-employment background checks are required for all employment positions.

PAY TRANSPARENCY POLICY STATEMENT:

The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor's legal duty to furnish information