Under the supervision of the HR Director, the Senior HR Coordinator performs work of moderate difficulty in payroll, human resources, and benefits administration and performs related work as assigned. Administers employee health and welfare plans and acts as a liaison between employees and insurance providers. This role provides administrative support to the human resource function as needed, including supporting payroll processes, coordinating recruiting efforts, onboarding, off-boarding, record-keeping, file maintenance, HRIS reporting and HRIS data entry.
Assists the department in carrying out various human resource programs and procedures for all company employees
Administers health and welfare plans, including enrollments, changes, and terminations. Processes required documents through payroll and insurance providers to ensure accurate record-keeping and proper deductions.
Performs customer service functions by responding to employee requests and questions; escalates requests to HR Director, as necessary.
Conducts new-employee orientations; administers pre-employment tests; conducts reference checks.
Completes Forms I-9, verifies I-9 documentation and maintains I-9 files. Submits online investigation requests and assists with new-employee background checks.
Reconciles benefits statements.
Conducts audits of payroll, benefits or other HR programs and recommends corrective action.
Assists with the payroll process including verifying time entries, processing changes in the HRIS system, reviewing and approving/denying time off requests, acting as a back-up to the HR Director in the processing of payroll.
Assists with processing of terminations.
Assists with the preparation of the performance review process.
Assists with recruitment and interview process. Screens applicants, conducts initial phone screenings, coordinates interviews with hiring managers and candidates, tracks status of candidates in HRIS and responds with follow-up letters at the end of the recruiting process.
Helps maintain company organization charts and the employee directory.
Plans and coordinates company events including staff meetings, holiday parties, and annual picnics.
Maintains personnel files ensuring compliance with records retention requirements.
Prepares mandatory state and federal reports. 16. Ad hoc projects and HR related duties, as assigned.
NOTE: The list of essential functions is not exhaustive. It may be supplemented as necessary from time to time.
Schedules meetings and interviews as requested by the director of HR.
Makes photocopies; mails, scans and emails documents; and performs other clerical functions.
Files documents into appropriate employee files.
Assists or prepares correspondence as requested.
Prepares new-employee files.
Professional, well-developed interpersonal skills essential for communicating information to staff and projecting a positive image as representative for the Credit Union.
Core competencies for this position include a high level of critical evaluation and a proven record of ethical practice. Must maintain strict confidentiality of all HR related matters.
Work requires extensive knowledge of all Credit Union policies and procedures. Credit Union experience preferred.
A working knowledge of Florida employment law is required.
Knowledge of human resource techniques required.
These characteristics are normally acquired through completion of a high school education plus a minimum of two years post high school education and a minimum of two years prior supervisory or HR related experience.
Intermediate mathematical skills required (calculations and concepts involving decimals, percentages, fractions, etc.)
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. While performing the duties of this job, the employee is frequently required to sit, stand, talk and hear. This position requires the ability to occasionally lift office products and supplies, up to 20 pounds.
The above information on this description has been designed to indicate the general nature and level of work performed by employees within this classification. It is not designed to contain or be interpreted as a comprehensive inventory of all duties, responsibilities and qualifications required of employees assigned to this job.
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