Human Resources Coordinator

The Human Resources Coordinator works within the Agency’s team model, establishing open communication, support, and accountability among co-workers. Involved in various administrative functions within the Human Resources department for a large multi-faceted Human Services agency serving people in need throughout Western MA and Connecticut communities.

• Process, verify, and maintain personnel related documentation, including but not limited to staffing, recruitment, training, grievances, performance evaluations, classifications, and employee leaves of absence.
• Provide assistance in administering employee benefit programs and workers’ compensation plans.
• Answer questions regarding eligibility, compensation, benefits, and other pertinent information.
• Prepare and setup for new employee orientations.
• Gather personnel records from other departments or employees.
• Create and manage new and terminated employee files.
• Examine employee files to answer inquiries and provide information for personnel actions including but not limited to employment verifications
• Compile and prepare reports and documents pertaining to personnel activities.
• Assist the recruitment team in reviewing employment applications, conducting reference checks, and coordinating onboarding efforts.
• Prepare badges, passes, and identification cards, and perform other security related duties
• Assist in HR projects as needed.

Compensation: Hourly, Non-Exempt ($20 - $22 per hour)

Education

• High School or better

Behaviors

• Innovative: Consistently introduces new ideas and demonstrates original thinking
• Detail Oriented: Capable of carrying out a given task with all details necessary to get the task done well

Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities

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. 41 CFR 60-1.35(c)