Human Resources Coordinator

Job Description

Human Resources Coordinator

FLSA Status:     Hourly/Non-Exempt

Reports To:       Human Resources Manager (FEC)

Direct Reports:  None

Summary

The First Electronics Corporation (FEC)’s Human Resources Coordinator supports Trexon/FEC’s Chelsea, Massachusetts manufacturing location (<50 FTE’s in this particular location, as an extension of Trexon’s largest division). This position’s primary purpose is to provide administrative support and onsite/day-to-day human resources presence for the organization. This position leverages communication, administrative, and problem-solving skills to unburden the Human Resources Manager, provide onsite support for the Chelsea site and FEC teams, and to champion ground-level human resources deliverables.

FEC’s Human Resources Coordinator is an adaptable, disciplined, and reliable extension of the human resources team, with an independent work ethic and proven interpersonal approach. This position enjoys the challenge of working with a diverse, dynamic, and growing organization -- with different and at-times conflicting priorities, and dynamic business needs.

This tactical role has an ability to manage projects, timelines, details, and deliverables as a self-motivated, results-driven, curious, and optimistic professional. This valuable support resource demonstrates initiative, problem-solving and relationship skills.

Specific areas of responsibility include talent acquisition and recruitment; onboarding and HRIS administration; payroll administration; performance management; leaves of absences; and programs around training, health and welfare, and compliance.

Minimum Qualifications

This position is an onsite (not remote) position and may require up to 25% travel.

Education:        Associate’s or Bachelor’s degree preferred.

Experience:       At least two (2) years of experience in an administrative function, in a manufacturing organization. One (1) year of experience in human resources is highly desirable.

Knowledge:       Working knowledge of HRIS system administration, benefits, talent acquisition (recruitment and onboarding), Massachusetts state labor and wage/hour laws. Training will be provided on internal FEC/Trexon processes and systems, as required for this position.

Skills:               Must be detail-oriented, responsive, accessible, self-motivated, and able to work well with diverse internal team members and external points of contact. Must demonstrate strong communication skills, with the ability to present ideas and recommend appropriate courses of action. Must have demonstrated success in positions that require professionalism and handling sensitive/confidential information, in supporting and working alongside a diverse group of established and new team members.

Physical Requirements

The physical demands described here are representative of those that must be met 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 is regularly required to stand, walk, sit, and talk or hear. The employee must occasionally lift and/or move up to twenty-five (25) pounds. The employee must occasionally crouch, stoop, or reach. Specific vision abilities required by this job include close vision, color vision, depth perception and ability to adjust focus. The noise level in the work environment is usually moderate.

Specific Position Duties

Talent Acquisition

• Draft and update job descriptions and postings.
• Source candidates and present them to the hiring managers/teams. Build and maintain local and digital talent pools.
• Facilitate phone screens and provide comprehensive notes to the hiring team for applicable positions.
• Participate in interviews.
• Draft and manage offer letter process.
• Manage pre-hire processes including background and reference checks if applicable.
• Initiate and facilitate new hire orientation, onboarding, and other hiring processes.

Systems Administration

• Provide a primary point of contact for HRIS administration.
• Provide support and troubleshooting to employees navigating HR systems.
• Ensure the FEC site/organization data is accurate and comprehensive in applicable systems (HRIS, insurance, etc.).
• Ensure the Chelsea, MA site timekeeping and payroll data is ready for bi-weekly payroll processing.

Compensation Administration

• Document, memorialize, and update HRIS system when salaries are updated or changed.
• Document and distribute variable compensation agreements for eligible positions.

Benefits Administration

• Assist onsite Open Enrollment meetings and processes at the close/start of each plan year.
• Assist in site-level audits and reviews of benefit deductions and enrollment to ensure accuracy.
• Assist in processing qualifying events and other benefit changes/updates.
• Troubleshoot, liaise, and otherwise provide customer service and advocacy to employees, as it relates to claims issues, reimbursements, confirming coverage, finding a doctor and accessing care.

Leaves of Absences

• Draft initial leave of absence notices, letters and documentation in response to or anticipation of employee accommodation needs.

Safety & Workers’ Compensation

• Receive and direct all incidents of work-related illnesses and injuries to human resources leadership.
• Assist in filing and tracking all incident reports and claims documentation.
• Facilitate safety, hazard, ergonomics, risk prevention and policy-based trainings as needed.

Workforce Development

• Act as a neutral liaison between/among employees and management/leadership.
• Administer performance review and appraisal processes.
• Receive and field employee grievances to be escalated to site management and human resources leadership.
• Facilitate or provide support and documentation for investigations, under supervision of Human Resources Manager.

Compliance

• Ensure site activity, documentation, audit, and practices are aligned with relevant local jurisdiction and federal law, particularly around employment, labor, and wage/hour regulations.
• Maintain requisite internal posting and communication requirements.

Escalating known and emergent needs promptly, that require intervention and support to HR for resolution.

Other responsibilities, initiatives and ad-hoc projects as required.