Human Resources Coordinator

Overview:

The Human Resources Coordinator provides hands-on administrative and operational support across Human Resources and Talent Acquisition for an initial period of 3 months, with the potential to extend based on business needs. The role is designed to keep recurring employee, recruiting, onboarding, systems, and HR/Finance processes organized and moving while the HR Manager and TA resources remain focused on higher-priority employee matters, hiring decisions, and longer-term projects.

This is a junior generalist role for someone who is highly organized, responsive, and comfortable working across a broad range of tasks. The Coordinator will own clearly defined workflows, maintain accurate records and trackers, follow up on outstanding actions, and raise issues promptly. The role supports execution and coordination; it does not independently own employee relations, compensation decisions, legal interpretation, or hiring strategy.

Key Responsibilities:

• Administer payroll, including entering and reviewing employee changes, validating payroll information, maintaining documentation, reviewing payroll reports, and resolving or escalating discrepancies.
• Maintain accurate employee information across Justworks, Lattice, Guardian, John Hancock, NPU, and other HR systems.
• Set up new employee profiles and accounts and remove or deactivate terminated employees as appropriate.
• Administer routine benefits changes, including enrollments, qualifying life events, terminations, and supporting documentation.
• Coordinate onboarding and offboarding administration, including required forms, system updates, internal notifications, and completion tracking.
• Prepare and administer routine employee documentation, notices, employment verifications, and communications using approved templates.
• Maintain personnel files and compliance documentation, including I-9s, policy acknowledgements, required notices, and record-retention requirements.
• Complete quarterly 401(k) account reviews and updates for active and former employees.
• Maintain HR trackers, employee census information, files, templates, and process documentation.
• Monitor recurring HR deadlines and shared inboxes, respond to routine administrative questions, and escalate sensitive or complex matters.
• Update Workable with new-hire and recruiting information and maintain complete candidate records.
• Coordinate interviews and hiring-related meetings based on internal calendar availability. This does not include direct candidate communication.
• Maintain organized TA documentation, including job descriptions, signed offer letters, and hiring records.
• Update HR and TA trackers with new-hire information, salaries, recruiting expenses, and sign-on or referral-bonus payment dates.