HR Coordinator

The HR Coordinator provides administrative support to the Human Resources Department and the business on various human resources processes. Duties will involve entering and processing new hires into the UKG system, administering the onboarding process for all new hires, completing and compliance verification of I-9 forms for all new hires as well as performing other duties, and assisting with special projects as needed.

The incumbent in this position is expected to model the following practices daily: 1) Demonstrate alignment with the company's mission and core business values; 2) Collaborate with key internal/external resources; 3) Participate in ongoing self-development.

Essential Functions:

• Models, promotes, reinforces, and rewards the consistent use of HOLT’s Values Based Leadership (VBL) tools, models, and processes to ensure alignment with our Vision, Values, and Mission

• Collaborates with HR specialized groups (e.g. employee benefits, compensation, and talent acquisition) to support a menu of resources in alignment with company values and overall organization strategy

• Develops strong relationships with supported business functions

• Provides support to HR throughout the discipline and performance improvement process and procedures

• Collaborates with other HR teams to leverage expertise, systems, and processes in support of business needs

• Assists with HR-related projects for the betterment of the organization

• Maintains an effective level of business literacy about the financial position, business plans, culture, and its competition

• Works safely at all times and adheres to all applicable safety policies; complies with all company policies, procedures, and standards

• Requires regular and punctual employee attendance

• Performs other duties as assigned

Education and Experience:

• Strong affinity to general HR experience preferred

• Bachelor’s degree in Human Resources, Business, or related field preferred or equivalent combination of experience and education

• Demonstrated knowledge of standard human resources management concepts, practices, and procedures preferred

Knowledge, Skills, and Abilities:

• Knowledge of laws, statutes, regulations, and administrative procedures associated with employment

• Considerable knowledge of personal computers and working knowledge of HRIS, Word, Excel, and PowerPoint

• Demonstrated leadership and analytical skills

• Strong interpersonal skills that facilitate prompt and constructive solutions

• Problem-solving expertise and planning skills

• Technical expertise, influencing capabilities, and self-management capabilities

• Ability to communicate both verbally and in writing, as well as with outside individuals and groups

• Ability to manage both day-to-day operations, as well as project work in a fast-paced, complex environment

• Ability to work on multiple projects and deal effectively with employees and management

• Ability to identify complex problems and review related information to develop and evaluate options and implement solutions

• Organizational ability and confidence to work independently

• Consulting and influencing abilities; ability to resolve conflicts, and gain cooperation among competing interest groups

Travel:

• Minimal travel required

Disclaimer:

Please note that the above statements are intended to describe the general nature and level of work being performed by employees assigned to this classification. They are not to be interpreted as an exhaustive list of all responsibilities, duties, and skills required of the incumbents so classified. All incumbents may be required to perform duties outside of their normal responsibilities, as needed.

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)