Human Resources Coordinator - job 1 of 2

As a Human Resources Coordinator at Kimley-Horn, your primary responsibilities include conducting new hire orientations, supporting the career check-in process, processing employee workflow changes in the HRIS, and facilitating training programs. You will also manage termination processes, respond to employee inquiries, and collaborate with HR partners on various employee relations issues.

To be eligible for the Human Resources Coordinator role at Kimley-Horn, candidates should possess a Bachelor's or Master's Degree in Human Resources or a related field. Additionally, having a genuine interest in the HR profession and a desire to obtain PHR or SHRM-CP certification can enhance your application. Familiarity with HRIS software, such as UKG Pro, is also a plus.

While previous HR experience is not strictly required for the Human Resources Coordinator role at Kimley-Horn, relevant internships or post-graduate work can greatly benefit applicants. We value strong interpersonal and communication skills and a desire to learn and grow within the HR field.

The work environment for a Human Resources Coordinator at Kimley-Horn is energetic, collaborative, and supportive. You will be part of a team focused on employee development and engagement, with the opportunity to contribute meaningfully to our culture while balancing multiple tasks in a fast-paced setting.

Kimley-Horn recognizes the importance of employee well-being and offers an exceptional benefits package for Human Resources Coordinators, including a generous retirement plan with a company match, comprehensive health insurance, flexible time-off policies, professional development opportunities, and family-friendly benefits.

As a Human Resources Coordinator, I would address conflicts by actively listening to both parties to understand their perspectives. I would facilitate a discussion to encourage open communication and find a mutually agreeable resolution while ensuring confidentiality and professionalism throughout the process.

In my previous role, I initiated a feedback mechanism for new hires post-onboarding. By gathering insights, I identified areas for improvement, such as adding mentorship programs and more structured orientation schedules, which enhanced the overall onboarding experience, leading to faster adaptation and engagement.

To track and manage employee training effectively at Kimley-Horn, I would implement a centralized training database in HRIS to monitor mandatory and optional programs. Regular meetings with department heads to discuss training needs and schedule updates would also be essential for continuous improvement.

I am proficient in several HRIS systems, with a focus on UKG Pro. My experience includes managing employee records, processing updates, generating reports, and conducting audits to ensure data accuracy, all of which are crucial for a Human Resources Coordinator.

Ensuring confidentiality is paramount in HR. I strictly adhere to company protocols regarding data handling, limit access to sensitive information to authorized personnel, and regularly review my processes to ensure compliance with legal standards and best practices.

The most rewarding aspect of working in Human Resources, for me, is making a direct impact on the employee experience. Helping employees navigate their careers, promoting a positive work culture, and being a trusted resource during their challenges gives me great satisfaction.

I prioritize tasks by assessing their urgency and importance. For instance, I use organizational tools like checklists and project management software to manage my workload effectively and ensure timely completion of critical tasks while remaining adaptable to new demands.

Contributing to a positive company culture as a Human Resources Coordinator involves actively promoting engagement initiatives, facilitating open communication, and encouraging employee recognition programs that align with Kimley-Horn’s core values and mission.

To facilitate effective training sessions, I would employ interactive training methods such as group activities and role-playing scenarios, ensuring materials are relatable and engaging. I believe in creating a welcoming environment where employees feel encouraged to share their thoughts and experiences.

Approaching an employee's departure requires empathy and professionalism. I would ensure that the exit interview is conducted in a private setting, allowing the employee to express their thoughts candidly. Gathering this feedback is crucial for identifying areas for improvement within the organization.