Human Resources Coordinator

Responsibilities

• Recruitment part-time Warehouse Personnel and Surge by attending career fairs and events.
• Help conduct onsite interviews for Warehouse Personnel
• Have thorough knowledge and understanding of Company policies and procedures as outlined in the Employee Handbook and standalone policies.
• Understand background check and drug screening policies and procedures.
• Be a resource for part-time personnel.
• Coordinate New Employee Orientation for part-time personnel including the coordination of new hire and benefits enrollment process for part-time personnel (i.e., new hire paperwork, onboarding sessions, schedule informational meetings, collect paperwork, and track employee enrollment options).
• Manage annual benefits open enrollment process for specific site.
• Understand the payroll cycle.
• Create and maintain personnel files for all Warehouse Personnel and Surge.
• Maintain state and federal employment postings facility’s break room.
• Facilitate employee status change process for part-time personnel.
• Process employee separation forms for part-time personnel.
• Educate part-time personnel about Company policies (i.e., eligibility for and accrual of benefits such as paid time off, short- and long-term disability, and holiday pay).
• Participate in the Morale Committee and employee social functions.
• Arrange monthly birthday/anniversary celebrations and create birthday/anniversary cards.
• Maintain and inform Corporate Human Resources Manager of all communication with federal and state agencies.
• Other duties as assigned.

Qualifications and Job Specifications

• High School diploma, GED, or equivalency required. Progressing towards a college degree preferred.
• Displays dedication to a high standard of performance
• Possesses strong written and verbal communication skills
• Demonstration of the following:
  • Effective time management skills
  • Impeccable verbal and written communication skills
  • Ability to conduct appropriate research as needed
  • Strong presentation skills
  • Attention to detail and organization
  • Critical thinking skills
  • Interested in working in a fast-paced environment.

Technical Expertise

• Navigate through Quality and Employee Management Systems with training
• Basic to Intermediate Microsoft Office skills: Outlook, Excel, PowerPoint
• Intermediate public speaking and presentation skills
• Experience of using a Human Resources IT System (HRIS) (onboarding, running reports)
• Understanding of people sourcing and best hiring/interviewing practices is a plus
• Excellent verbal and written communication skills
• Experience utilizing web-based telecommunications and social media technology

Additional Employment Requirements

• Must be able to successfully pass all preliminary employment requirements (i.e., background check and drug screen).
• Must have a valid driver’s license to participate in regional recruiting and professional development events.

Physical/Mental/Visual Demands

• Work is light to medium in nature with frequent walking to perform assigned tasks.
• Occasional lifting of 25lbs. is required.

Working Conditions

• Activities occur both inside and outside.
• Hazardous conditions may exist, such as proximity to moving mechanical parts.

Equipment Operated

• Equipment: Desktop computer, fax machine, copier, desk phone, and cell phone
• Systems: Outlook, Excel, and Word

LifeScience Logistics is an equal opportunity employer that takes affirmative action to employ and advance in employment individuals without regard to race, color, religion, sex, national origin, protected veteran status, disability, sexual orientation, gender identity, or any other federal, state, or local protected class.

Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

I verify that, to the best of my knowledge, I meet the requirements necessary to complete the essential duties of this job.

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)