What are the responsibilities and job description for the Human Resources Administrative Coordinator position at U-Haul?
Human Resources Administrative Coordinator
Administrative Coordinator
Job Description:
Support the Director and HR team with a variety of administrative tasks, including managing correspondence, coordinating schedules, and handling payroll and vendor transactions. This role ensures everything runs smoothly by maintaining accurate records, assisting with benefits administration, and keeping departmental systems organized.
Responsibilities:
- Reasonable and predictable attendance is essential.
- Take and transcribe dictation from the Director or other HR managers as requested. Type letters, reports and other correspondence in a professional manner.
- Maintain, update and insure the accuracy, completeness and confidentiality of the departmental correspondence filing system.
- Review and monitor time records of select department System members for vacation accruals, personal time off, sick time and other factors relating to department payroll records.
- Order supplies for the Director as needed.
- Order flowers for delivery for all requesting field and towers entities.
- Assist the Director by handling all administrative details which do not require the Director’s personal attention.
- Review and edit outgoing memos and letters, and prepare confidential correspondence and reports for the Director as requested.
- Maintain an accurate billing system for properly charging all companies and departments for awards, flowers, supplies, etc.
- Monitor vendor statements and invoices for accuracy, duplicate charges, etc.
- Input vendor’s charges into the computer system and set up for approval of the Director.
- Make travel arrangements for the Director, HR, as well as other HR personnel as necessary.
- Maintain and update the chart of field management staff.
- Administer requests from Legal, Risk Mgmt and WPS for TM HR documents in Ivanti ticketing system
- Administer the Out of Office ("OOO") calendar for HR Staff to document Time Off/PTO/Vacation requests.
- Assist in the administration of Field name badges; handle requesting, processing and mailing as needed.
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Administration of Benefit Programs through third party vendors
- Medicare Drug Coverage and Subrogation recoveries
- Submit requests in the Azure (TFS) system for enhancements, corrections, reports, etc. for HR and other business units as needed.
U-Haul is an equal opportunity employer. All applications for employment will be considered without regard to race, color, religion, sex, national origin, physical or mental disability, veteran status, or any other basis protected by applicable federal, provincial, state, or local law. Individual accommodations are available on requests for applicants taking part in all aspects of the selection process. Information obtained during this process will only be shared on a need to know basis.
About Us
Since 1945, U-Haul has been serving do-it-yourself movers and their households. Like many other successful ventures, the concept for U-Haul was generated out of need. After World War II, there existed the widespread need for do-it-yourself moving equipment that would be available on a one-way, nationwide basis.
U-Haul co-founders L.S. "Sam" Shoen and his wife, Anna Mary Carty Shoen, recognized that need and acted upon it. Their visionary approach spread the cost of ownership among many users, facilitating the mobility of the populations of the U.S. and Canada. The covered wagon of the pioneers morphed into orange U-Haul trailers. In the process, an industry was born.
U-Haul Holding Company and its family of companies, including U-Haul, have strived to create a culture of health and wellness. As of February 1, 2020, and consistent with applicable law, no U-Haul Holding Company or its family of companies will hire individuals in states where it may lawfully decline to hire individuals who use nicotine products (Alabama, Alaska, Arizona, Arkansas, Delaware, Florida, Georgia, Hawaii, Idaho, Iowa, Kansas, Maryland, Massachusetts, Michigan, Nebraska, Pennsylvania, Texas, Utah, Vermont, Virginia and Washington). This policy will not apply to team members hired before February 1, 2020.
