Human Resources Coordinator at HOPE RISING… · Kettering

• Employee Type: Part Time Non-Exempt
• Required Degree: 4 Year Degree
• Minimum Experience: 2 Years
• Travel: 25%

Description

Join the Hope Rising Team

Hope Rising is looking for a Human Resources Coordinator who is passionate about people, organization, and our mission of serving women, men, babies, and families in our community. This position supports the day-to-day administration of the employee experience, including recruitment, hiring, onboarding, payroll coordination, HRIS (Human Resources Information System) administration, benefits, employee engagement, performance management, professional development, compliance, and offboarding. The Coordinator helps ensure our staff are supported, equipped, and positioned to serve with excellence.

Are You the Ideal Candidate?

• Warm, trustworthy, highly organized person who genuinely enjoys helping people
• Meticulous with details and follows through without being chased
• Comfortable with technology and established processes
• Has the maturity to know when to handle something independently and when to bring a matter to leadership
• Approachable and compassionate while maintaining appropriate professional boundaries and confidentiality
• Adaptable and committed to continuous learning
• Able to handle sensitive or difficult situations with wisdom, professionalism, fairness, and grace
• Demonstrate a heart for serving others and are committed to supporting Hope Rising's Christ-centered mission.
• Prior HR, administrative, or office-coordination experience preferred, but we care more about demonstrated reliability and judgment than a specific credential

Objective of the position: The Human Resources Coordinator supports the full employee lifecycle and helps create a positive, organized, and effective employee experience at Hope Rising.

Reports to: Director of Business Management
Supervises: None
Status: Part-time, 30 hours per week, hourly position
Scheduled Hours: 9:00 a.m. – 3:00 p.m., Monday – Friday, In-Person

Education & Experience
Bachelor’s degree in human resources, business administration, or a related field preferred. Two to three years of relevant human resources or administrative experience preferred. Equivalent education, training, and experience may be considered.

Skills & Abilities

• Strong written and verbal communication skills
• Excellent organization, time-management, follow-through, and problem-solving skills
• Strong attention to detail and accuracy
  Ability to maintain confidentiality and exercise sound judgment
• Proficiency in Microsoft Office and ability to learn HR, payroll, and other organizational systems
• Ability to work independently, manage multiple HR priorities, exercise sound judgment, and communicate proactively with the Director of Business Management
• Approachable, dependable, service-oriented, and comfortable working with employees at all levels

Qualifications

• Be a committed Christian who demonstrates a personal relationship with Jesus Christ as Lord and Savior
• Exhibit a strong commitment and dedication to the pro-life position
• Agree with and be willing to uphold the Statement of Principle, Statement of Faith, and policies and procedures of Hope Rising
• Respect and maintain confidentiality of employee, payroll, candidate, and organizational information
• Complete training and position orientation
• Demonstrate a heart for serving others and the ability to encourage and support staff and volunteers within a Christ-centered organization
• Have a valid driver’s license and be able to commute to all Hope Rising centers

Essential Functions

Recruitment & Hiring

• Coordinate recruitment, interviewing, candidate communication, and applicant tracking.
• Submit online background checks.
  Verify references, credentials, and required applicant documentation.
• Prepare offer letters and required hiring documents.
  Follow standardized hiring procedures and ensure required applicant-stage documentation is complete.

Onboarding & New Employee Experience

• Coordinate an organized and welcoming onboarding process for new employees.
• Prepare new-employee files and ensure completion and verification of Form I-9 documentation.
• Coordinate orientation, policy acknowledgments, required training, system access, and other onboarding requirements.
• Conduct onboarding follow-up surveys to gather feedback on the new-employee experience.
• Maintain complete and accurate onboarding records.

Payroll Processing & Benefits Administration

• Assist with and process assigned payroll activities accurately and timely in coordination with Payroll Partners, including reviewing employee time records, hours worked, PTO, and other payroll-related information for accuracy.
• Process payroll changes, including new hires, terminations, pay rate changes, deductions, and other employee status changes.
• Review payroll reports for accuracy and identify discrepancies or needed corrections.
• Communicate with Payroll Partners, Hope Rising’s payroll company, regarding payroll questions, corrections, employee changes, and assigned payroll processing tasks.
• Maintain accurate payroll-related employee records and documentation.
• Assist with year-end payroll processes, including W-2 preparation and distribution.
• Administer applicable employee benefit plans, including enrollments, changes, and terminations.
• Maintain confidentiality of payroll and employee compensation information.

HRIS (Human Resources Information System) Administration

• Manage and maintain accurate employee information, job records, employment status, compensation, and other HR data within the HRIS.
• Maintain HRIS workflows and employee records related to onboarding, changes in employment status, performance management, training, and offboarding.
• Monitor HRIS data for accuracy, completeness, and compliance and correct discrepancies in a timely manner.
• Assist employees and managers with HRIS questions and provide guidance on appropriate system use.
• Generate HRIS reports and provide HR data and metrics to support decision-making and organizational planning.

Employee Records & HR Compliance

• Maintain current records for all employees, including job descriptions, employment status, personnel records, and required documentation.
• Maintain organized and confidential personnel files.
• Conduct audits of payroll, benefits, personnel records, I-9s, or other HR programs and recommend corrective action.
• Assist with compliance requirements and maintain awareness of applicable HR best practices and organizational policies.

Employee Engagement & Communication

• Develop and distribute employee engagement surveys at appropriate intervals.
• Coordinate onboarding follow-up and offboarding/exit surveys.
• Compile and review survey results, identify trends, and recommend opportunities for improvement.
• Communicate relevant findings and recommendations to the Director of Business Management.
• Develop and maintain effective HR communication for staff and volunteers.
• Respond to employee HR questions and direct questions to the appropriate resource when needed.
• Oversee staff (paid and volunteer) engagement activities and events, including planning, coordinating, communicating, and supporting events such as the Christmas Party, First Fruits Gathering and other staff appreciation or fellowship activities.

Performance Management & Professional Development

• Coordinate the performance management process, including scheduling, documentation, tracking completion, and assisting managers with required forms and procedures.
• Coordinate the annual performance review process and ensure staff receive required evaluations.
• Assist with Performance Improvement Plans and related documentation when needed.
• Evaluate professional development needs and identify appropriate training opportunities.
• Establish and maintain ongoing training protocols and support increased professional development engagement.
• Track required training and assist with implementation of training modules and employee development initiatives.

Offboarding & Employee Transitions

• Assist with processing terminations and employee separations.
• Coordinate required termination and offboarding documentation.
• Coordinate applicable payroll and benefits changes associated with employee separation.
• Conduct offboarding/exit surveys and review feedback for trends and opportunities for improvement.
• Ensure personnel records are updated and required documentation is complete.

HR Administration

• Prepare correspondence and HR documents as needed.
• Provide administrative support necessary to maintain efficient and organized HR operations.
• Perform routine document preparation, scanning, emailing, filing, and other administrative functions related to HR.
• Perform other related duties as assigned.

Other Duties

• Continually update the Human Resources Coordinator Job Manual and Timeline.
• Assist with assigned HR initiatives and provide feedback and recommendations for improving HR processes and employee programs.
• Assist with HR projects and initiatives aligned with Hope Rising’s organizational goals, mission, and staffing needs.
• Assist the Director of Business Management with the development and implementation of the Human Resources strategic plan.
• Provide a monthly written HR report by the 10th of each month to the Director of Business Management.Attend and participate in monthly staff meetings.
• Perform other duties assigned by the Director of Business Management or Executive Director.

Physical & Mental Requirements

• Visual and auditory accuracy
• Continuous use of computer
• Frequent use of telephone
• Continuous repetitive grasping and manipulation of both hands
• Continuous conversational communication
• Occasional reaching, walking, squatting, bending, kneeling, twisting, and climbing
• Frequent use of personal car; mileage reimbursement is available
• Ability to understand and carry out simple and detailed oral and written instructions
• Ability to memorize and retain instructions
• Ability to read and interpret detailed specifications
• Ability to lift 20 lbs. or more when required by job duties

Evaluation: The Human Resources Coordinator shall receive at least one annual written and oral evaluation by the Director of Business Management.