HR Coordinator

Middle River Power•San Diego, CA

5d•Remote

About The Position

Middle River Power is a private equity-sponsored platform specializing in the investment and asset management of U.S. power generation facilities. With over 8GW of natural gas, coal, battery storage, and solar facilities across multiple states, the company focuses on safe, reliable, and efficient power plant operations. Middle River Power’s executive team collectively brings over 120 years of expertise in energy management and power generation, collaborating closely with plant personnel and industry professionals. The company applies a data-driven approach to investment and operational decisions, considering key factors such as regulatory changes and resource planning. We believe that with experienced leadership, capable young talent, and strong partnerships we can collaborate to deliver outsized, innovative solutions in the energy sector. This framework ensures every hire strengthens our culture of curiosity, collaboration, and commitment while maintaining the speed and flexibility our business demands. Our business thrives off a set of behaviors that allow our team-based culture to reach high standards and build off one another’s strengths. MRP is a PE-backed environment that requires moving at pace, calculated risk-taking and creative problem-solving. The people we hire must excel not only in their technical domain but also embody the behaviors that make us successful. The HR Coordinator is the operational and compliance backbone of MRP's People function across a multi-site, heavy-industry workforce. The role is anchored in four primary areas of accountability: regulatory compliance, leave and accommodations administration, payroll administration, and HR analytics and reporting. Supporting responsibilities include onboarding administration, policy library maintenance and workforce communications, talent acquisition coordination, and health and safety coordination. This role works remotely and largely independently, with occasional travel to MRP plant sites. It is well-suited to an HR professional who is energized by operating in a regulated, multi-site industrial environment, who has a strong compliance mindset balanced with a continuous improvement orientation, and who is comfortable working autonomously while coordinating.

Requirements

3–5 years of progressive HR experience with demonstrated ownership of compliance, leave administration, payroll, and analytics responsibilities.
Bachelor’s degree in human resources, Business, or a related field, or equivalent professional experience.
Working knowledge of federal employment law (FLSA, FMLA, ADA, Title VII, ACA) and California-specific employment law (CFRA, PFL, PDL, SDI, FEHA, wage and hour, pay data and pay transparency requirements).
Demonstrated experience administering FMLA, CFRA, and California Paid Family Leave end-to-end, including the interactive accommodation process.
Demonstrated experience producing ACA filings (1094-C and 1095-C) and other federal and California compliance reports.
Hands-on payroll administration experience in a multi-state environment, including California-specific wage and hour compliance.
Strong HR analytics capability, including dashboard design, data integrity management, and translating workforce data into business insights.
Proficiency with HRIS, payroll, time-and-attendance, and applicant tracking systems; advanced Excel.
Excellent written communication skills, with the ability to translate complex regulatory and policy content into clear, practical guidance for varied audiences.
Proven ability to work independently and remotely with strong self-management, organization, and prioritization skills.
California-based with the ability to travel occasionally to plant sites.

Nice To Haves

HR experience in heavy industry, energy, power generation, utilities, oil and gas, manufacturing, or another regulated industrial environment.
Working familiarity with DOT regulations and drug and alcohol testing programs.
Working familiarity with OSHA recordkeeping requirements and partnership with EHS or Safety functions.
Experience supporting a multi-site, hourly and salaried workforce with shift-based operations.
Experience in a private equity-backed or high-growth environment, including supporting M&A integration activities.
Demonstrated experience designing or deploying AI agents, automations, or workflow tools in an HR or operations context.
PHR, SHRM-CP, or California-specific HR certifications such as PHRca.
Experience with payroll platforms commonly used in industrial settings (e.g., ADP, UKG, Paylocity, Workday).

Responsibilities

Serve as the operational owner of HR compliance execution across federal, California, and other applicable state jurisdictions, including FLSA, FMLA, ADA, Title VII, ACA, CFRA, FEHA, California wage and hour law, and California pay data and pay transparency requirements (SB 1162).
Own and execute recurring compliance filings, including ACA (Forms 1094-C and 1095-C), EEO-1, California pay data reporting, and other federally and state-mandated workforce filings.
Coordinate DOT compliance for applicable employees, including pre-employment, random, post-accident, and reasonable suspicion drug and alcohol testing programs and recordkeeping.
Partner with the Director of Health & Safety to support OSHA recordkeeping, including OSHA 300, 300A, and 301 logs, recordability determinations, incident documentation, and required postings.
Maintain employment posters, federal and California-specific notices, and required new-hire documentation across all sites and for remote employees.
Maintain audit-ready compliance documentation and serve as the primary point of contact for internal and external HR audits.
Own the end-to-end leave process for MRP, including intake, eligibility determination, designation notices, medical certifications and recertifications, status tracking, return-to-work coordination, and benefits continuation during leave.
Administer all federal and California leave programs, including FMLA, CFRA, California Paid Family Leave (PFL), Pregnancy Disability Leave (PDL), state disability insurance (SDI), bereavement, military leave, and discretionary personal leaves.
Coordinate the interactive process for ADA and FEHA accommodation requests, partnering with employees, managers, legal counsel, and external administrators as needed.
Coordinate workers' compensation administration, including claims intake, communication with carriers, OSHA recordability determinations in partnership with Safety, and return-to-work coordination.
Maintain accurate, confidential leave records and produce reporting to support workforce planning, plant staffing decisions, and compliance audits.
Serve as the primary point of contact for employees and managers navigating leave situations, providing clear and empathetic guidance throughout.
Own end-to-end payroll processing for a multi-state, multi-site workforce, ensuring accuracy, timeliness, and compliance with FLSA and California wage and hour requirements.
Reconcile timekeeping data, overtime, shift differentials, on-call pay, and other heavy-industry pay practices in coordination with plant managers and operations leadership.
Partner with finance on payroll funding, GL coding, accruals, and audit support; resolve payroll discrepancies promptly and document root causes.
Administer day-to-day benefits transactions including new hire enrollments, qualifying life events, terminations, COBRA notifications, and open enrollment support.
Serve as the first point of contact for employee payroll and benefits inquiries, escalating complex issues as appropriate.
Design, build, and maintain HR dashboards and recurring reporting on headcount, turnover, leave utilization, overtime, demographics, compensation, and other key workforce metrics.
Translate workforce data into actionable insights for the Director of HR and operations leadership.
Ensure data integrity across the HRIS, payroll, time and attendance, and learning systems; lead periodic data audits and clean-up efforts.
Support ad hoc analyses on workforce planning, M&A integration due diligence and post-close integration, organizational design, and compensation benchmarking.
Build and maintain documentation that allows reporting to be reproduced consistently and scaled as MRP grows.
Execute the transactional components of the onboarding workflow designed by the Sr. HR Generalist, including I-9 and E-Verify, background checks, system access provisioning, day-one logistics, and new-hire documentation.
Administer offboarding processes including final pay calculations in compliance with California wage and hour requirements, exit documentation, and system de-provisioning.
Maintain accurate, audit-ready electronic employee files in compliance with retention requirements.
Maintain the employee handbook and HR policy library, ensuring versioning, accessibility, and accurate distribution across the workforce.
Coordinate handbook acknowledgements and policy attestations across the workforce.
Cascade HR communications to managers and employees across plant sites and remote locations as directed by the Director of HR and Sr. HR Generalist.
Translate complex regulatory and policy changes into practical, plain-language guidance for plant leaders and frontline supervisors when supporting communications rollouts.
Provide scheduling and coordination support for talent acquisition activities, including candidate interview scheduling across multiple stakeholders, time zones, and plant sites.
Coordinate logistics for candidate travel, on-site interviews, and assessment activities as needed.
Maintain candidate tracking and applicant data in the ATS, ensuring accurate records and timely status updates.
Support the Sr. HR Generalist and hiring managers with administrative aspects of the recruiting process, including job posting administration, requisition tracking, and candidate communications.
Partner with the Director of Health & Safety on workforce-facing safety processes, including new hire safety onboarding documentation, training tracking, and incident reporting administration.
Support fitness-for-duty processes and post-incident administrative procedures across plant sites.
Coordinate the HR-facing aspects of safety program rollouts and required workforce communications.