People Partner, Coordinator

Nan McKay & Associates•Chicago, IL

11h•$19 - $20•Onsite

About The Position

The People Partner, Coordinator is a non-exempt member of the Human Resources team who helps create and deliver a positive experience for internal and external applicants and hiring managers. The role provides recruiting, onboarding, employee-relations, and general human-resources support across NMA offices, and reports to the Director of Human Resources. The position does not supervise staff and may approve terminations and new hires. Recruiting work includes advertising openings, developing applicant sources, consulting with managers on staffing needs, screening and interviewing candidates, coordinating interviews, organizing job fairs, and assisting with staffing new projects and offices. The coordinator also supports transfer and promotion interviews, communicates outcomes through the specified process, and helps maintain compliance with applicable recruiting and employment requirements. Onboarding responsibilities include preparing offer letters, reviewing background-check results, administering onboarding systems and training, auditing onboarding records, notifying payroll of hires, completing Form I-9 within three business days, and recording conflict-of-interest information when applicable. The role also provides HR guidance and administrative support for employee matters such as promotions, demotions, performance plans and reviews, disciplinary documentation, terminations, leaves of absence, accommodations, benefits, compensation, payroll assistance, and separations. Reported employee matters outside the job description must be reported to the HR Director within 24 hours. The successful candidate is expected to demonstrate sound judgment, confidentiality, integrity, strong communication and analytical skills, organization, problem-solving ability, and a service-oriented, collaborative approach. The position is based in an office as needed, with a stated schedule of Monday through Friday, 8:00 a.m. to 5:00 p.m.; work after hours and on weekends may be needed.

Requirements

Minimum of a bachelor’s degree or equivalent in Human Resources, Business, or Organization Development, or an HRCI or SHRM HR certification.
Two to four or more years of recruiting and staffing experience.
Two to four or more years of Human Resources Generalist experience.
Two to four years of exempt and non-exempt full-cycle recruiting experience, including managing multiple high-volume roles simultaneously.
At least two years of recruiting experience in a relevant industry environment.
Demonstrated experience across complex personnel functions, including recruitment and selection, compensation, employee relations, reviews and evaluations, benefits administration, and terminations or layoffs.
Experience with job analysis and creating job descriptions, and knowledge of appropriate classification and compensation levels for program, technical, professional, administrative, and clerical positions.
Knowledge of HR policies and programs and their effects on program policies and procedures.
Ability to evaluate, interpret, and implement policies and procedures related to payroll and employment.
Knowledge of an HRMS or related business software systems.
Strong computer skills in a PC environment, including spreadsheet, word-processing, database, and MS Office applications.
Strong analytical, organizational, and problem-solving skills.
Excellent written communication skills, including the ability to write concisely and persuasively and clearly summarize information.
Ability to maintain strict confidentiality and use discretion.
Highly motivated, positive, patient, collaborative, and able to demonstrate critical thinking and emotional intelligence.
Job offer is contingent on satisfactory background clearance.
Ability to work after hours and weekends as needed.

Nice To Haves

ADP Workforce experience is a plus.

Responsibilities

Attract and recruit applicants through job advertisements, job sites, community organizations, colleges, agencies, recruiters, media, and other sources.
Meet with managers to establish recruiting needs, requirements, and qualifications.
Provide information about the organization, opportunities, and benefits, including through new-hire orientation.
Screen resumes, interview candidates, assess qualifications, verify references, and compare applicants with job requirements.
Coordinate management interviews, including schedules, travel, lodging, meals, and community tours as needed.
Recommend recruiting policies and practices and monitor job offers and compensation practices.
Follow applicable legislation and regulations and recommend procedures related to onboarding, recruiting, and interviewing.
Arrange interviews for transfers and promotions and follow the specified process for offers, rejection notices, and interview feedback.
Organize and execute job fairs and assist with recruiting and staffing new projects and offices.
Complete onboarding activities, including offer letters, background-check review, ADP portals, SharePoint, harassment training, onboarding audits, payroll notifications, Form I-9 completion, and applicable COI records.
Report employee issues outside the job description to the HR Director within 24 hours of being informed.
Provide HR services and employee-relations support across NMA offices, including advice, training, and policy interpretation for program management staff.
Research and implement policies relating to classification, compensation, recruiting, employment, performance reviews, disciplinary actions, benefits, separations, layoffs, leaves, staff merit, and payroll assistance.
Prepare or support required reports, including monthly new-hire and termination dates, COI lists, and employee rosters.
Process, communicate, and assist management with promotions, demotions, employee documentation, write-ups, performance plans, reviews, and voluntary and involuntary terminations.
Process transfers and offboarding immediately as required by the new-hire training outcome process.
Process, communicate, and assist management with leaves of absence, including voluntary leave, FMLA, and reasonable accommodations.
Coordinate, staff, and recruit for line-staff positions.
Perform special projects and other duties as assigned.