People Coordinator, OpenX

• Knowledge of general HR practices, employee-record requirements, records-retention principles, and data privacy standards
• Strong analytical, research, project-management, and problem-solving skills
• Ability to interpret data and communicate findings clearly to technical and nontechnical audiences
• Proficiency with spreadsheet applications, reporting tools, and document-management platforms
• Proven track record of managing new hire orientations, background checks,and I-9 verification
• Prior hands on experience with Applicant Tracking Systems(ATS) and Human Resources Information Systems (HRIS) - such as ADP Workforce Now and lever
• Advanced spreadsheet skills, including formulas, pivot tables, data validation, and charts, are preferred
• Strong attention to detail and commitment to data accuracy
• Ability to document, evaluate, and improve business processes
• Strong written, verbal, interpersonal, and organizational skills
• Ability to manage multiple assignments, prioritize competing deadlines, and work independently
• Demonstrated judgment in handling confidential and sensitive information
• Three years of progressively responsible HR, HR operations, records-management, systems, reporting, or analytical experience
• Bachelor’s degree in human resources, business administration, or a related field preferred

Desirable

• The People (HR) Coordinator supports day-to-day human resources operations while leading special projects that strengthen recordkeeping, systems, and processes
• This position partners with People Team leadership to improve operational efficiency, maintain accurate and compliant employee records, analyze HR data, and provide actionable insights that support organizational decision-making
• Provide support across core People (HR) functions, including employee records, onboarding, offboarding, personnel changes, benefits administration, and policy implementation
• Respond to manager questions and provide accurate, timely guidance on People policies, procedures, and systems
• Maintain confidentiality and handle sensitive employee information with professionalism and discretion
• Assist with audits, compliance activities, reporting requirements, and other HR initiatives
• Plan, coordinate, and execute HR-related special projects from initial assessment through implementation and follow-up
• Develop project plans, document requirements, track milestones, identify risks, and communicate progress to manager
• Conduct research, analyze findings, and prepare recommendations, and supporting documentation
• Collaborate with other departments as needed
• Administer the organization’s HR records-retention program in accordance with applicable legal requirements and company policies
• Review, organize, classify, archive, and dispose of employee records according to approved retention schedules and procedures
• Maintain accurate electronic and physical personnel files and monitor documentation for completeness and consistency
• Support records audits, document requests, and as needed the transition from paper-based to electronic records
• Recommend controls and procedures that support data integrity, accessibility, confidentiality, and security
• Evaluate workflows, systems, forms, and procedures to identify gaps, inefficiencies, and opportunities for automation or standardization
• Map current processes, gather stakeholder requirements, and recommend practical improvements
• Support the implementation, testing, documentation, and adoption of HR system enhancements
• Develop and maintain standard operating procedures, process guides, templates, and training materials
• Monitor implemented changes and use feedback and performance measures to evaluate effectiveness
• Serve as a knowledgeable resource for HR systems and assist users with troubleshooting, training, and data-entry standards
• Collect, validate, analyze, and report HR data from multiple systems and sources
• Develop recurring and ad hoc reports, dashboards, and presentations covering metrics such as headcount, turnover, vacancies, recruitment, retention, demographics, absenteeism, and workforce trends
• Identify patterns, discrepancies, risks, and opportunities within workforce data
• Establish data-quality checks and reconcile information to promote accurate and consistent reporting