Location: all cities,CA, USA
Description
The Salvation Army, an international movement, is an evangelical part of the universal Christian Church. Its message is based on the Bible. Its ministry is motivated by the love for God. Its mission is to preach the gospel of Jesus Christ and to meet human needs in His name without discrimination.
BASIC PURPOSE
The primary responsibility of the Human Resources Coordinator is to coordinate multiple human resources activities in the division with a focus on administrative support to the Human Resource Manager, including, but not limited to maintaining data in the HRIS system, document management processes, on-boarding, processing terminations, data entry, supports benefit enrollment process, LOA's, will monitor compliance with all mandatory The Salvation Army on-boarding and new hire procedures to include new hire training and orientation, as well as ensuring compliance with DOT regulations for all The Salvation Army drivers. Will perform all other necessary HR tasks as assigned by HR Manager or HR Director. The Human Resources Coordinator will act as an assistant to the Divisional Human Resource Manager and will support overall departmental functions.
ESSENTIAL DUTIES AND RESPONSIBILITIES
+ Assist HR Manager with monitoring HRIS system, data entry, data base management, new hire documents, filing, monitoring, and routing HR calls and email inquiries.
+ Provide support in all LOA for the division, ensure all required documentation and notices have been given to employees in a timely manner.
+ Supports new hire orientation, ensures the collection of proper documentation including W4, I9 Verification, DOT (Department of Transportation) verification and training as well as Sexual Harassment Training and all other mandatory trainings.
+ Will provide administrative support during all seasonal hiring for Kettles and Camp.
+ Assists Corps and Camps with training on new hire processes, TSAMM, and on boarding documents.
+ Main point of contact for all TSAMM related issues or concerns.
+ Manages the HR department's Landing page, keeping all documents updated and accessible by the field.
+ Keeps hiring packets for both CA and NV current and available to all field units, including Kettle Season hiring packets.
+ Acts as main liaison between DHQ and CBRRC regarding background check decisions.
+ Directly supports DBS in all administrative and operational needs, including creating weekly meeting for CFC, drafting divisional emails, business calendar management, supporting divisional events, etc.
+ Conducts all I9 and TR checks/verifications
+ Manages Sexual Harassment training for the division, both for new hires and mandatory annual trainings. Audits OTIS platform for terminated employees, creates new accounts.
+ Maintains DHQ's hard file system for record keeping, creating new files as necessary.
+ Keeps abreast of employment law updates for both CA and NV. Will stay current with HR trends, including technology, state and federal guidelines, software, etc.
+ Partners with Divisional Fleet Administrator when needed to resolve driver issues including revocation, expiration, driver audits, etc.
+ Works closely with Director of HR to solve complex HR issues, supports employee investigations, record keeping and communications with THQ HR.
+ Perform audits on files to ensure accuracy and inform HR Manager of missing or incomplete documentation.
+ Assist with External and Territory Headquarters (THQ) audits.
+ Assist HR team with responding to all government agencies request, and route to appropriate internal department when necessary.
+ Other Duties as assigned by the Human Resource Director or Manager.
KNOWLEDGE, SKILLS, ABILITIES AND OTHER QUALIFICATIONS REQUIREMENTS
+ High School or GED
+ AA Degree desired
+ 2-3 years administrative support
+ Previous experience supporting a Human Resources department is required
+ Proficient in Microsoft Office, PowerPoint, and Excel, as well as working knowledge of HRIS systems
+ Organized & Detail Oriented
+ Ability to multi-task
+ Effective communication skills
+ High level on integrity ability to maintain confidential information
CERTIFICATES, LICENSES, REGISTRATIONS
+ Must possess a valid California Class C Driver License, and ability to drive a Salvation Army vehicle
+ Must be 21 years or older.
+ Complete The Salvation Army vehicle course training.
PHYSICAL REQUIREMENTS:
+ Ability to sit, walk, stand, bend, squat, climb, kneel, and twist on an intermittent or sometimes continuous basis
+ Ability to grasp, push, and/or pull objects
+ Ability to reach overhead
+ Ability to operate telephone
+ Ability to lift up to 25 lbs.
+ Ability to operate a computer
+ Ability to process written, visual, and/or verbal information
+ Ability to operate basic office equipment and tools PC, Fax Machine, Telephone, Calculator, Copier, Printer.
Qualified individuals must be able to perform the essential duties of the position with or without accommodation. A qualified person with a disability may request a modification or adjustment to the job or work environment in order to meet the physical requirements of the position. The Salvation Army will attempt to satisfy requests as long as the accommodation needed would not result in undue hardship.
Qualifications
Education
Required
+ High School or Equivalent or better
Licenses & Certifications
Required
+ Driver's License
Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities
The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor's legal duty to furnish information. 41 CFR 60-1.35(c)