Staffing Coordinator

Core ResponsibilitiesAttendance & Workforce ManagementMonitor daily attendance, call-offs, no-shows, late arrivals, and early departures.Maintain an accurate understanding of who is actively working on site.Communicate attendance issues to Sher and the client as appropriate.Help address routine workforce issues as they arise.TimekeepingMonitor employee/contractor timekeeping and Connecteam usage.Identify missing, inaccurate, or questionable time.Work with workers and Sher's internal team to resolve timekeeping issues.Help ensure hours are accurately submitted and approved on time.PPE & Safety ComplianceMonitor compliance with required PPE and basic site safety requirements.Reinforce Sher and client expectations with deployed workers.Identify and report safety or compliance concerns.Escalate serious or repeated violations to Sher management and/or the appropriate client contact.Workforce Issues & CommunicationServe as a primary point of contact for Sher workers at assigned sites.Answer routine questions and help resolve day-to-day issues.Maintain professional communication with client contacts.Escalate issues outside the Staffing Coordinator's authority.Terminations & Worker RemovalIdentify workers who may need to be removed from an assignment due to attendance, performance, safety, conduct, or other issues.Communicate concerns to Sher management and follow the appropriate termination/removal process.Assist with coordinating the removal of workers from the site when directed.Help coordinate return of badges, equipment, or other client property when applicable.Staffing & ReplacementIdentify vacancies created by call-offs, terminations, turnover, increased workload, or other circumstances.Communicate open positions and replacement needs to Sher's Recruiter.Provide the Recruiter with accurate information regarding the position and timing.Help confirm replacement workers successfully report to the site.Role BoundariesThe Staffing Coordinator is responsible for workforce coordination, not production management.The Staffing Coordinator generally does not:Direct the client's production operations.Act as a foreman or trade supervisor.Make client hiring decisions.Set client billing or pay rates.Independently terminate Sher workers without following Sher's process.Replace the Recruiter or Sales Rep.Key Working RelationshipsSales RepresentativeOwns the client relationship and revenue opportunity.Handles broader client relationship and commercial matters.RecruiterFinds, qualifies, onboards, and deploys talent.Refills open positions identified by the Staffing Coordinator.Staffing CoordinatorManages day-to-day workforce coordination after deployment.Communicates workforce issues and staffing needs to the appropriate internal team.Ideal CandidateThe ideal candidate is:Organized and dependable.Comfortable working directly with employees, contractors, and client personnel.Comfortable working in manufacturing, construction, industrial, or similar environments.Able to enforce rules professionally and consistently.Strong communicator with good judgment.Comfortable using mobile apps and basic technology.Able to identify problems and escalate them appropriately.Comfortable working independently on-site.Success in This RoleA successful Staffing Coordinator helps Sher maintain a workforce that is:Present Productive Properly Equipped Compliant Properly Documented SupportedThe ultimate goal is to keep Sher's deployed workforce operating smoothly while identifying problems early and ensuring vacancies are quickly communicated and refilled.Position StructureTitle: Staffing CoordinatorDepartment: Operations / Workforce ManagementReports To: Sher Staffing ManagementWork Location: Client job sites / manufacturing facilities; may support one or multiple locationsTHIS IS A FUTURE POSiTION. We anticipate filling this within the next 60-90 days. Core Performance MetricsPerformance may be evaluated based on:Attendance and no-show managementTimekeeping accuracyPPE and safety complianceSpeed of issue escalationWorker retentionSpeed and accuracy of vacancy reportingSuccessful replacement/deployment coordinationClient satisfactionQuality and timeliness of communication
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