HR Coordinator

The HR Coordinator is created to give the Human Resources Department the capacity to manage a high volume of concurrent openings while also owning the day-to-day HR operations that don't require Director-level judgment: onboarding and offboarding, HRIS/personnel records, benefits administration support, training compliance tracking, and HR reporting. Credentialing and privileging remains owned by the Diector and Executive HR Assistant, who has been trained on and helped refine that process; this role works in close, active partnership with her on credentialing rather than as a passive backup and to keep GLIIHC's HR operations running smoothly in a regulated, IHS/HRSA/AAAHC-funded healthcare environment.

ESSENTIAL DUTIES AND RESPONSIBILITIES:

• Assist with the full recruiting process end-to-end for open positions: postings, sourcing, resume screening, phone/video screening, and interview scheduling.
• Assist with developing screeners and conduct first-round interviews and provide the HR Director and hiring managers with candidate evaluations and recommendations.
• Coordinate with hiring managers on interview panels and candidate selection criteria.
• Conduct reference checks and coordinate background checks and pre-employment drug testing.
• Draft offer letters and support offer negotiation under the HR Director's guidance.
• Track and report recruiting metrics (pipeline volume, time-to-fill, source effectiveness, etc.) to the HR Director.
• Assist with the full new-hire onboarding process, including pre-employment requirements, required forms (I-9, tax, payroll, benefits, policy acknowledgment), orientation logistics, and system setup.
• Ensure new employees are entered accurately into Paycom and applicable HR systems and track completion of required onboarding activities.
• Coordinate exit interviews and manage the employee offboarding checklist.
• Maintain accurate employee information, HR files, records, and documentation within Paycom and other HR systems, in both electronic and physical formats.
• Conduct routine audits of employee information and personnel files; identify and follow up on discrepancies or missing documentation.
• Maintain complete, accurate, confidential, and audit-ready personnel files.
• Work directly alongside the Executive HR Assistant on credentialing and privileging - assisting with document collection, credentialing database data entry, and deadline tracking - rather than only stepping in during absences.
• Maintain working knowledge of the full credentialing and privileging process and serve as trained backup owner during the Admin Team Manager's absences or peak volume.
• Help monitor upcoming license/certification/credentialing expirations jointly with the Executive HR Assistant and flag at-risk items to the HR Director.
• Provide additional recruiting overflow capacity (resume screening, candidate follow-up, interview scheduling) during especially high-volume periods.
• Serve as a first-line point of contact for routine employee relations and HR administrative questions, escalating complex or sensitive matters to the HR Director.
• Support documentation of employee relations conversations, coaching, and disciplinary actions.
• Assist employees with routine benefit enrollment forms and administrative questions; support new-hire and annual open enrollment activities.
• Process approved benefit changes and maintain supporting documentation.
• Provide administrative support for employee leave processes (FMLA and other approved leaves), tracking forms, dates, documentation, and return-to-work information, and referring eligibility determinations and complex questions to the HR Director.
• Maintain records of required employee training and track completion and expiration dates; communicate outstanding requirements to employees and supervisors.
• Co-facilitate employee training programs and prepare training compliance reports.
• Maintain the employee performance-evaluation schedule, notify supervisors of upcoming requirements, distribute forms, and maintain completed evaluations in personnel records.
• Prepare, run, and validate monthly, quarterly, annual, and ad hoc HR reports (staffing, vacancies, turnover, demographics, recruitment, training, compliance) for the HR Director's review.
• Assist with drafting and updating HR policies and procedures.
• Support the HR Director in preparing for HRSA, IHS, and AAAHC audits and program reviews.

QUALIFICATIONS

• Bachelor's degree in Human Resources, Business Administration, or a related field preferred; equivalent 10 years HR experience considered in lieu of degree.
• 4 years of HR generalist experience required.
• Full-cycle recruiting experience and broad HR operations experience (onboarding, benefits, HRIS, compliance) strongly preferred.
• Proficient in Microsoft Office Suite (Word, Excel, Outlook)
• HRIS system experience required; Paycom preferred.

KNOWLEDGE AND SKILLS

• Strong full-cycle recruiting skills, including sourcing, screening, interviewing, and closing candidates in a competitive, high-volume environment. Preferred.
• Broad HR generalist knowledge across onboarding, benefits administration, leave/FMLA basics, training compliance, and performance management administration.
• Strong organizational skills and attention to detail, with the ability to manage a high volume of concurrent requisitions, records, and deadlines.
• Ability to handle sensitive and confidential information with discretion.
• Strong knowledge base of compliance laws.
• Clear, professional written and verbal communication skills.
• Comfortable in a fast-paced healthcare environment with shifting priorities.
• Ability to work both independently and collaboratively as part of a growing HR team.
• Basic understanding of employment law and interest in developing deeper HR compliance knowledge over time.