Staffing Coordinator

Job Description Compensation $55,000.00 - $65,000.00/year

POSITION OVERVIEW

As the Staffing Coordinator, you will be at the forefront of managing the company’s recruitment and staffing operations for high volume aquatics related positions, such as lifeguards, deck attendants, and more, ensuring that staffing needs are consistently met and that schedules are aligned with the business needs. This position requires an understanding of HR foundational practices and the ability to devise and implement innovative recruitment strategies that attract top talent. Your strong communication skills, combined with a proactive and creative approach to recruitment, will allow you to oversee the full recruitment cycle from attracting candidates to completing onboarding processes, all while ensuring compliance with company policies and legal requirements.

ESSENTIAL RESPONSIBILITIES

Recruitment & Staffing Strategy Oversee all frontline staffing needs: Ensure that recruitment goals are met across various departments and that the company maintains sufficient staffing levels at all times. Develop and execute recruiting strategies: Create innovative approaches to attract talent and ensure hiring targets are consistently met, both short-term and long-term. Forecast hiring requirements: Collaborate with leadership to determine staffing needs, project future hiring requirements based on growth projections, industry trends, and seasonal shifts. Hiring Process Management Screening and interviewing: Lead the process of evaluating resumes, conducting interviews, and managing the overall hiring process while adhering to federal, state, and company policies. Collaborate on interview methods: Assist the hiring team in designing effective recruitment methods, interview questions, and assessment criteria. Onboarding: prepare and guide new hires through the onboarding process to ensure a smooth transition into their new roles and completion of all onboarding tasks, required certifications (if applicable), and training (including Workday Learning). Maintain hiring records: Track and document interviews, candidate feedback, and the status of all new hires. Foster a positive work culture: Work to cultivate a culture of quality, teamwork, continuous improvement, and high performance among the seasonal staff. Provide leadership and mentoring: Offer guidance, support, and training to the staffing and recruiting team, ensuring alignment with departmental goals. Community Engagement & Relationship Building Community outreach: Represent the company at career fairs, universities, high schools, and other community events to support recruitment efforts and build relationships in the local community. Develop partnerships: Build and maintain relationships with educational institutions and local organizations to create a pipeline of potential candidates. Scheduling & Labor Management Create and manage employee schedules: Design and adjust employee schedules based on staffing needs, client contracts, and compliance requirements, ensuring coverage across all areas. Make adjustments as needed due to staff changes or shifts in demand. Manage seasonal staff timekeeping: Oversee timekeeping and handle time-off requests to ensure adequate staffing during peak periods. Monitor labor costs: Collaborate with leadership to manage labor and overtime costs. Adjust schedules and hiring targets to minimize excess spending while meeting operational needs. Employee Retention & Engagement Develop retention strategies: Work with the staffing team and leadership to create and implement strategies for retaining seasonal staff and minimizing turnover. Foster employee engagement: Cultivate a fun and safe environment that encourages staff retention and job satisfaction. Compliance, Safety, & Documentation Ensure HR compliance: Oversee adherence to federal, state, and company-specific HR policies and regulations. Maintain accurate employee records and ensure compliance with laws surrounding employee rights, benefits, and compensation. Ensure all onboarding documents, such as the Form I‑9, are completed within the required timeframes. In partnership with leadership, enforce company policies and procedures consistently, ensuring compliance with regulations at both the federal and state levels. Maintain accurate employee records and ensure that documentation is handled in accordance with company standards. Disciplinary action management: Work with leadership to manage performance issues or disciplinary actions, ensuring that all necessary documentation is completed accurately and in a timely manner. Reporting & Communication Staffing operations reporting: Prepare and present regular reports on staffing operations, including progress on recruitment, turnover, retention, and labor costs, to leadership. Provide staffing updates: Maintain clear communication with leadership on the status of hiring efforts, seasonal staffing levels, and any operational concerns or successes. Additional Duties Ad‑hoc tasks: Perform any additional responsibilities as assigned by leadership, contributing to the overall success of the staffing and HR operations.

SKILLS AND QUALIFICATIONS

Proven experience in recruitment and staffing, preferably in a leadership role. Experience in the aquatics industry and knowledge of required certifications. Strong knowledge of HR best practices, labor laws, and compliance regulations. Excellent communication and interpersonal skills with the ability to work effectively with diverse teams. Strong leadership and organizational skills with the ability to manage multiple projects simultaneously. Ability to think creatively and outside the box to meet staffing goals. Proficiency in HR systems, payroll software, and scheduling tools Knowledge of staffing policies, procedures and best practices Reliable with a respect to confidentiality Ability to travel for recruitment purposes or business needs.

SCHEDULE REQUIREMENTS

To support the business this role will have a varying schedule to accommodate the seasonal fluctuations. This role will work a schedule of 50 hrs per week with an increase in hours during the peak seasons to accomplish the needs of the business. From September to March the schedule will be Monday through Friday. April to September (ending after Labor Day) includes the peak pre-season and summer season which is when the business is the busiest. The schedule during these months will be six days a week with the expectation to work weekends. The above timeframes and hours are an approximation and these times may vary depending on the coordination and scheduling of jobs and the efficiency of work performed. This role is expected to work the holiday weekends of Memorial Day, Juneteenth, July 4th, and Labor Day without exception.

PHYSICAL REQUIREMENTS

Ability to sit, stand, and walk for extended periods. Capable of quick movements, engaging in strenuous physical activity, and assisting or lifting individuals in distress of varying weights when necessary. Ability to carry, push, or pull items weighing up to 40 lbs. NOTE The specific examples in each section are not intended to be all-inclusive, they represent the typical elements and criteria considered necessary to perform. Other job‑related duties may be assigned and could require work outside of duties listed. This description is subject to change, at the sole discretion of the Company, and in no way creates an employment contract, implied or otherwise; “at will” employment remains. #J-18808-Ljbffr Tier1usa