Human Resources Coodinator

Benefits

Qualifications

• •The ideal candidate has strong HR generalist experience, demonstrated the ability to independently build, manage, and improve processes, and is confident in leading full-cycle recruiting efforts
• •This individual must be comfortable navigating and optimizing systems like ADP Workforce Now to support data-driven decision-making, compliance, and an efficient employee lifecycle
• •Solid understanding of HR policies and California labor laws
• •Strong knowledge of Microsoft Office and HRIS (ADP Workforce Now)
• •Excellent communication and problem-solving skills
• •Ability to work collaboratively in a dynamic, team-oriented environment
• •3 more items(s)

Responsibilities

• •Position: This role requires a high level of ownership, accountability, and initiative across both Human Resources and recruiting functions
• •This hybrid position offers a balance of in-office and remote work, with two-thirds of the time spent in the office and one-third working remotely
• •You will collaborate with management to create a sustainable, flexible schedule that meets both your needs and the organization's operational requirements
• •While primarily working at our Monrovia or Claremont locations, you will be required to work in the Camarillo office 1-2 times per month based on operational needs
• •This role offers the opportunity to be part of a dynamic team while maintaining a flexible, consistent schedule
• •Own and continuously optimize the implementation, administration, and scalability of the ADP Workforce Now system and all associated employee resources
• •Serve as the primary point of contact and subject matter expert for ADP, proactively maintaining communication with representatives and translating regulatory updates into actionable internal processes
• •Ensure full organizational compliance with federal, state, and local labor laws by leading HR compliance initiatives, including open enrollment, required postings, audits, and policy updates
• •Drive accountability for employee compliance with all internal policies and third-party requirements, implementing tracking systems and follow-up protocols
• •Design, standardize, and maintain all HR documentation, SOPs, workflows, and training materials in partnership with Executive Management
• •Act as a trusted HR partner to employees, proactively addressing and resolving matters related to leave, accommodations, compensation, and workplace concerns with sound judgment and urgency
• •Own the communication and rollout of HR policies and organizational directives, ensuring clarity, consistency, and adoption across teams
• •Support performance management processes end-to-end, including annual reviews, performance improvement plans, and professional development—while actively coaching and supporting supervisors to effectively manage their teams
• •Develop and execute employee engagement and retention strategies, using feedback and data to drive measurable improvements
• •Maintain complete and audit-ready employee records, including credentialing, licensure tracking, and HR databases, ensuring accuracy and compliance
• •Oversee benefits administration (, 401(k), health/dental), ensuring accurate tracking, employee understanding, and smooth execution
• •Own and operationalize the full onboarding experience, including:
• •Designing and maintaining clear cross-functional workflows and checklists
• •Coordinating with IT, clinical operations, and supervisors to ensure all requirements are completed prior to the start date
• •Eliminating onboarding gaps and delays
• •Establish and manage new hire technology readiness, including device allocation and access to all required systems and productivity tools
• •Continuously evaluate and update workplace safety and health-related protocols, ensuring compliance and best practices
• •Act as a strategic partner to leadership and supervisors, proactively:
• •Closing onboarding and training gaps
• •Driving supervisor accountability for onboarding and ongoing staff development
• •Coaching leaders to effectively support and retain employees
• •Partner closely with leadership throughout the hiring process, ensuring alignment on role requirements, candidate evaluation criteria, and hiring decisions
• •Own and drive full-cycle recruiting strategy and execution across clinical, operations, and administrative roles
• •Develop, implement, and continuously refine recruiting strategies, processes, and communication to meet evolving organizational hiring goals
• •Serve as the system owner for the Applicant Tracking System within ADP Workforce Now, ensuring data integrity, workflow efficiency, and reporting accuracy
• •Build and sustain strategic partnerships with universities, professional organizations, and talent pipelines to ensure a consistent candidate flow
• •Lead proactive sourcing efforts, including targeted outreach, resume screening, structured interviews, and candidate evaluation aligned with company values and role requirements
• •Deliver a high-quality candidate experience, building strong relationships that support both immediate hiring and long-term talent pipelines
• •Leverage diverse recruiting channels (fairs, social media, networking events, referrals) to attract top-tier talent
• •Partner closely with leadership to forecast hiring needs and proactively build pipelines ahead of demand
• •Own and maintain employer branding across all platforms, including job boards and the company careers page
• •Develop, update, and optimize job descriptions and postings within ADP Workforce Now to effectively attract and convert candidates
• •Own the development, implementation, and continuous refinement of recruiting analytics and reporting, including defining key performance indicators (KPIs) that align with organizational hiring and retention goals
• •Design and maintain dashboards and reporting frameworks within ADP Workforce Now (or supplemental tools) to provide real-time visibility into recruiting performance
• •Translate data into actionable insights, proactively identifying trends, gaps, and opportunities, and presenting clear, data-driven recommendations to leadership to inform hiring strategies, workforce planning, and retention initiatives
• •Design and continuously improve onboarding and offboarding processes, ensuring a seamless and professional employee lifecycle experience
• •Lead employee-focused programs, including engagement surveys, recognition initiatives, and referral programs, driving participation and measurable impact
• •39 more items(s)