Description
Job Title: People and Culture (HR) Operations Coordinator
Department: Office of People and Culture
Location: Hybrid-Remote, Whittier, CA
FLSA Status: Non-Exempt, Full-Time
Reports To: Director of People and Culture
GENERAL PURPOSE OF THE JOB:
As People and Culture Operations (HR) Coordinator, you will help organize and coordinate all hiring, onboarding, and employee engagement and recognition activities for the University. You will also help maintain positive employee relations across the institution, working to ensure employee satisfaction through the fostering of a positive work environment and the implementation of people and culture policies. Within this role, you will also serve as Department Lead for all employee engagement, recognition, and well-being activities, including assistance with program development, maintenance, and event facilitation. To be successful in this role, you should be highly organized, detail-oriented, adaptable, and, most importantly, personable and approachable.
ESSENTIAL DUTIES AND RESPONSIBILITIES:
Recruitment and Onboarding
- Collaborates in continuously enhancing the institution’s recruitment program, assisting managers with developing recruitment strategies, job announcement language, and postings.
- Manages the entire hiring process, including offer letter and contract agreement distribution, as well as submission and review of background checks.
- Creates excellent candidate experiences, including timely communication, updates on status, and a comprehensive review of SCU’s benefits offerings, when applicable.
- Schedules and facilitates onboarding in collaboration with hiring managers and department leaders.
- Prepares new employee files and completes HR onboarding with New Hires within the HRIS.
- Participates in employee retention programming around onboarding, maintaining a pulse on workplace culture and new hire development and success.
Employee Life Cycle Support
- Provides day-to-day HR transactional support, including but not limited to status changes, pay changes, data requests, employment verifications, and report filings.
- Assists with administration of company-wide human resources policies, procedures, and practices in accordance with stated University objectives and federal and state legal requirements.
- Provides outstanding customer services to employees and coaches and/or supports inquiries around HR programs and policies.
- Verifies I-9 documentation and maintains that they are current and compliant.
- Files papers and documents into appropriate employee files (including the filing and recording of faculty credentials, pre-employment documentation, status change forms, payroll change notifications, etc.).
- Assists with the preparation of University job descriptions and compensation reviews.
- Supports managers in their ongoing learning and development, helping them provide the best possible employee experience across the institution.
- Serves on the Faculty and Staff Onboarding Committee and Culture Crew, providing insight and guidance from both the employee experience perspective and in alignment with established P+C programs, policies, and procedures.
- Manges and maintains SCU Compensation scale, adding new hire salary information as needed and updating existing employee information based on approved status changes.
- Provides ongoing compensation analysis and guidance, making salary recommendations for prospective and existing employees based on established institutional guidelines.
Employee Engagement and Recognition
- Helps manage and facilitate Employee Recognition Programs, ensuring employees are acknowledged and celebrated for birthdays, work anniversaries, and other applicable milestones.
- Helps manage and facilitate Employee Engagement programs, promoting inclusivity, belonging, well-being, and SCU’s core values.
- Engages with and maintains a hospitable and servant-led work relationship with new hires and existing employees, ensuring their basic institutional needs are met.
- Conducts 60-day employee satisfaction interviews to assess how new hires have matriculated into the institution. Offers ongoing support and guidance where needed and provides comments and advisement to management as appropriate. Ensures job satisfaction and confirms any outstanding needs.
Attendance
Must be punctual and timely in meeting all performance requirements, including, but not limited to, attendance standards and work deadlines; beginning and ending assignments on time; and scheduled work breaks, where applicable.
Hybrid-Remote
This position requires occasional onsite support (Whittier, CA) in order to meet the essential functions of the job. Onsite activities may include but are not limited to the following: employee filing, mail sorting and review, employee onboarding and/or offboarding, and special events.
INTELLECTUAL:
Analytical - Synthesizes complex or diverse information; Collects and researches data; Uses intuition and experience to complement data; Designs workflows and procedures.
Design - Generates creative solutions; Translates concepts and information into images; Uses feedback to modify designs; Applies design principles; Demonstrates attention to detail.
Problem Solving - Identifies and resolves problems promptly; Gathers and analyzes information skillfully; Develops alternative solutions; Works well in group problem-solving situations.
Project Management - Communicates changes and progress; Completes projects on time and budget; Manages project team activities.
Technical Skills - Assesses own strengths and weaknesses; Pursues training and development opportunities; Strives to continuously build knowledge and skills; Shares expertise with others.
INTERPERSONAL:
Customer Service - Manages difficult or emotional customer situations; Responds promptly to customer needs; Solicits customer feedback to improve service; Responds to requests for service and assistance; Meets commitments.
External Working Relationships – Develops and maintains courteous and effective working relationships with clients, vendors and/or any other representatives of external organizations.
ORGANIZATION:
Business Acumen - Aligns work with strategic goals.
Business Necessity – The needs of the employer may be dependent on responding to and anticipating rapidly changing external and internal demands in all aspects of how business is conducted. This may include, but is not limited to, organization structure, finances, goals, personnel, work processes, technology, and customer demands. Therefore, it may become necessary to make modifications to how business is conducted, and work is accomplished, with minimal or no advance notice to employees. Accordingly, the employee must be capable of adapting, with minimal or no advance notice, to changes in how business is conducted, and work is accomplished, with no diminishment in work performance.
Safety and Security –All employees are responsible for observing safety and security procedures as applicable and reporting potentially unsafe conditions to management.
SUPERVISORY RESPONSIBILITIES:
This position has no supervisory responsibilities.
EDUCATION AND/OR EXPERIENCE:
Bachelor's degree (B.A.) from a four-year college or university; or three to five years related experience and/or training; or equivalent combination of education and experience.
LANGUAGE SKILLS:
Ability to read and interpret documents such as safety rules, operating and maintenance instructions, and procedure manuals. Ability to write routine reports and correspondence. Ability to speak effectively before groups of customers or employees of an organization.
COMPUTER SKILLS:
To perform this job successfully, an individual should know about Internet Software, spreadsheet software (Excel), word processing software (Word), electronic mail software (Outlook), presentation software (PowerPoint), and web-conferencing software (Teams and Zoom).
CERTIFICATES, LICENSES, REGISTRATIONS:
Professional in Human Resources (PHR) or Society of Human Resources Professionals (SHRM) preferred
OTHER SKILLS AND ABILITIES/ QUALIFICATIONS:
Proven customer service skills and enthusiasm for providing exceptional service to a diverse population of students, staff, faculty, and other constituencies. Proven exceptional attention to detail and ability to consistently produce error free results.
PHYSICAL DEMANDS:
The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.
While performing the duties of this job, the employee is frequently required to sit; and talk or hear. The employee is occasionally required to stand; walk; use hands to finger, handle, or feel; reach with hands and arms; and taste or smell. The employee must occasionally lift and/or move up to 25 pounds.
WORK ENVIRONMENT:
The work environment characteristics described here are representative of those an employee encounters while performing the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential job functions. While performing the duties of this job, the employee is occasionally exposed to the outside weather conditions. The noise level in the work environment is usually moderate.
Expectations of SCU Employees
The SCU President’s Cabinet has identified a set of values and attributes that are bare minimums for employment, those that are core to who we are as a university, and values to which we aspire. Further identified are qualities and attributes desirable for employees in general, and senior leadership specifically. This is in harmony with principles found in The Advantage, by Patrick Lencioni.
SCU Core Values:
1) Integrative Health: We teach, learn, collaborate, and lead by creating an open environment for multiple disciplines and professionals to bring their shared and unique skills together for the benefit of patients and students.
2) Evidence-based Practice: We value a culture of inquiry, assessment, research, scholarship, and judicious use of current best evidence to inform our decisions and work.
3) Health Equity: We value people equally. We strive to educate graduates that are prepared to improve individual and community health.
4) Inclusivity: We welcome everyone regardless of age, race, ethnicity, class, religion, gender, gender expression, sexual orientation, disability, or any other similar or protected status. We believe inclusivity leads to more diversity in our reasoning, better representativeness in our conclusions, more ingenuity in our problem solving, and greater equity in our care.
Requirements
Recruitment and Onboarding
- Collaborates in continuously enhancing the institution’s recruitment program, assisting managers with developing recruitment strategies, job announcement language, and postings.
- Manages the entire hiring process, including offer letter and contract agreement distribution, as well as submission and review of background checks.
- Creates excellent candidate experiences, including timely communication, updates on status, and a comprehensive review of SCU’s benefits offerings, when applicable.
- Schedules and facilitates onboarding in collaboration with hiring managers and department leaders.
- Prepares new employee files and completes HR onboarding with New Hires within the HRIS.
- Participates in employee retention programming around onboarding, maintaining a pulse on workplace culture and new hire development and success.
Employee Life Cycle Support
- Provides day-to-day HR transactional support, including but not limited to status changes, pay changes, data requests, employment verifications, and report filings.
- Assists with administration of company-wide human resources policies, procedures, and practices in accordance with stated University objectives and federal and state legal requirements.
- Provides outstanding customer services to employees and coaches and/or supports inquiries around HR programs and policies.
- Verifies I-9 documentation and maintains that they are current and compliant.
- Files papers and documents into appropriate employee files (including the filing and recording of faculty credentials, pre-employment documentation, status change forms, payroll change notifications, etc.).
- Assists with the preparation of University job descriptions and compensation reviews.
- Supports managers in their ongoing learning and development, helping them provide the best possible employee experience across the institution.
- Serves on the Faculty and Staff Onboarding Committee and Culture Crew, providing insight and guidance from both the employee experience perspective and in alignment with established P+C programs, policies, and procedures.
- Manges and maintains SCU Compensation scale, adding new hire salary information as needed and updating existing employee information based on approved status changes.
- Provides ongoing compensation analysis and guidance, making salary recommendations for prospective and existing employees based on established institutional guidelines.
Employee Engagement and Recognition
- Helps manage and facilitate Employee Recognition Programs, ensuring employees are acknowledged and celebrated for birthdays, work anniversaries, and other applicable milestones.
- Helps manage and facilitate Employee Engagement programs, promoting inclusivity, belonging, well-being, and SCU’s core values.
- Engages with and maintains a hospitable and servant-led work relationship with new hires and existing employees, ensuring their basic institutional needs are met.
- Conducts 60-day employee satisfaction interviews to assess how new hires have matriculated into the institution. Offers ongoing support and guidance where needed and provides comments and advisement to management as appropriate. Ensures job satisfaction and confirms any outstanding needs.
