HR Coordinator

HR Coordinator

Job Summary

The HR Coordinator is responsible for assisting in the daily operations and activities of NAPA HR by providing administrative support to HR leaders. The role processes employee documentation, schedules events and meetings and communicates HR policies and procedures to employees and managers. The HR Coordinator ensures the operational effectiveness of NAPA’s HR processes to help drive NAPA strategy forward. 

Responsibilities

• Provides general administrative support such as preparing correspondence, forms, reports, arranging meetings, composing regular correspondence, processing confidential reports and documents, filing electronic and hard copies, and tracking deadlines.
• Arranges and coordinates meetings and events and recommends resources.
• Assists new hires with onboarding/training.
• Prepares source documentation needed for new hires, or effective changes in pay, status, salary payments/adjustments, or health benefits.
• Manages sensitive and confidential matters like personnel relations, employee relations, payroll data and organizational changes, planning and protecting the security of information, data and files.
• Interprets, assists, and advises employees and managers regarding cooperative agreement applications, leave management and benefit administration, and HR procedures and policies within the specified guidelines.
• Conducts research, collects data, summarizes reports and maintains statistical information.

Qualifications

• High School Diploma or equivalent work experience.
• Proficiency in MS Office with expertise in Microsoft Word, PowerPoint, and Excel.
• Ability to maintain confidentiality.
• Possesses a high degree of professionalism and high character (always dealing fairly with employees, vendors and customers).
• Demonstrated ability to effectively communicate (possessing strong written and verbal interpersonal skills),
• Demonstrated self-starter (proactive, taking initiative), have a strong sense of urgency to accomplish all company goals and respond to customers.
• Able to handle demanding deadlines, manage time effectively, prioritize tasks and follow-up as necessary.

Preferred Qualifications

• 2+ years’ HR Administrative/Executive Administrative experience.
• Experience in HRIS, compensation, benefits and/or payroll.
• General knowledge and understanding of current HR policies and practices.

Leadership

• Embodies the following values: serve, perform, influence, respect, innovate, team.
• Effectively communicates by motivating and inspiring others through clear and proactive communication.
• Delivers results and drives customer success by committing and focusing on outcomes to deliver results and making the customer the center of decisions.
• Makes balanced decisions and thinks strategically by being a forward thinker.

People Capabilities

• Business Acumen: Must possess industry, organization, and financial knowledge.
• Strategic Consulting: Must be able to provide consultative problem-solving, as well as project and risk management competency.
• Relationship Management: Must promote collaboration, networking, persuasion and influence.
• Data Judgement: Must be able to provide data foundations, interpretation and storytelling.
• Talent Management: Provide strategic HR expertise, employee experience management, change management and technological savviness.
• Agility: Must lead with a growth mindset and drive innovation and iteration.

Physical Demands / Working Environment

• Must be able to work in a corporate office environment.
• Must be able to work in a distribution, warehouse, or retail environment.
• Ability to travel 25 - 50% throughout assigned area/region.

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GPC conducts its business without regard to sex, race, creed, color, religion, marital status, national origin, citizenship status, age, pregnancy, sexual orientation, gender identity or expression, genetic information, disability, military status, status as a veteran, or any other protected characteristic. GPC's policy is to recruit, hire, train, promote, assign, transfer and terminate employees based on their own ability, achievement, experience and conduct and other legitimate business reasons.