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HR Coordinator (Full Time) - 901

Alameda, California, United States

HR Coordinator (Full Time) - 901

  • Alameda, California, United States

Founded in 1965, Telecare is a rapidly growing mental health care company dedicated to making a difference for our clients, the community, and our employees. We offer an array of mental health services to adults with serious mental illness. We partner with public sector entities and behavioral health organizations, and have over 135 programs and over 3,900 employees across the country. And we 're growing all the time! When you work at Telecare, you help to empower thousands of individuals every day in their journeys of recovery.

Employment Status: Full Time

Shift: 8am - 4:30pm

Days: Monday - Friday

POSITION SUMMARY

The Human Resources Coordinator provides technical support to the Human Resources team across multiple Human Resources functions.

QUALIFICATIONS

Required:

• Associate degree in business or a related field and two (2) years of Human Resources experience supporting compensation, HRIS, benefits or generalist HR roles, or four (4) years of Human Resources experience supporting compensation, HRIS, benefits or generalist HR roles

• Experience using Microsoft Word and Excel.

• Experience using HRIS systems

• A valid driver 's License and a driving record acceptable to Telecare 's insurer

• Must be at least 18 years of age

• All opportunities at Telecare are contingent upon successful completion and receipt of acceptable results of the applicable post-offer physical examination, 2-step PPD test for tuberculosis, acceptable criminal background clearances, excluded party sanctions, and degree or license verification. If the position requires driving, valid driver license, a motor vehicle clearance and proof of auto insurance is required at time of employment and must be maintained throughout employment. Additional regulatory, contractual or local requirements may apply

Preferred:

• Bachelor's degree

ESSENTIAL FUNCTIONS

• Demonstrates the Telecare mission, purpose, values, and beliefs in everyday language and contact with internal and external stakeholders

• May administer health and welfare plans, including enrollments, changes, and terminations. Processes required documents through payroll and insurance providers to ensure accurate record-keeping and proper deductions.

• Under guidance reconciles benefits statements, compensation actions or other HR related activities.

• Conducts compensation audits and prepares summary reports.

• Compiles and summarizes data to support the completion of a variety of HR related reports and projects.

• Organizes requests for HR related data

• Enters, maintains, and updates employee HRIS information as needed

• Ensures all employee records are entered correctly and kept confidential

• Abides by company HR processes and current employment laws and regulations

• Review forms for appropriate approvals and input salary changes, new hire data, terminations, change of status, change of employee personal information and benefits enrollment in the Human Resource System ("HRIS").

• Coordinates with program HR designees to ensure correct completion of forms before processing paperwork.

• Audit output of HRIS data entry for accuracy.

• Interface HRIS data entry to other systems as needed.

• May maintain and develop relevant salary, job and benefit files and tables in the HRIS.

• Set up locations in the HR system, update location information and Program Contact List .

• Develops and produce routine and custom reports, as requested.

Duties and responsibilities may be added, deleted, and/or changed at the discretion of management. Performs tasks correctly and according to policies and procedures.

SKILLS

• Excellent communication skills

• Excellent data entry skills in both speed and accuracy

• Ability to work independently with minimal direction and supervision

• Ability to effectively organize work

• Ability to work effectively with a wide variety of individuals

• Ability to maintain confidentiality of materials and information

• Ability to read, write, and speak English proficiently

PHYSICAL DEMANDS

The physical demands here are representative of those that must be met by an employee to successfully perform the essential functions of this job.

The employee is occasionally required to walk, twist, bend, push, pull, squat, kneel and lift and carry items weighing 25 pounds or less as well as to frequently stand, reach and do simple grasping occasionally. The position requires manual deviation, repetition and dexterity and to constantly sit. Occasionally required to drive and be exposed to uneven walking ground.

EOE AA M/F/V/Disability

Equal Opportunity Employer Description
Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities
Pay Transparency Policy Statement
The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor's legal duty to furnish information. 41 CFR 60-1.35(c)

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Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities

The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor’s legal duty to furnish information.