Human Resources Coordinator

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Indirect Springfield, MO, US

2 days ago Requisition

The Human Resources Coordinator supports daily HR operations and coordinates key employee processes across recruiting, onboarding, HR systems, benefits administration, training documentation, employee records, reporting, and compliance tracking. This role owns assigned HR processes from beginning to end, keeping them moving accurately, on time, and consistently across departments. The Coordinator works directly with employees, supervisors, candidates, vendors, and HR leadership to complete each process and follow open items through to resolution.

The HR Coordinator independently handles routine matters within established company policies and procedures.
Exceptions: employee-relations concerns, legal questions, policy interpretations, and other non-routine situations are escalated to the HR Manager/Director or HR Generalist. This position carries process accountability, not HR policy, legal, or disciplinary authority.

• Coordinate recruiting activities, including job postings, candidate communication, interview scheduling, applicant tracking, pre-employment requirements, and hiring documentation.
• Own the onboarding process from accepted offer through first-day readiness and completion of all required employment documentation.
• Maintain accurate employee information across HR systems, reconcile data between systems, and follow discrepancies through to resolution.
• Coordinate employee status changes, transfers, promotions, terminations, and other personnel transactions within established approval processes.
• Maintain employee personnel files, required documentation, signed acknowledgments, and retention records.
• Coordinate benefits enrollment activities, eligibility tracking, employee communications, and routine benefit questions.
• Track required training, certifications, licenses, acknowledgments, and compliance deadlines, and follow up until documentation is complete.
• Prepare routine HR reports covering headcount, turnover, recruiting metrics, attendance, and other workforce data.
• Respond to routine employee questions regarding company policies, benefits, HR systems, payroll-related processes, and employment documentation.
• Support supervisors and managers with routine HR process questions, escalating any matter that requires HR judgment.
• Coordinate new-hire orientation logistics and required documentation.
• Support employee engagement activities, surveys, recognition programs, referral programs, and company events.
• Assist with HR audits by ensuring required records and documentation are complete and accurate.
• Support payroll preparation by reviewing employee changes and timekeeping-related documentation, without making unauthorized payroll decisions.
• Identify recurring administrative or process problems and recommend practical improvements to HR leadership.
• Maintain the confidentiality of employee and company information at all times.
• Perform other HR-related duties as assigned.

• Associate degree in Human Resources, Business Administration, or a related field preferred.
• Relevant HR experience may substitute for formal education.

• Approximately 2–4 years of HR, recruiting, benefits, payroll support, HRIS, or related administrative experience.
• Manufacturing or industrial HR experience preferred.

• Working knowledge of basic HR practices and processes.
• Strong attention to detail and documentation accuracy.
• Ability to manage multiple deadlines and follow processes through to completion.
• Strong written and verbal communication skills.
• Ability to interact professionally with employees at all organizational levels.
• Strong Microsoft Office skills, particularly Excel, Outlook, and Word.
• Experience with HRIS, payroll, applicant tracking, or benefits systems preferred.
• ADP Workforce Now experience strongly preferred.
• Ability to maintain confidentiality and appropriately handle sensitive information.

• Must successfully pass a pre-employment background check, which includes criminal history and drug screening.
• Must be authorized to work in the United States.
• Maintain confidentiality of employee medical information, injury records, investigation findings, and other sensitive EHS-related information in accordance with company policy and applicable laws.

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