Job Details

Requisition Number 20-0058
Post Date 2/7/2020
Title HR Coordinator
City Woodcliff Lake
State NJ
Description Driven by a commitment to research, quality and service, PDI, Inc. provides innovative products, educational resources, training and support to prevent infection transmission and promote health and wellness. Encompassing 3 areas, our Healthcare, Sani Professional and Contract manufacturing divisions, we develop, manufacture and distribute leading edge products for North America and the world.

We have several locations across the US and are looking for new Associates to join our team!

POSITION PURPOSE

The primary role of the HR Coordinator is to administer and support Human Resources through the execution of HR strategies and effective delivery of HR services. The HR Coordinator promotes a collaborative, client-oriented approach and contributes to the maintenance of high associate morale.


ESSENTIAL FUNCTIONS AND BASIC DUTIES

The HR Coordinator performs HR tasks as well as actively participating in the communication of HR programs and providing direct customer service to employees, candidates, and/or managers.

• Enters associate data into the HRIS system which includes running reports and auditing data
• Performs administrative functions to support the needs of the department
• Track, monitor, analyze, and communicate information relative to HR related activities within the business
• Responds to written and verbal inquiries from a variety of internal and external sources (e.g. vendors, associates, management, etc.); providing information and/or referring to appropriate personnel and/or identifying the relevant issues and recommending or implementing a remediation plan
• Manage employee events, such as employee relation programs, and activities including the planning, facilitation, monitoring and execution of such programs
• Maintains personnel files in compliance with applicable local, state, federal and regulatory agency requirements
• Maintains manual and electronic documents, files, and records
• Operates the administration of unemployment claims
• Maintain good communications with employees, promoting a positive working environment
• Build and foster collaborative team member relationships
• Back-up presenter for New Hire Orientation
• Performs other work-related duties as assigned

PERFORMANCE MEASUREMENTS

1. Demonstrate interpersonal, communication, and team building skills
2. Quickly adapt to change and demonstrate flexibility to adjust to business needs
3. Understand HR practices, trends, issues, and the business operations
4. Effectively plan and demonstrate organizational skills, attention to detail, time management and prioritization
5. Maintain high level of confidence
6. Maintain communication and a consistent cooperative attitude in working with applicable program team members


Requirements QUALIFICATIONS

EDUCATION/CERTIFICATION:
Bachelor's degree in business administration, personnel administration or a related field or equivalent combination of education and experience is required.

REQUIRED KNOWLEDGE:
Previous business experience providing knowledge of business practices, basic financial practices or strong computer skills, along with previous experience or specialized education in Human Resources or HR specialty, or a related area is required. Proficient in computer systems (Microsoft Office Suite, SharePoint, Org Charts, etc.)

EXPERIENCE REQUIRED:
2-4 years of business experience in one of the following areas; Human Resources, Benefits or Payroll preferred

SKILLS/ABILITIES:
• Ability to build and manage relationships so as to influence and work effectively with all levels of the organization
• Strong analytical and problem solving skills, and proven ability to manage a process within a fast paced environment
• Effective influencing, presentation and communication skills, verbal and written
• Ability to handle confidential information in a professional manner
• Demonstrated ability to be a self-starter, take initiative/ownership, and achieve stated goals and objectives
• Ability to work in a team environment, sharing information learned with other team members
• Ability to work independently and efficiently, with minimal supervision
• Ability to handle multiple projects concurrently


#LI-PDI
#LI-GS1


INTENT AND FUNCTION OF JOB DESCRIPTIONS

Job descriptions assist organizations in ensuring that the hiring process is fairly administered and that qualified employees are selected. They are also essential to an effective appraisal system and related promotion, transfer, layoff, and termination decisions. Well-constructed job descriptions are an integral part of any effective compensation system. All descriptions have been reviewed to ensure that only essential functions and basic duties have been included. Peripheral tasks, only incidentally related to each position, have been excluded. Requirements, skills, and abilities included have been determined to be the minimal standards required to successfully perform the positions. In no instance, however, should the duties, responsibilities, and requirements delineated be interpreted as all-inclusive. Additional functions and requirements may be assigned by supervisors as deemed appropriate. In accordance with the Americans with Disabilities Act, it is possible that requirements may be modified to reasonably accommodate disabled individuals. However, no accommodations will be made which may pose serious health or safety risks to the employee or others or which impose undue hardships on the organization. Job descriptions are not intended as and do not create employment contracts. The organization maintains its status as an at-will employer. Employees can be terminated for any reason not prohibited by law.

  • Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities.
  • Please view Equal Employment Opportunity Posters provided by OFCCP here.
  • 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)
  • Please refer to the Company’s Substance Abuse Policy which protects the safety and well-being of all associates and potential associates.
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