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HR Coordinator

4 months ago

Chicago, United States Casa Central Full time

Seeking a dynamic, detail-oriented individual who is seeking to grow their career in Human Resources. This individual will be responsible for a broad range of duties and responsibilities in assisting the Human Resources Director and Human Resources (HR) staff on all departmental services to Casa Central's employees. They will assist in employee engagement projects, (such as Recognition Breakfasts, and Holiday Celebrations), and develop agency communications under the guidance of the HR Director. They will also enforce agency Safety Policies and provide training refreshers where needed for management and employees. This position offers competitive pay, medical, vision, dental, paid time off, 401K, and other voluntary benefits.

Position Highlights

1. Assists with data collection and the preparation of PQI reports for the Human Resources department and Risk Management.

2. Coordinates employee engagement adhoc projects including recognition breakfasts, Holiday celebrations and more.

3. Assists with ongoing department/program audits to ensure best practices.

4.Makes recommendations on Employee Safety Training to foster a Safety Program.

5.Acts as a greeter and gatekeeper for employees calling and visiting office.

6. Understands organizational etiquette and the ask questions to support business needs.

7. Works on other adhoc projects as directed by the HR Director.

COVID-19 Vaccination Policy: Casa Central will require employees to be fully vaccinated by the first day of employment or be fully vaccinated within 60 days of start date.

For a full description of the HR Coordinator position, please click here.

Employee Rights under the Family and Medical Leave Act

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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. 41 CFR 60-1.35(c)