POSITION SUMMARY

The Coordinator Human Resources is a self-motivated and results-driven Coordinator who will implement and manage the organizations HR activity. They will be the primary contact for Supervisors and Officers for all general human resources questions, benefit issues, orientation, resolution of payroll discrepancies and interpretation of human resources policies and procedures. They will also be responsible for planning, coordinating, directing, and managing the weekly HR activities. The Coordinator will assist the Owner or HR Director by directly executing the Seek, Screen, Select and Commit process, ensuring the business grows effectively with outstanding employees. Listed below, but not limited to, are some areas of individual responsibilities. This is not a comprehensive list and responsibilities are contingent upon additional needs and requirements of the business and may be subject to change.

SOFT SKILLS:

• Visioning: Understanding the requirements necessary to promote, recruit and retain top officers that reflect company values, goals, and purpose. Communicates the brand vision and puts structures in place that support franchise goals and objectives while aligning client needs.
• Strategic Planning: Manage and conduct effective Human Resources, planning and execution of sourcing, hiring, and retaining employees for their franchise. Provide input to project and effectively maintain organizational chart to support current clients while recognizing top performers for promotions.
• Financial Acumen: Understands company day to day and week to week measurements while developing, managing, and executing the necessary behaviors to drive results. Can effectively manage and influence the employees through consistent and positive HR practices.
• Team Development: Emulate and integrate Core Values through the franchise organization. Conduct organized recruiting and onboarding. Oversee local franchise retention practices.
• Project Management: Oversees, manages, and communicates local franchise promotional recruiting, HR policies, and retention strategy. Retains a full understanding of state regulatory and federal compliance items.

?REQUIREMENTS:

• 21 years of age or older
• High school diploma or GED
• Bachelors degree preferred
• 2+ years or more in Human Resources, or similar capacity
• Pass background check and drug test
• Must have valid drivers license and a good driving record
• Complete training modules within first month
• Excellent organization, oral, and written communication skills
• Demonstrates a commitment to service, organization values and professionalism through appropriate conduct and demeanor
• Must be able to move equipment weighing up to 20 pounds
  Signal is an equal opportunity employer. Employment decisions are made without regard to race, color, religion, national or ethnic origin, sex, sexual orientation, gender identity or expression, age, disability, protected veteran status or other characteristics protected by law.
  Brand: Signal of South Indianapolis
  Address: , - 46237
  Property Description: 0263 - Indianapolis, IN 46237
  Property Number: 026

• Overall responsibility of face-to-face team onboarding process and follow up
• KPI understanding and accountability: Customer and Employee retention.
• Directly responsible for the training, development, and performance management of Branch Supervisors on related HR tasks, oversee and monitor Patrol, Dedicated, and Advanced Officers through the Signal training/onboarding process.
• Conducts daily review of urgent activities and client reports and addresses personnel issues in the field or internally. Communicates information to Director or Franchise Owner while working with the Branch Supervisor to resolve challenges.
• Works to continuously improve the employee and client retention.
• Monitors company policies and procedures through spot checks and consistent evaluations of direct reports. Issues disciplinary action in accordance with the employee handbook.
• Responsible for fostering a positive working environment through feedback, recognition programs, and performance reviews.
• Conducts Progress Reports with employees to review performance and career advancement interest and opportunities. Spot checks Supervisors Quarterly Progress Reports with officers.
• Develop relationships with current vendor and client partnerships.
• Before services start to ensure the client will be fully staffed Performing personnel assessments for a successful start.
• Evaluates and implements personnel-related input to assist in developing new processes and service excellence.
• Host Weekly Supervisors Meeting with Supervisors to review scorecard, KPI results and goals, personnel priorities, internal needs, and customer reviews.