Human Resources Coordinator

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Responsibilities And Duties Perform initial screening interview with qualified candidate by engaging in conversation that will give insight into information such as an individuals' experience, ability, and interest in an available position. Conducts telephone and written reference checks on qualified applicants by asking their previous employer(s) questions to gather information such as a previous employee's performance and attitude in order to assist in making a hiring decision. Processes paperwork including requisition process and hiring documentation organizes and maintains position records. Extends job offers contingent upon passing drug test by calling the qualified candidates on the telephone and explaining the procedure. Conducts New Hire Orientation training by using many types of media such as slides, videos, and music to welcome new employees and inform them of the history of, policies, procedures, and philosophies. Instruct new employees in completion of necessary paperwork. Visually reviews documents for accuracy. Prepares and distributes weekly typed list of positions and position purposes. Consults with department managers as to current openings and status of interviewed candidates. Conducts Interviewing skills seminar for managers. Administers employee benefits and worker’s compensation programs. Plans, organizes, and conducts employee functions. Performs other hotel duties as assigned. Specific Job Knowledge And SkillsThe individual must possess the following knowledge, skills and abilities and be able to explain and demonstrate that he or she can perform the essential functions of the job, with or without reasonable accommodation, using some other combination of skills and abilities. Some knowledge of EEOC and employment laws. Ability to work under strict deadlines. Ability to sit for long periods of time. Ability to read and speak the English language fluently. Ability to effectively deal with employees and applicants, some of whom will require high levels of patience, tact and diplomacy to defuse anger and collect accurate information. Other Expectations Regular attendance in conformance with the standards, which may be established from time to time, is essential to the successful performance of this position. Due to the cyclical nature of the hospitality industry, associates may be required to work varying schedules to reflect the business needs of the hotel. This includes nights, weekends and/or holidays. All team members must maintain a neat, clean and well-groomed appearance (specific standards available). Team Members are always required to take on the responsibility and wear appropriate Personal Protective Equipment (PPE) as determined by position and duties. Complies with health and safety rules, regulations and procedures to maintain a safe environment. Working ConditionsPhysical DemandsThe physical demands and work environment characteristics described here are representative of those that must be met by a team member to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. QualificationsEducationAny combination of education and experience equivalent to graduation from high school or any other combination of education, training or experience that provides the required knowledge of skills and abilities. Experience: One to two years of prior comparable human resources experience if preferred. Licenses or certificates: None required. Working towards SHRM certification preferred Grooming:All team members must maintain a neat, clean and well-groomed appearance (specific standards available). Spire Hospitality is an equal opportunity/AA/Disability/Veteran employer.The EEO is the Law poster and its supplement are available using the following links: EEOC is the Law Poster (****and the following link is the OFCCP's Pay Transparency Nondiscrimination policy statement (****Opportunity Employer/Protected Veterans/Individuals with DisabilitiesThe 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) Source: Hospitality Online,

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