Human Resources Coordinator Job Description

Human Resources Coordinator Job DescriptionHuman Resources Coordinator Job DescriptionHuman resources (HR) coordinators- also known as HR specialists, HR generalists, and HR assistants- provide a variety of HR activities and programs involving compensation, benefits, staffing, training, and workplace safety to organizations. They may work onsite to coordinate and organize activities, events, and initiatives related to one or several of an organizations HR functions. HR coordinators plan and negotiate with managers, employees, and HR staff to ensure they work together effectively to operate and support their assigned functions. The HR coordinator may also work offsite in a field, department, or unit operating in a location that is away from the central HR geschftszimmer. In this role, the coordinator is viewed as an offsite HR manager by employees. Human Resources Coordinator Duties Responsibilities The job duties of HR coordinators depend on whether their role is functional or i n a field unit or department. The job title is frequently interchanged with other HR job titles such as HR generalist, HR specialist, and HR associate. Commonalities exist, though, and include the following Report to an HR manager or director to advise them on their functional area.Stay current on governmental requirements and laws in their functional area.Provide administrative support to the HR department, as needed, in areas such as research, record-keeping, file maintenance, and HRIS entry.Maintain the records necessary to demonstrate the impact of their functional area.Interact professionally and communicate well with all internal customers who are served by the function they coordinate.Measure the success of their HR function and make changes based on the data. The HR coordinator usually has no reporting staff members. They perform internal customer service functions by answering employee and management requests and questions in their functional area. They may be assigned add itional HR departmental responsibilities as compensation coordinator, training and safety coordinator, or unit or field operation coordinator. Based on these additional roles, duties generally include the following Research, establish, and maintain a companys pay system.Coordinate employee pay communication.Stay on top of market rates so that the organizations pay is competitive to attract and retain employees.Conduct and supervisetraining and development programsfor employees.Assess where training is most needed.Conduct or hire training, and evaluate its effectiveness.Provide all HR activities at a remote office. The compensation coordinator communicates the organizations pay philosophy to employees. They help employees understand the cost of their benefits and they champion the concept of personalizing and customizing benefit plans. They often play a leadership role in recruiting and orienting new employees. The training and safety coordinator conducts workplace safety initiatives , gives safety talks, and fills out government-required paperwork. They frequently participate in prospective employee facility tours, new employee onboarding programs, and training and safety record-keeping. The unit or field operation coordinator is often responsible for all HR activities at a remote office. For example, in a large university setting where the campus may be located on miles of countryside, individual units may want an HR coordinator on-site rather than having to send employees to a central HR office. This coordinator serves as a compensation coordinator, a training coordinator, an employee assistance counseling coordinator, a management coach, an employee relations specialist, an onsite recruiting coordinator, and a problem solver. They perform many of the roles of the centralized HR function in coordination with the employees in the central office in the functional role and are expected to confer with the central office to ensure their handling of HR issues is co nsistent with other units. Human Resources Coordinator Salary The salary of an HR coordinator can vary widely, depending on the individuals role and responsibilities. According to PayScale, HR coordinators generally earn the following Median Annual Salary $45,381 ($21.82/hour)Top 10% Annual Salary $59,678 ($28.69/hour)Bottom 10% Annual Salary $34,735 ($16.70/hour) Source PayScale.com, 2019 The U.S. Bureau of Labor Statistics (BLS) provides salary information for menschenfreundlich resources specialists as follows Median Annual Salary $60,880 ($29.27/hour)Top 10% Annual Salary $104,390 ($50.19/hour)Bottom 10% Annual Salary $36,270 ($17.44/hour) Source U.S. Bureau of Labor Statistics, 2018 Education, Training, Certification Human resources coordinators generally require the following education and experience Education This position generally requires a four-year bachelors degree with a major in a related field, such as human resources, business, or social studies. Coursework typically includes business, industrial relations, psychology, professional writing, human resource management, and accounting.Training Employers typically prefer at least one to five years experience in human resources or a similar occupation.Certification Although certification is usually voluntary, some employers may prefer or require it. Professional associations in this industry offer courses to strengthen the skills of their members and may offer certification programs. For example, theSociety for Human Resource Management(SHRM) offers the SHRM Certified Professional (SHRM-CP) and SHRM Senior Certified Professional (SHRM-SCP). In addition, theHR Certification Institute(HRCI) offers a range of certifications for varying levels of expertise. For qualifying candidates, certification usually requires passing an exam. The examination tests human resources knowledge and how to apply that knowledge to different situations. Human Resources Coordinator Skills Competencies Individ uals in this profession should have the following skills Communication skillsListening and speaking skills are essential. HR coordinators must convey information effectively, and pay careful attention to questions and concerns from job applicants and staff members.Decision-making skillsHR coordinators use decision-making skills when reviewing candidate qualifications or when working to resolve disputes.Detail-orientedCoordinators must be detail-oriented when evaluating applicant qualifications, performing background checks, maintaining records of employee grievances, and ensuring that the workplace complies with labor standards. Interpersonal skillsCoordinators continually interact with new people and must be able to converse and connect with people from different backgrounds. In terms of the soft skills qualifications, the HR coordinator is responsive, ethical, confidential, critically evaluative, value-driven, knowledgeable about their HR responsibilities, organized, and cares abo ut customer needs. Job Outlook According to the U.S. Bureau of Labor Statistics, HR coordinator positions are expected to increase 7% until 2026, about as fehlte nicht viel as the average for all occupations. HR professionals will be needed to handle increasingly complex employment laws and healthcare coverage options. Most growth is projected to be in the employment services industry. Those with a bachelors degree and certification will have the best job prospects. Work Environment HR coordinators generally work in offices. Those involved in recruitment may travel to attend job fairs, visit colleges, and meet with applicants. Travel may also be required for unit or field operation coordinators who work remotely as well as those who visit other offices to train employees. Work Schedule HR coordinators work full time during regular business hours. Occasional overtime may be required, depending on an individuals current duties and workload. How to Get the Job APPLYVisit co mpany websites to search for job postings in the industry. You may need to apply directly on the site and should have your resume and cover letter ready to upload.Search job sites such as Human Resources Jobs, iHireHR, and HR Personnel Services for employment opportunities in the industry.USE AVAILABLE RESOURCESA well-written and current resume is key to getting the right job. Check out available resources on job boards, as well as other career sites for the latest tips and tricks to make your resume stand out among the competition. These sites offer helpful resources such as templates, samples, formatting, and resume-building, as well as tips on preparing for and mastering an interview.BUILD A NETWORKJoin an organization such as the National Human Resources Association (NHRA) or the HR People Strategy SHRO Summit to advance your knowledge and connect with others in the industry.Also, join a local human resources professional organization in your home state. Through a local organiz ation, you can connect with fellow HR professionals, learn about job opportunities, and build a network of contacts. Comparing Similar Jobs People interested in a job as an HR coordinator may also want to consider the following careers, along with their median annual salary Compensation and Benefits Manager $121,010Compensation, Benefits, and Job Analysis Specialist $63,000Human Resources Manager $113,300Training and Development Specialist $60,870 Source U.S. Bureau of Labor Statistics, 2018

Counting on Apps for Process Control

Counting on Apps for Process Control Counting on Apps for Process Control Counting on Apps for Process ControlProcess-driven manufacturing industries seeking efficiencies in process monitoring and control have been cautious about jumping on the mobile wireless bandwagon for process monitoring and control and for some good reasons. The rapidly evolving technology and the lack of a clear industry-preferred standard add risk to any full-scale implementation decision. More ominously, a mounting threat of industrial cyber-attacks underscores the vulnerabilities of smart-phone devices to todays sophisticated hackers.But the benefits of mobile as human-machine interfaces in process engineering are significant. It can empower mora workers to spot and fix problems earlier, it connects decision-makers to whats happening on the production floor from any location, and it puts powerful data analytics and graphical reporting functions into the palm of the users hand. Process automation companies and independent app developers are creating more tools for process control on the go, and industry observers predict new mobile smartphone and tablet apps like SmartGlance, developed by Sarla Analytics, Barrington, RI, represent the wave of the wireless future.For the process industries, Sarla has teamed its SmartGlance app with process automation company Wonderwares (Lake Forest, CA) Mobile Reporting Connector to offer an integrated ordnungsprinzip that lets process and quality engineers, production managers, and other decision-makers monitor real-time and historical operational data, alarms, reports, and key performance indicators, from any location.SmartGlance app screenshots. Image Smartglance.comThe SmartGlance app works with, and is graphically optimized for, the iPhone, iPad, iPod Touch, Blackberry, Android, and Microsoft Phone 7. The optimized graphical interface puts the relevant information at arms reach and allows easy viewing on a touchscreen without scrolling through mu ltiple screens or expanding the view. And as a native app, it connects users to their data directly rather than through the company intranet or other Web browser.SmartGlance gets much of its ease of use from cloud computing. Wonderwares secure cloud-based server puts these reports into the hands of multiple employees in multiple locations without the hassle and expense of purchasing multiple local servers. But for customers who prefer the local option, Invensys now offers a version of the product for on-premises data hosting.Features at a GlanceProcess engineers can use the app to access the Mobile Reporting Connector, which connects to data sources such as Wonderware Historian and other modules. These reports show production trends, equipment effectiveness, and potential trouble spots, and the app translates these complex data into a smartphone-friendly interface that works anywhere where wireless service is available.Users can monitor both real-time and historical data, monitor ac tivities at more than one plant location, and assess specific activities of individual process lines, alarms, machines, or operators. For engineers who dont like surprises while theyre on the road, the system allows them to view and analyze process alarm data. They can monitor individual pieces of equipment, call up the days most recent alarms, and keep tabs on immer problems. A module of manufacturing execution system reports allows decision-makers to monitor and benchmark equipment effectiveness and production capacity and efficiency by studying variables such as time, component, or brand. Other Wonderware reporting products measure energy consumption, costs and usage trends track the status of work orders and obtain data from remote field assets.But the product does more than report. It also provides tools that let engineers take action when they foresee problems. Key corporate contact information is accessible with a thumb click, making it easy to email specific reports or chart s to someone in the plant who can address the situation. The company says the tool promotes collaboration across an organization, speeds up troubleshooting, and promotes more informed decision-making. Malware on the MoveMalware on the MoveConcerns over data security remain a persistent turn-off for companies considering the switch to mobile technologies. According to the U.S. Government Accountability Office (GAO), the known pool of mobile-device-targeted malware grew by 185% over the past year, with an increase of attacks on sites like power plants, water systems, nuclear facilities, chemical plants and oil/gas refineries. The GAOs recent study of the issue recommended a broad, industry-defined baseline of mobile security safeguards to protect personal and business data. For process app developers, the heavily-hacked banking industry has shown the way with data encryption and authentication protocols that add layers to firewall around cloud-stored process data.As the wireless indus try becomes more standardized and cyber security experts shore up defenses against the hackers, we can expect to see more innovative engineering apps that keep processes running, managers informed, and quality high.Michael MacRae is an independent writer.Process automation companies and independent app developers are creating more tools for process control on the go.

Navigating Taboo Topics in the Workplace

Navigating Taboo Topics in the Workplace Navigating Taboo Topics in the Workplace The workplace haschanged dramaticallysince the traditional days of the 9-5 cubicle farms. Despite flexible schedules, perks, and benefits that make the work week a little mora manageable, many people working full-time spend as much time with their colleaguesas they spend with their friends and families - if not more.But no matter thesense of community in your office or how close you may feel to your colleagues, certain topics are off limits when it comes to your professional life.From sharing salary information with colleaguesor connecting on social media to disclosing details of your personal life or political point of view, certain taboo topics can be disastrous when raised in the workplace.Lets look at some common workplace situations and how to navigate them successfully1. Salary and CompensationRule No. 1 is to never discuss your salary with a coworker. Not only can this potentially violate comp any policy (many companies prohibit employees from sharing salary information),but it can also have culture-damaging repercussions. For example, if you make more than your counterpart, disclosing that information can result in a toxic work environment and belastung in your working relationship.Additionally, its important to remember that salary negotiations are based on multiple factors prior experience, certifications and credentials, additional responsibilities, and particular strengths someone brings to a role.If a colleague approaches you about your salary, politely decline to discuss it. You can, however, suggest ways for the colleague to do a little research to help them negotiate their own salary.2. Social MediaChances are the majority of your coworkers are on social media. Being on LinkedIn is expected from a professional perspective. Since its a business-oriented social network, its okay to connect with your coworkers there. That said, if you have a side business in additio n to your day job, you should be mindful of any potential conflicts of interest. Be up front with your employer about it.When it comes to platforms like Facebook, Instagram, and Snapchat, the line is blurrier. If you maintain an appropriate social media presence and takeprecautions with privacy settings, connecting with coworkers on social media doesnt need to be a big deal. Be careful though, as letting your coworkers into your personal life via social media opens the door for people to make assumptions about you that could affect your work life.3. Personal Details (Relationships, Health, What You Do in Your Free Time)Its important to feel safe at work and to be able to share the challenges you may be facing. This can sometimes create a community of support and trust. In many cases, though, its best to provide an overview of a personal problemrather than a fully detailed picture. Furthermore, personal issues should always be framed in terms of how they could affect your work. Anyth ing beyond that should be left out.When it comes to conversations about politics and religion, there must be an understanding that people need to maintain respect. If thatdoes not seem to be the case in your office,its best to refrain from divulging your points of view.- Todays workplace certainly presents more opportunities to bring your full self to work, but some things are best kept private. Tread cautiously, and remember that while there are many factors at play - employer, sense of community at work, etc. - its better to be safe than sorry.Alyssa Hammond is director of undergraduate career education and outcomes at Bentley University. She is also host of the career advice podcast Counter Offer, recently named one of the top 10 higher education podcasts.