Frederick Fox

<h1 style="line-height:1.2;margin:0px;">Human Resources Coordinator</h1><p style="line-height:1.2;font-family:Arial;font-size:14px;color:rgb(0, 0, 0);margin:0px;">People operations is how a fast-growing insights and marketing business stays fair, fast, and human. This role keeps hiring, onboarding, and day-to-day employee support reliable so managers can focus on clients and teams can do their best work. You will be the person employees trust for a clear answer and the person leaders count on for clean process.</p><h2 style="line-height:1.2;margin:0px;">Performance Objectives</h2><ul style="margin:0px;padding-left:40px;">
<li style="line-height:1.2;font-family:Arial;font-size:14px;color:rgb(0, 0, 0);margin:0px;">Run full-cycle recruiting coordination so open roles move from approved req to scheduled interviews without dropped candidates or missed deadlines.</li>
<li style="line-height:1.2;font-family:Arial;font-size:14px;color:rgb(0, 0, 0);margin:0px;">Deliver a consistent onboarding experience that has every new hire equipped, introduced, and clear on first-30-day expectations before day one.</li>
<li style="line-height:1.2;font-family:Arial;font-size:14px;color:rgb(0, 0, 0);margin:0px;">Resolve routine employee questions on benefits, time off, and policy within one business day, escalating only true exceptions.</li>
<li style="line-height:1.2;font-family:Arial;font-size:14px;color:rgb(0, 0, 0);margin:0px;">Keep HRIS and personnel files accurate enough that headcount, org, and compliance reports require no manual cleanup.</li>
<li style="line-height:1.2;font-family:Arial;font-size:14px;color:rgb(0, 0, 0);margin:0px;">Administer performance, compensation, and engagement cycles so managers complete required steps on time and employees receive timely communication.</li>
<li style="line-height:1.2;font-family:Arial;font-size:14px;color:rgb(0, 0, 0);margin:0px;">Spot process friction in hiring and employee services and close at least one recurring gap each quarter with a documented, adopted fix.</li>
</ul><h2 style="line-height:1.2;margin:0px;">Environment &amp; Resources</h2><p style="line-height:1.2;font-family:Arial;font-size:14px;color:rgb(0, 0, 0);margin:0px;">You will sit on a small People team at a growth-stage company of roughly 500–1,000 employees, reporting to the People leader. You will use the company ATS and HRIS, standard collaboration tools, and established playbooks—not a blank slate. Budget for vendors and programs is set by People leadership; your job is to run the work inside those constraints and flag where process, not spend, is the bottleneck.</p><h2 style="line-height:1.2;margin:0px;">Essential Qualifications</h2><ul style="margin:0px;padding-left:40px;">
<li style="line-height:1.2;font-family:Arial;font-size:14px;color:rgb(0, 0, 0);margin:0px;">2+ years coordinating HR, recruiting operations, or people programs in a multi-team company.</li>
<li style="line-height:1.2;font-family:Arial;font-size:14px;color:rgb(0, 0, 0);margin:0px;">Proven ownership of an ATS or HRIS: data entry, workflows, and reporting you can defend.</li>
<li style="line-height:1.2;font-family:Arial;font-size:14px;color:rgb(0, 0, 0);margin:0px;">Clear written communication that employees and hiring managers actually follow.</li>
<li style="line-height:1.2;font-family:Arial;font-size:14px;color:rgb(0, 0, 0);margin:0px;">Comfort handling confidential information and knowing when to escalate.</li>
<li style="line-height:1.2;font-family:Arial;font-size:14px;color:rgb(0, 0, 0);margin:0px;">Track record of improving a repeatable HR process, not only executing it.</li>
</ul><h2 style="line-height:1.2;margin:0px;">Role Selling Points</h2><ul style="margin:0px;padding-left:40px;">
<li style="line-height:1.2;font-family:Arial;font-size:14px;color:rgb(0, 0, 0);margin:0px;">Real ownership early: you will shape how people experience the company, not only file paperwork.</li>
<li style="line-height:1.2;font-family:Arial;font-size:14px;color:rgb(0, 0, 0);margin:0px;">Work spans consumer brands, research, and marketing teams—varied stakeholders, one standard of service.</li>
<li style="line-height:1.2;font-family:Arial;font-size:14px;color:rgb(0, 0, 0);margin:0px;">A culture that treats giving back as part of how the business operates, not a side project.</li>
<li style="line-height:1.2;font-family:Arial;font-size:14px;color:rgb(0, 0, 0);margin:0px;">Growth-stage pace with enough structure that good process sticks.</li>
</ul><h2 style="line-height:1.2;margin:0px;"><br></h2>

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Human Resources Coordinator
***************************

People operations is how a fast-growing insights and marketing
business stays fair, fast, and human. This role keeps hiring,
onboarding, and day-to-day employee support reliable so managers
can focus on clients and teams can do their best work. You will
be the person employees trust for a clear answer and the person
leaders count on for clean process.

----------------------
Performance Objectives
----------------------

* Run full-cycle recruiting coordination so open roles move from
approved req to scheduled interviews without dropped candidates
or missed deadlines.
* Deliver a consistent onboarding experience that has every new
hire equipped, introduced, and clear on first-30-day expectations
before day one.
* Resolve routine employee questions on benefits, time off, and
policy within one business day, escalating only true exceptions.
* Keep HRIS and personnel files accurate enough that headcount,
org, and compliance reports require no manual cleanup.
* Administer performance, compensation, and engagement cycles so
managers complete required steps on time and employees receive
timely communication.
* Spot process friction in hiring and employee services and close
at least one recurring gap each quarter with a documented,
adopted fix.

---------------------------
Environment & Resources
---------------------------

You will sit on a small People team at a growth-stage company of
roughly 500–1,000 employees, reporting to the People leader. You
will use the company ATS and HRIS, standard collaboration tools,
and established playbooks—not a blank slate. Budget for vendors
and programs is set by People leadership; your job is to run the
work inside those constraints and flag where process, not spend,
is the bottleneck.

------------------------
Essential Qualifications
------------------------

* 2+ years coordinating HR, recruiting operations, or people
programs in a multi-team company.
* Proven ownership of an ATS or HRIS: data entry, workflows, and
reporting you can defend.
* Clear written communication that employees and hiring managers
actually follow.
* Comfort handling confidential information and knowing when to
escalate.
* Track record of improving a repeatable HR process, not only
executing it.

-------------------
Role Selling Points
-------------------

* Real ownership early: you will shape how people experience the
company, not only file paperwork.
* Work spans consumer brands, research, and marketing
teams—varied stakeholders, one standard of service.
* A culture that treats giving back as part of how the business
operates, not a side project.
* Growth-stage pace with enough structure that good process
sticks.

Human Resources Coordinator - TEMP

About the role

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