Human Resources Coordinator
for section headings like About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule.
We must not repeat job title as heading. No Job ID etc. Remove boilerplate. Include only sections with real specific content.
We have content: mission description (Since 1944...). That could be "About the role" or maybe "About the organization". But we need to use allowed headings: About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule.
We have responsibilities (Essential Job Responsibilities). That's a list.
We have qualifications (Education, Experience, Skills). That's qualifications. Also there is "QUALIFICATION REQUIREMENTS: (Knowledge, Education, Experience & Skills)". So we can put under Qualifications heading.
We have Skills listed separately but also within qualifications. Could combine? The instruction: prefer a few substantive sections over many thin ones. So we could have sections: About the role (mission description), Responsibilities, Qualifications (including education, experience, skills). Possibly Benefits? The posting does not mention benefits explicitly. It mentions "competitive compensation and benefits" in mission paragraph but not specific benefits. No concrete benefits listed. So we should not create Benefits section because no specific content. Pay? Not specified. Schedule? It mentions PART-TIME; flexible schedule 20-30 hours per week. That's schedule info. So we can include Schedule section with that detail.
Also there is "WORKER CATEGORY: Part-Time; flexible schedule 20-30 hours per week". So schedule.
Thus sections: About the role (mission description), Responsibilities, Qualifications, Schedule.
We need to use for each heading. Use - for any list of duties/requirements/benefits. For responsibilities we have a list of bullet-like paragraphs; we can convert each responsibility paragraph into
- . For qualifications we have Education, Experience, Skills subpoints; we can also list as
- . For schedule we have a short statement; could be
.
We must preserve all substantive information; do not invent or summarize away detail. Must not omit details. Need to include all details from responsibilities, qualifications, schedule, mission description.
We must not include boilerplate like EEO etc. Already removed.
We must not include application instructions.
We need to ensure we include all responsibilities bullet points exactly as given, but we can rephrase? Must preserve all substantive information; we can keep the sentences but maybe break into list items. Should not lose any detail.
Let's extract responsibilities sections:
Under "ESSENTIAL JOB RESPONSIBILITIES:" there are headings:
- Recruitment Support and Candidate Experience
- Post approved job openings to the applicant tracking system, job boards, and partner networks, and maintain accurate requisition and posting status.
- Screen applications for minimum qualifications, schedule interviews, and coordinate communication among candidates, hiring managers, and the HR team to support timely hiring decisions.
- Conduct reference checks, prepare offer letters using approved templates, and route documents for approval and signature.
- Support job fairs, hiring events, and campus or community recruitment activities, including event logistics, candidate intake, and follow-up.
- Maintain recruitment trackers and applicant records to support consistent, equitable hiring practices and a positive candidate experience.
- Pre-Employment Screening and Youth-Protection Compliance
- Initiate and track Florida DCF Level 2 background screenings through the FDLE Provider Background Screening Clearinghouse, including fingerprinting appointments, eligibility determinations, and required roster and retention updates.
- Coordinate pre-employment and randomized drug screenings, track results, and communicate clearance status to the HR Manager and hiring managers.
- Ensure no new hire, intern, or applicable volunteer begins work or has contact with youth members before all required screening clearances are received and documented.
- Complete and audit Form I-9 and E-Verify processes within required timelines, including reverification of expiring work authorization.
- Track required certifications and training for youth-serving staff (e.g., CPR/First Aid, child abuse prevention, and BGCA safety training, CDL), and send timely reminders before expiration.
- Onboarding, Orientation, and Offboarding
- Coordinate a consistent, welcoming onboarding experience for new hires, including new-hire paperwork, policy acknowledgments, system access requests, and orientation scheduling.
- Partner with IT, Operations, and Club leaders to ensure equipment, badges, system access, and first-day logistics are ready before each start date.
- Prepare orientation materials and support the delivery of new employee orientation sessions.
- Process offboarding tasks, including separation paperwork, systems access removal requests, return of property, and scheduling of exit interviews, and forward exit data to the HR Manager for trend analysis.
- HRIS, Data Integrity, and Personnel Records
- Enter and maintain accurate employee data in ADP Workforce Now, including new hires, job changes, pay rate changes, transfers, and terminations, in accordance with established approval workflows and payroll deadlines.
- Maintain complete, organized, and confidential personnel, medical, and screening files for current and former employees in compliance with recordkeeping and retention requirements.
- Conduct routine file and data audits, identify discrepancies, and correct errors in coordination with the HR team and Payroll.
- Generate standard HR reports (e.g., headcount, new hires, turnover, vacancies, screening status, and certification expirations) to support the HR Manager and department leaders.
- Benefits and Leave Support
- Assist employees with benefits enrollment, qualifying life events, and general questions, and refer complex or escalated matters to the HR Manager.
- Support the annual Open Enrollment process through employee communications, enrollment reminders, reporting, and file audits.
- Assist with leave administration by distributing required notices and forms, tracking documentation deadlines, and maintaining accurate leave records.
- Support workers' compensation claims by coordinating incident documentation, submitting first reports of injury, and tracking claim status.
- HR Administration and Employee Support
- Serve as a first point of contact for the HR inbox and voicemail messages, responding to employee, supervisor, and applicant questions promptly and professionally, and routing matters to the appropriate HR team member.
- Process employment verifications, unemployment claim information requests, and records requests accurately and within required timelines, consistent with policy and legal requirements.
- Maintain required federal and state labor law postings at the Administrative Office and all Club sites.
- Support HR compliance activities and audits (e.g., DCF audits, EEO reporting, OSHA logs, and funder requests) by gathering documentation and maintaining accurate trackers.
- Coordinate logistics for employee recognition, engagement, and training events, and assist with scheduling and tracking HR training attendance.
- Draft and update HR forms, templates, checklists, and process documentation to support consistent, efficient HR service delivery.
- Maintain strict confidentiality of employee, applicant, and organizational information at all times.
- Perform other related duties and special projects as assigned by the HR Manager or CHRO.
We need to include all these as list items under Responsibilities.
Now Qualifications: Under "QUALIFICATION REQUIREMENTS: (Knowledge, Education, Experience & Skills)" we have:
Education: High school diploma or equivalent required; Associate's or Bachelor's degree in Human Resources, Business Administration, or a related field preferred. aPHR, SHRM-CP, or PHR certification, or active progress toward certification, preferred.
Experience: Two years of experience in human resources, recruiting, or administrative support, preferably in a high-volume hiring environment, preferred. Experience with pre-employment screening, background checks, and Form I-9/E-Verify processes; experience with Florida DCF Level 2 screening strongly preferred. Experience entering and maintaining employee data in an HRIS or applicant tracking system (ADP Workforce Now preferred). Experience supporting a youth-serving, multi-site, or nonprofit organization preferred.
Skills: Proficiency in Microsoft Suite (Outlook, Word, Excel, Forms, PowerPoint) and HR technology, including the ability to build and maintain trackers, spreadsheets, and basic reports. Exceptional attention to detail and accuracy in data entry, documentation, and recordkeeping. Strong organizational and time-management skills, with the ability to manage a high volume of concurrent tasks and meet firm deadlines. Working knowledge of basic employment law and HR practices (e.g., I-9, FLSA, FMLA, ADA, and EEO), with the judgment to recognize when to escalate issues. Excellent verbal and written communication skills, with a friendly, professional, and service-focused approach to applicants, employees, and leaders. Demonstrated ability to handle sensitive and confidential information with discretion, integrity, and sound judgment. Ability to work both independently and collaboratively as part of a small, fast-paced HR team. Comfort using AI and modern HR tools to support efficient HR administration while maintaining accuracy, confidentiality, and human oversight. Valid driver's license, good driving record, and consistent access to transportation with appropriate insurance coverage for occasional site visits and hiring events.
Also there is "KEY ROLE COMPETENCIES:" but that's not part of qualifications? It could be considered part of qualifications but maybe we can include under Qualifications as well. However the instruction says use headings like Qualifications, Skills. We could split: Qualifications for education and experience, Skills for skills. But we have many skill items; we could put them under Skills heading. However we also have "KEY ROLE COMPETENCIES" which includes accountability, plans and aligns, collaborates, customer focus, demonstrates self-awareness, maintains composure. Those are also competencies; could be considered skills. Might be appropriate to include under Skills as well.
But we need to avoid too many thin sections. Perhaps combine Education+Experience under Qualifications, and Skills+Competencies under Skills. That seems reasonable.
Schedule: from WORKER CATEGORY: Part-Time; flexible schedule 20-30 hours per week. Also later: "This role will have a standard and predictable full-time work schedule; occasional evening or weekend hours may be required to support hiring events, o" (cut off). Actually the text ends abruptly: "This role will have a standard and predictable full-time work schedule; occasional evening or weekend hours may be required to support hiring events, o". It seems truncated. But we have earlier: PART-TIME; flexible schedule 20-30 hours per week. So we should include that. The later sentence seems contradictory but it's cut off; we should include what we have: PART-TIME; flexible schedule 20-30 hours per week. Also maybe mention occasional evening/weekend hours for hiring events. We'll include that.
Now About the role: The mission description paragraphs after "Since 1944..." up to "Great futures start here, and they start with you." That's about the organization. We'll put that under About the role.
We must not include headings with empty content. So we will have:
About the role
...mission description...
Responsibilities
- ... each responsibility item ...
...
Qualifications
- Education: ...
- Experience: ...
Skills
- ... skill items ...
...
Schedule
Part‑time; flexible schedule 20‑30 hours per week. Occasional evening or weekend hours may be required to support hiring events.
We need to ensure we preserve all details. Let's copy the mission description exactly:
"Since 1944, Boys & Girls Clubs of Central Florida has provided children and teens, ages 6 to 18, with a safe place to learn and grow during non-school hours. Today, more than 15,000 young people call our 39
- for any list of duties/requirements/benefits. For responsibilities we have a list of bullet-like paragraphs; we can convert each responsibility paragraph into
- . For qualifications we have Education, Experience, Skills subpoints; we can also list as
- . For schedule we have a short statement; could be
. We must preserve all substantive information; do not invent or summarize away detail. Must not omit details. Need to include all details from responsibilities, qualifications, schedule, mission description. We must not include boilerplate like EEO etc. Already removed. We must not include application instructions. We need to ensure we include all responsibilities bullet points exactly as given, but we can rephrase? Must preserve all substantive information; we can keep the sentences but maybe break into list items. Should not lose any detail. Let's extract responsibilities sections: Under "ESSENTIAL JOB RESPONSIBILITIES:" there are headings: - Recruitment Support and Candidate Experience - Post approved job openings to the applicant tracking system, job boards, and partner networks, and maintain accurate requisition and posting status. - Screen applications for minimum qualifications, schedule interviews, and coordinate communication among candidates, hiring managers, and the HR team to support timely hiring decisions. - Conduct reference checks, prepare offer letters using approved templates, and route documents for approval and signature. - Support job fairs, hiring events, and campus or community recruitment activities, including event logistics, candidate intake, and follow-up. - Maintain recruitment trackers and applicant records to support consistent, equitable hiring practices and a positive candidate experience. - Pre-Employment Screening and Youth-Protection Compliance - Initiate and track Florida DCF Level 2 background screenings through the FDLE Provider Background Screening Clearinghouse, including fingerprinting appointments, eligibility determinations, and required roster and retention updates. - Coordinate pre-employment and randomized drug screenings, track results, and communicate clearance status to the HR Manager and hiring managers. - Ensure no new hire, intern, or applicable volunteer begins work or has contact with youth members before all required screening clearances are received and documented. - Complete and audit Form I-9 and E-Verify processes within required timelines, including reverification of expiring work authorization. - Track required certifications and training for youth-serving staff (e.g., CPR/First Aid, child abuse prevention, and BGCA safety training, CDL), and send timely reminders before expiration. - Onboarding, Orientation, and Offboarding - Coordinate a consistent, welcoming onboarding experience for new hires, including new-hire paperwork, policy acknowledgments, system access requests, and orientation scheduling. - Partner with IT, Operations, and Club leaders to ensure equipment, badges, system access, and first-day logistics are ready before each start date. - Prepare orientation materials and support the delivery of new employee orientation sessions. - Process offboarding tasks, including separation paperwork, systems access removal requests, return of property, and scheduling of exit interviews, and forward exit data to the HR Manager for trend analysis. - HRIS, Data Integrity, and Personnel Records - Enter and maintain accurate employee data in ADP Workforce Now, including new hires, job changes, pay rate changes, transfers, and terminations, in accordance with established approval workflows and payroll deadlines. - Maintain complete, organized, and confidential personnel, medical, and screening files for current and former employees in compliance with recordkeeping and retention requirements. - Conduct routine file and data audits, identify discrepancies, and correct errors in coordination with the HR team and Payroll. - Generate standard HR reports (e.g., headcount, new hires, turnover, vacancies, screening status, and certification expirations) to support the HR Manager and department leaders. - Benefits and Leave Support - Assist employees with benefits enrollment, qualifying life events, and general questions, and refer complex or escalated matters to the HR Manager. - Support the annual Open Enrollment process through employee communications, enrollment reminders, reporting, and file audits. - Assist with leave administration by distributing required notices and forms, tracking documentation deadlines, and maintaining accurate leave records. - Support workers' compensation claims by coordinating incident documentation, submitting first reports of injury, and tracking claim status. - HR Administration and Employee Support - Serve as a first point of contact for the HR inbox and voicemail messages, responding to employee, supervisor, and applicant questions promptly and professionally, and routing matters to the appropriate HR team member. - Process employment verifications, unemployment claim information requests, and records requests accurately and within required timelines, consistent with policy and legal requirements. - Maintain required federal and state labor law postings at the Administrative Office and all Club sites. - Support HR compliance activities and audits (e.g., DCF audits, EEO reporting, OSHA logs, and funder requests) by gathering documentation and maintaining accurate trackers. - Coordinate logistics for employee recognition, engagement, and training events, and assist with scheduling and tracking HR training attendance. - Draft and update HR forms, templates, checklists, and process documentation to support consistent, efficient HR service delivery. - Maintain strict confidentiality of employee, applicant, and organizational information at all times. - Perform other related duties and special projects as assigned by the HR Manager or CHRO. We need to include all these as list items under Responsibilities. Now Qualifications: Under "QUALIFICATION REQUIREMENTS: (Knowledge, Education, Experience & Skills)" we have: Education: High school diploma or equivalent required; Associate's or Bachelor's degree in Human Resources, Business Administration, or a related field preferred. aPHR, SHRM-CP, or PHR certification, or active progress toward certification, preferred. Experience: Two years of experience in human resources, recruiting, or administrative support, preferably in a high-volume hiring environment, preferred. Experience with pre-employment screening, background checks, and Form I-9/E-Verify processes; experience with Florida DCF Level 2 screening strongly preferred. Experience entering and maintaining employee data in an HRIS or applicant tracking system (ADP Workforce Now preferred). Experience supporting a youth-serving, multi-site, or nonprofit organization preferred. Skills: Proficiency in Microsoft Suite (Outlook, Word, Excel, Forms, PowerPoint) and HR technology, including the ability to build and maintain trackers, spreadsheets, and basic reports. Exceptional attention to detail and accuracy in data entry, documentation, and recordkeeping. Strong organizational and time-management skills, with the ability to manage a high volume of concurrent tasks and meet firm deadlines. Working knowledge of basic employment law and HR practices (e.g., I-9, FLSA, FMLA, ADA, and EEO), with the judgment to recognize when to escalate issues. Excellent verbal and written communication skills, with a friendly, professional, and service-focused approach to applicants, employees, and leaders. Demonstrated ability to handle sensitive and confidential information with discretion, integrity, and sound judgment. Ability to work both independently and collaboratively as part of a small, fast-paced HR team. Comfort using AI and modern HR tools to support efficient HR administration while maintaining accuracy, confidentiality, and human oversight. Valid driver's license, good driving record, and consistent access to transportation with appropriate insurance coverage for occasional site visits and hiring events. Also there is "KEY ROLE COMPETENCIES:" but that's not part of qualifications? It could be considered part of qualifications but maybe we can include under Qualifications as well. However the instruction says use headings like Qualifications, Skills. We could split: Qualifications for education and experience, Skills for skills. But we have many skill items; we could put them under Skills heading. However we also have "KEY ROLE COMPETENCIES" which includes accountability, plans and aligns, collaborates, customer focus, demonstrates self-awareness, maintains composure. Those are also competencies; could be considered skills. Might be appropriate to include under Skills as well. But we need to avoid too many thin sections. Perhaps combine Education+Experience under Qualifications, and Skills+Competencies under Skills. That seems reasonable. Schedule: from WORKER CATEGORY: Part-Time; flexible schedule 20-30 hours per week. Also later: "This role will have a standard and predictable full-time work schedule; occasional evening or weekend hours may be required to support hiring events, o" (cut off). Actually the text ends abruptly: "This role will have a standard and predictable full-time work schedule; occasional evening or weekend hours may be required to support hiring events, o". It seems truncated. But we have earlier: PART-TIME; flexible schedule 20-30 hours per week. So we should include that. The later sentence seems contradictory but it's cut off; we should include what we have: PART-TIME; flexible schedule 20-30 hours per week. Also maybe mention occasional evening/weekend hours for hiring events. We'll include that. Now About the role: The mission description paragraphs after "Since 1944..." up to "Great futures start here, and they start with you." That's about the organization. We'll put that under About the role. We must not include headings with empty content. So we will have:
About the role
...mission description...
Responsibilities
- ... each responsibility item ... ...
Qualifications
- Education: ...
- Experience: ...
Skills
- ... skill items ... ...
Schedule
Part‑time; flexible schedule 20‑30 hours per week. Occasional evening or weekend hours may be required to support hiring events.
We need to ensure we preserve all details. Let's copy the mission description exactly: "Since 1944, Boys & Girls Clubs of Central Florida has provided children and teens, ages 6 to 18, with a safe place to learn and grow during non-school hours. Today, more than 15,000 young people call our 39
- . For schedule we have a short statement; could be