People & Culture Coordinator
for section headings like About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule. We need to decide which sections to include based on content.
We have:
- About ACC (company description) maybe "About the role"? Actually "About the role" is typical heading for role description. But we have "Position Summary" which is about the role. Could map to "About the role". Or we could have "About the role" heading and then include the position summary paragraph.
- Responsibilities: The "What You’ll Do" section with bullet points (multiple sub-sections). We can combine into a - list of duties.
- Requirements: The "WHAT WE’RE LOOKING FOR" list.
- Qualifications: maybe same as requirements? Could combine.
- Skills: maybe not separate.
- Pay: Salary range given.
- Benefits: Not mentioned explicitly; there is no benefits description. So we should NOT create Benefits section.
- Schedule: Not mentioned.
Thus we will have sections: About the role (position summary), Responsibilities (What You’ll Do), Requirements (WHAT WE’RE LOOKING FOR), Pay (Salary Range). Possibly also "Qualifications" but we can merge with Requirements.
We must not repeat job title as heading. No Job ID.
We must preserve all substantive information. Remove boilerplate: EEO statement, accommodation, etc. Also remove navigation/cookie etc. Not present.
We need to output only HTML fragment, no /, no markdown fences.
We need to use
for each section heading. Use - for any list of duties/requirements/benefits. Use
for prose.
We need to ensure we don't create empty sections.
Let's extract content.
About ACC description: It's a paragraph about ACC network. Should we include that? It's about the company, not the role. The instruction: "use
for section headings (e.g. About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule)." So "About the role" heading likely expects a description of the role, not the company. However we have "Position Summary" which describes the role. We could also include a brief about ACC as part of "About the role" or maybe we could have a separate "About the company" but not in allowed headings. Probably we should incorporate the ACC description into the "About the role" section as context. But the instruction says "Do NOT repeat the job title as a heading (the page already shows it)". It doesn't forbid including company description. So we can put the ACC description under "About the role" heading as prose.
Alternatively we could have a separate heading "About the company" but not allowed. So we will put it under "About the role".
Now "Position Summary": multiple paragraphs. We'll combine into prose under that heading.
Now "What You’ll Do": many bullet points grouped under subheadings (Employee Experience & Onboarding, Inclusion..., Early-Career..., Recruiting..., HR Operations..., Performance Management, Employee Offboarding). We need to output a list of duties. Should we preserve subheadings? The instruction: use - for any list of duties/requirements/benefits. It doesn't forbid having headings inside list? Probably better to flatten into a single list of duties, preserving all bullet points. Could also keep subheadings as
then list. But we must use
- for any list. Could do:
Employee Experience & Onboarding
- ... etc
for each subsection. That seems acceptable.
We need to preserve all substantive information; not invent or summarize away detail.
Thus we will create for each subsection a heading? But we only allowed for section headings like About the role, Responsibilities, etc. Subheadings inside Responsibilities could be
or ? Not specified. Safer to just make them (plain prose) then list.
Thus structure:
About the role
[ACC description + Position Summary combined? maybe two paragraphs]
Responsibilities
Employee Experience & Onboarding
- ...
...
Inclusion, Belonging & Outreach Strategy Support
...
... etc.
Requirements
- ...
...
Pay
Salary Range: $55,000 - $65,000
We must not include Benefits or Schedule.
Now extract details.
ACC description paragraph:
"Acceleration Community of Companies (ACC) is a network of culture driving media, marketing, and communications agencies that include Advisory, ACC’s in-house marketing consultancy; MKG, a leading creative and experiential agency; Pink Sparrow, an award-winning design and fabrication shop; renowned communications and marketing firm DKC, creative and content shop Hangar Four; Stripe Theory, a data and marketing analytics firm; Pixly, a full-service influencer marketing agency; Trailblaze, a lifestyle communications firm; Ingenuity Group, a talent consultancy; and PMK Entertainment, an entertainment public relations agency. ACC’s clients include a range of Fortune 500 brands, such as Pepsi, Target, Airbnb, BMW, Meta, Google, Delta Air Lines, Dolby, Stanley, T-Mobile, HBO Max, Nike, Netflix and Paramount+, among others."
Position Summary paragraph(s):
"Acceleration Community of Companies (ACC) is seeking a highly organized, relationship-driven, and proactive People & Culture Coordinator to join our team. This role is ideal for an early-career HR professional who enjoys creating exceptional employee experiences, managing multiple projects simultaneously, and continuously improving how work gets done. While this position supports many core People & Culture operations, we are looking for a self-starter who wants to think beyond checklists; bringing ideas, a solutions-oriented mindset, and eventually serving as a trusted partner to the business and the SVP, People, Culture & Inclusion. The People & Culture Coordinator will play a key role in supporting areas of the employee lifecycle across multiple agencies, including but not limited to, helping execute onboarding, recruiting coordination, internship logistics and programming, performance management, employee engagement, inclusion & belonging initiatives, learning & development, and day-to-day people operations. This position offers significant mentorship and development opportunities for someone interested in growing their career in HR, People Operations, Employee Experience, Inclusion & Belonging, Recruiting/Talent Acquisition and Learning & Development."
We can combine into two paragraphs or one.
Now Responsibilities sections:
Employee Experience & Onboarding:
- Coordinate onboarding tasks for new hires across ACC's agency network.
- Partner with hiring managers, Finance, IT, Payroll, and other stakeholders to ensure a seamless onboarding experience.
- Serve as a primary point of contact for new hires, guiding them through the onboarding and orientation process and ensuring a smooth transition into ACC.
- Facilitate new hire orientation and maintain/update orientation materials as needed.
- Partner with the business to schedule first-week introductions and key internal meetings.
- Coordinate 30-60-90-day employee and manager check-ins.
- Support employee experience initiatives designed to strengthen connection, engagement, and belonging across ACC.
Inclusion, Belonging & Outreach Strategy Support:
- Support the SVP in the development and execution of ACC's enterprise-wide inclusion and belonging strategy across employee programs and communications.
- Help translate inclusion priorities into practical programs, resources, and employee experiences.
- Research and recommend ideas for inclusion, belonging, community/cross-agency engagement, and employee programming.
- Support/track outreach and community partnership initiatives across professional organizations, colleges/universities, and other external talent orgs designed to expand representation and strengthen ACC's talent pipelines.
- Support the development of internal communications highlighting inclusion, community, and employee engagement initiatives.
Early-Career & Internship Programs:
- Support the development and execution of ACC's early-career talent strategy, including internships, apprenticeships, university partnerships, and other emerging talent programs.
- In partnership with recruiting, support university and campus outreach activities and maintain relationships with prospective talent sources.
- Ensure intern supervisors are informed of the process for monitoring timesheets and ensuring timely submission.
- In partnership with ACC and its agencies, manage intern communications and program logistics.
- Coordinate midpoint and end-of-program check-ins, gathering feedback from interns and managers to identify opportunities to improve future programming.
- Coordinate intern offboarding and program wrap-up.
- Help maintain program materials, timelines, resources, and documentation.
Recruiting & Employer Brand Support:
- Partner closely with Recruitment to support a strong and consistent candidate experience.
- Support recruiting as needed with candidate screening, coordinating interview scheduling, and candidate communications.
- Research prospective talent sources, organizations, schools, and community partners.
- Support employer branding initiatives that position ACC as an attractive employment destination for high-caliber talent.
HR Operations & Employee Support:
- Serve as a primary point of contact for routine employee questions and general People & Culture processes, partnering with Payroll, Finance, IT, and benefits partners to resolve employee questions and escalating issues as necessary.
- Partner with ACC and its agencies to maintain accurate organizational charts.
- Coordinate updates to the annual People calendar.
- Maintain People team templates, documentation, resources, and process guides.
- Assist with People analytics, reporting, surveys, and data collection.
- Identify opportunities to reduce manual work through technology, automation, and AI-enabled tools.
Performance Management:
- Help launch, coordinate, and monitor completion rates for ACC’s annual performance review and 360-feedback cycles.
- Ensure employees complete nominations and managers distribute feedback requests to selected participants.
- Compile annual compensation and salary information as needed to support merit review discussions.
- Support managers and employees with performance review process questions.
Employee Offboarding:
- Coordinate employee offboarding activities with Payroll, IT, Finance, and manager, ensuring a smooth employee experience through an employee's final day.
- Prepare and distribute offboarding communications and documentation.
- Conduct exit interviews, summarize relevant themes/feedback, and identify recurring employee experience themes that may inform broader People & Culture initiatives.
Now Requirements list:
- Bachelor's degree in Human Resources, Business Administration, Psychology, Communications, or a related field preferred.
- 1–3 years of experience in Human Resources, People Operations, Recruiting, Talent Acquisition, Employee Experience, or a related field.
- Strong organizational and project management skills with exceptional attention to detail.
- Excellent written and verbal communication skills.
- Ability to manage multiple priorities in a fast-paced, multi-entity environment.
- Strong interpersonal skills and the ability to build trust with employees at all levels.
- Comfortable working with confidential and sensitive information.
- Strong follow-through and accountability.
- Comfortable working independently while knowing when to ask questions or escalate an issue.
- Proficiency with Microsoft Office and Google Workspace; experience with Paylocity or other HRIS/People technology is a plus.
- Experience with AI, automation, and technology that can improve People processes is highly desirable.
- Genuine interest in inclusion, employee experience, talent development, and building strong organizational cultures.
Now Pay: Salary Range: $55,000 - $65,000 (with explanation). We should include the full sentence? The instruction: preserve ALL substantive information; do NOT invent or summarize away detail. So we should include the explanation about where employee paid within range depends on factors. That is substantive. So we need to include that paragraph.
Thus Pay section: Salary Range: $55,000 - $65,000Where an employee or prospective employee is paid within this range will depend on, among other factors, actual ranges for current/former employees in the subject position; market considerations; budgetary considerations; tenure and standing with the company (applicable to current employees); as well as the employee’s/applicant’s background, pertinent experience
for each section heading. Use - for any list of duties/requirements/benefits. Use
for prose.
We need to ensure we don't create empty sections.
Let's extract content.
About ACC description: It's a paragraph about ACC network. Should we include that? It's about the company, not the role. The instruction: "use
for section headings (e.g. About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule)." So "About the role" heading likely expects a description of the role, not the company. However we have "Position Summary" which describes the role. We could also include a brief about ACC as part of "About the role" or maybe we could have a separate "About the company" but not in allowed headings. Probably we should incorporate the ACC description into the "About the role" section as context. But the instruction says "Do NOT repeat the job title as a heading (the page already shows it)". It doesn't forbid including company description. So we can put the ACC description under "About the role" heading as prose.
Alternatively we could have a separate heading "About the company" but not allowed. So we will put it under "About the role".
Now "Position Summary": multiple paragraphs. We'll combine into prose under that heading.
Now "What You’ll Do": many bullet points grouped under subheadings (Employee Experience & Onboarding, Inclusion..., Early-Career..., Recruiting..., HR Operations..., Performance Management, Employee Offboarding). We need to output a list of duties. Should we preserve subheadings? The instruction: use - for any list of duties/requirements/benefits. It doesn't forbid having headings inside list? Probably better to flatten into a single list of duties, preserving all bullet points. Could also keep subheadings as
then list. But we must use
- for any list. Could do:
Employee Experience & Onboarding
- ... etc
for each subsection. That seems acceptable.
We need to preserve all substantive information; not invent or summarize away detail.
Thus we will create for each subsection a heading? But we only allowed for section headings like About the role, Responsibilities, etc. Subheadings inside Responsibilities could be
or ? Not specified. Safer to just make them (plain prose) then list.
Thus structure:
About the role
[ACC description + Position Summary combined? maybe two paragraphs]
Responsibilities
Employee Experience & Onboarding
- ...
...
Inclusion, Belonging & Outreach Strategy Support
...
... etc.
Requirements
- ...
...
Pay
Salary Range: $55,000 - $65,000
We must not include Benefits or Schedule.
Now extract details.
ACC description paragraph:
"Acceleration Community of Companies (ACC) is a network of culture driving media, marketing, and communications agencies that include Advisory, ACC’s in-house marketing consultancy; MKG, a leading creative and experiential agency; Pink Sparrow, an award-winning design and fabrication shop; renowned communications and marketing firm DKC, creative and content shop Hangar Four; Stripe Theory, a data and marketing analytics firm; Pixly, a full-service influencer marketing agency; Trailblaze, a lifestyle communications firm; Ingenuity Group, a talent consultancy; and PMK Entertainment, an entertainment public relations agency. ACC’s clients include a range of Fortune 500 brands, such as Pepsi, Target, Airbnb, BMW, Meta, Google, Delta Air Lines, Dolby, Stanley, T-Mobile, HBO Max, Nike, Netflix and Paramount+, among others."
Position Summary paragraph(s):
"Acceleration Community of Companies (ACC) is seeking a highly organized, relationship-driven, and proactive People & Culture Coordinator to join our team. This role is ideal for an early-career HR professional who enjoys creating exceptional employee experiences, managing multiple projects simultaneously, and continuously improving how work gets done. While this position supports many core People & Culture operations, we are looking for a self-starter who wants to think beyond checklists; bringing ideas, a solutions-oriented mindset, and eventually serving as a trusted partner to the business and the SVP, People, Culture & Inclusion. The People & Culture Coordinator will play a key role in supporting areas of the employee lifecycle across multiple agencies, including but not limited to, helping execute onboarding, recruiting coordination, internship logistics and programming, performance management, employee engagement, inclusion & belonging initiatives, learning & development, and day-to-day people operations. This position offers significant mentorship and development opportunities for someone interested in growing their career in HR, People Operations, Employee Experience, Inclusion & Belonging, Recruiting/Talent Acquisition and Learning & Development."
We can combine into two paragraphs or one.
Now Responsibilities sections:
Employee Experience & Onboarding:
- Coordinate onboarding tasks for new hires across ACC's agency network.
- Partner with hiring managers, Finance, IT, Payroll, and other stakeholders to ensure a seamless onboarding experience.
- Serve as a primary point of contact for new hires, guiding them through the onboarding and orientation process and ensuring a smooth transition into ACC.
- Facilitate new hire orientation and maintain/update orientation materials as needed.
- Partner with the business to schedule first-week introductions and key internal meetings.
- Coordinate 30-60-90-day employee and manager check-ins.
- Support employee experience initiatives designed to strengthen connection, engagement, and belonging across ACC.
Inclusion, Belonging & Outreach Strategy Support:
- Support the SVP in the development and execution of ACC's enterprise-wide inclusion and belonging strategy across employee programs and communications.
- Help translate inclusion priorities into practical programs, resources, and employee experiences.
- Research and recommend ideas for inclusion, belonging, community/cross-agency engagement, and employee programming.
- Support/track outreach and community partnership initiatives across professional organizations, colleges/universities, and other external talent orgs designed to expand representation and strengthen ACC's talent pipelines.
- Support the development of internal communications highlighting inclusion, community, and employee engagement initiatives.
Early-Career & Internship Programs:
- Support the development and execution of ACC's early-career talent strategy, including internships, apprenticeships, university partnerships, and other emerging talent programs.
- In partnership with recruiting, support university and campus outreach activities and maintain relationships with prospective talent sources.
- Ensure intern supervisors are informed of the process for monitoring timesheets and ensuring timely submission.
- In partnership with ACC and its agencies, manage intern communications and program logistics.
- Coordinate midpoint and end-of-program check-ins, gathering feedback from interns and managers to identify opportunities to improve future programming.
- Coordinate intern offboarding and program wrap-up.
- Help maintain program materials, timelines, resources, and documentation.
Recruiting & Employer Brand Support:
- Partner closely with Recruitment to support a strong and consistent candidate experience.
- Support recruiting as needed with candidate screening, coordinating interview scheduling, and candidate communications.
- Research prospective talent sources, organizations, schools, and community partners.
- Support employer branding initiatives that position ACC as an attractive employment destination for high-caliber talent.
HR Operations & Employee Support:
- Serve as a primary point of contact for routine employee questions and general People & Culture processes, partnering with Payroll, Finance, IT, and benefits partners to resolve employee questions and escalating issues as necessary.
- Partner with ACC and its agencies to maintain accurate organizational charts.
- Coordinate updates to the annual People calendar.
- Maintain People team templates, documentation, resources, and process guides.
- Assist with People analytics, reporting, surveys, and data collection.
- Identify opportunities to reduce manual work through technology, automation, and AI-enabled tools.
Performance Management:
- Help launch, coordinate, and monitor completion rates for ACC’s annual performance review and 360-feedback cycles.
- Ensure employees complete nominations and managers distribute feedback requests to selected participants.
- Compile annual compensation and salary information as needed to support merit review discussions.
- Support managers and employees with performance review process questions.
Employee Offboarding:
- Coordinate employee offboarding activities with Payroll, IT, Finance, and manager, ensuring a smooth employee experience through an employee's final day.
- Prepare and distribute offboarding communications and documentation.
- Conduct exit interviews, summarize relevant themes/feedback, and identify recurring employee experience themes that may inform broader People & Culture initiatives.
Now Requirements list:
- Bachelor's degree in Human Resources, Business Administration, Psychology, Communications, or a related field preferred.
- 1–3 years of experience in Human Resources, People Operations, Recruiting, Talent Acquisition, Employee Experience, or a related field.
- Strong organizational and project management skills with exceptional attention to detail.
- Excellent written and verbal communication skills.
- Ability to manage multiple priorities in a fast-paced, multi-entity environment.
- Strong interpersonal skills and the ability to build trust with employees at all levels.
- Comfortable working with confidential and sensitive information.
- Strong follow-through and accountability.
- Comfortable working independently while knowing when to ask questions or escalate an issue.
- Proficiency with Microsoft Office and Google Workspace; experience with Paylocity or other HRIS/People technology is a plus.
- Experience with AI, automation, and technology that can improve People processes is highly desirable.
- Genuine interest in inclusion, employee experience, talent development, and building strong organizational cultures.
Now Pay: Salary Range: $55,000 - $65,000 (with explanation). We should include the full sentence? The instruction: preserve ALL substantive information; do NOT invent or summarize away detail. So we should include the explanation about where employee paid within range depends on factors. That is substantive. So we need to include that paragraph.
Thus Pay section: Salary Range: $55,000 - $65,000Where an employee or prospective employee is paid within this range will depend on, among other factors, actual ranges for current/former employees in the subject position; market considerations; budgetary considerations; tenure and standing with the company (applicable to current employees); as well as the employee’s/applicant’s background, pertinent experience
for prose. We need to ensure we don't create empty sections. Let's extract content. About ACC description: It's a paragraph about ACC network. Should we include that? It's about the company, not the role. The instruction: "use
for section headings (e.g. About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule)." So "About the role" heading likely expects a description of the role, not the company. However we have "Position Summary" which describes the role. We could also include a brief about ACC as part of "About the role" or maybe we could have a separate "About the company" but not in allowed headings. Probably we should incorporate the ACC description into the "About the role" section as context. But the instruction says "Do NOT repeat the job title as a heading (the page already shows it)". It doesn't forbid including company description. So we can put the ACC description under "About the role" heading as prose.
Alternatively we could have a separate heading "About the company" but not allowed. So we will put it under "About the role".
Now "Position Summary": multiple paragraphs. We'll combine into prose under that heading.
Now "What You’ll Do": many bullet points grouped under subheadings (Employee Experience & Onboarding, Inclusion..., Early-Career..., Recruiting..., HR Operations..., Performance Management, Employee Offboarding). We need to output a list of duties. Should we preserve subheadings? The instruction: use - for any list of duties/requirements/benefits. It doesn't forbid having headings inside list? Probably better to flatten into a single list of duties, preserving all bullet points. Could also keep subheadings as
then list. But we must use
- for any list. Could do:
Employee Experience & Onboarding
- ... etc
for each subsection. That seems acceptable.
We need to preserve all substantive information; not invent or summarize away detail.
Thus we will create for each subsection a heading? But we only allowed for section headings like About the role, Responsibilities, etc. Subheadings inside Responsibilities could be
or ? Not specified. Safer to just make them (plain prose) then list.
Thus structure:
About the role
[ACC description + Position Summary combined? maybe two paragraphs]
Responsibilities
Employee Experience & Onboarding
- ...
...
Inclusion, Belonging & Outreach Strategy Support
...
... etc.
Requirements
- ...
...
Pay
Salary Range: $55,000 - $65,000
We must not include Benefits or Schedule.
Now extract details.
ACC description paragraph:
"Acceleration Community of Companies (ACC) is a network of culture driving media, marketing, and communications agencies that include Advisory, ACC’s in-house marketing consultancy; MKG, a leading creative and experiential agency; Pink Sparrow, an award-winning design and fabrication shop; renowned communications and marketing firm DKC, creative and content shop Hangar Four; Stripe Theory, a data and marketing analytics firm; Pixly, a full-service influencer marketing agency; Trailblaze, a lifestyle communications firm; Ingenuity Group, a talent consultancy; and PMK Entertainment, an entertainment public relations agency. ACC’s clients include a range of Fortune 500 brands, such as Pepsi, Target, Airbnb, BMW, Meta, Google, Delta Air Lines, Dolby, Stanley, T-Mobile, HBO Max, Nike, Netflix and Paramount+, among others."
Position Summary paragraph(s):
"Acceleration Community of Companies (ACC) is seeking a highly organized, relationship-driven, and proactive People & Culture Coordinator to join our team. This role is ideal for an early-career HR professional who enjoys creating exceptional employee experiences, managing multiple projects simultaneously, and continuously improving how work gets done. While this position supports many core People & Culture operations, we are looking for a self-starter who wants to think beyond checklists; bringing ideas, a solutions-oriented mindset, and eventually serving as a trusted partner to the business and the SVP, People, Culture & Inclusion. The People & Culture Coordinator will play a key role in supporting areas of the employee lifecycle across multiple agencies, including but not limited to, helping execute onboarding, recruiting coordination, internship logistics and programming, performance management, employee engagement, inclusion & belonging initiatives, learning & development, and day-to-day people operations. This position offers significant mentorship and development opportunities for someone interested in growing their career in HR, People Operations, Employee Experience, Inclusion & Belonging, Recruiting/Talent Acquisition and Learning & Development."
We can combine into two paragraphs or one.
Now Responsibilities sections:
Employee Experience & Onboarding:
- Coordinate onboarding tasks for new hires across ACC's agency network.
- Partner with hiring managers, Finance, IT, Payroll, and other stakeholders to ensure a seamless onboarding experience.
- Serve as a primary point of contact for new hires, guiding them through the onboarding and orientation process and ensuring a smooth transition into ACC.
- Facilitate new hire orientation and maintain/update orientation materials as needed.
- Partner with the business to schedule first-week introductions and key internal meetings.
- Coordinate 30-60-90-day employee and manager check-ins.
- Support employee experience initiatives designed to strengthen connection, engagement, and belonging across ACC.
Inclusion, Belonging & Outreach Strategy Support:
- Support the SVP in the development and execution of ACC's enterprise-wide inclusion and belonging strategy across employee programs and communications.
- Help translate inclusion priorities into practical programs, resources, and employee experiences.
- Research and recommend ideas for inclusion, belonging, community/cross-agency engagement, and employee programming.
- Support/track outreach and community partnership initiatives across professional organizations, colleges/universities, and other external talent orgs designed to expand representation and strengthen ACC's talent pipelines.
- Support the development of internal communications highlighting inclusion, community, and employee engagement initiatives.
Early-Career & Internship Programs:
- Support the development and execution of ACC's early-career talent strategy, including internships, apprenticeships, university partnerships, and other emerging talent programs.
- In partnership with recruiting, support university and campus outreach activities and maintain relationships with prospective talent sources.
- Ensure intern supervisors are informed of the process for monitoring timesheets and ensuring timely submission.
- In partnership with ACC and its agencies, manage intern communications and program logistics.
- Coordinate midpoint and end-of-program check-ins, gathering feedback from interns and managers to identify opportunities to improve future programming.
- Coordinate intern offboarding and program wrap-up.
- Help maintain program materials, timelines, resources, and documentation.
Recruiting & Employer Brand Support:
- Partner closely with Recruitment to support a strong and consistent candidate experience.
- Support recruiting as needed with candidate screening, coordinating interview scheduling, and candidate communications.
- Research prospective talent sources, organizations, schools, and community partners.
- Support employer branding initiatives that position ACC as an attractive employment destination for high-caliber talent.
HR Operations & Employee Support:
- Serve as a primary point of contact for routine employee questions and general People & Culture processes, partnering with Payroll, Finance, IT, and benefits partners to resolve employee questions and escalating issues as necessary.
- Partner with ACC and its agencies to maintain accurate organizational charts.
- Coordinate updates to the annual People calendar.
- Maintain People team templates, documentation, resources, and process guides.
- Assist with People analytics, reporting, surveys, and data collection.
- Identify opportunities to reduce manual work through technology, automation, and AI-enabled tools.
Performance Management:
- Help launch, coordinate, and monitor completion rates for ACC’s annual performance review and 360-feedback cycles.
- Ensure employees complete nominations and managers distribute feedback requests to selected participants.
- Compile annual compensation and salary information as needed to support merit review discussions.
- Support managers and employees with performance review process questions.
Employee Offboarding:
- Coordinate employee offboarding activities with Payroll, IT, Finance, and manager, ensuring a smooth employee experience through an employee's final day.
- Prepare and distribute offboarding communications and documentation.
- Conduct exit interviews, summarize relevant themes/feedback, and identify recurring employee experience themes that may inform broader People & Culture initiatives.
Now Requirements list:
- Bachelor's degree in Human Resources, Business Administration, Psychology, Communications, or a related field preferred.
- 1–3 years of experience in Human Resources, People Operations, Recruiting, Talent Acquisition, Employee Experience, or a related field.
- Strong organizational and project management skills with exceptional attention to detail.
- Excellent written and verbal communication skills.
- Ability to manage multiple priorities in a fast-paced, multi-entity environment.
- Strong interpersonal skills and the ability to build trust with employees at all levels.
- Comfortable working with confidential and sensitive information.
- Strong follow-through and accountability.
- Comfortable working independently while knowing when to ask questions or escalate an issue.
- Proficiency with Microsoft Office and Google Workspace; experience with Paylocity or other HRIS/People technology is a plus.
- Experience with AI, automation, and technology that can improve People processes is highly desirable.
- Genuine interest in inclusion, employee experience, talent development, and building strong organizational cultures.
Now Pay: Salary Range: $55,000 - $65,000 (with explanation). We should include the full sentence? The instruction: preserve ALL substantive information; do NOT invent or summarize away detail. So we should include the explanation about where employee paid within range depends on factors. That is substantive. So we need to include that paragraph.
Thus Pay section: Salary Range: $55,000 - $65,000Where an employee or prospective employee is paid within this range will depend on, among other factors, actual ranges for current/former employees in the subject position; market considerations; budgetary considerations; tenure and standing with the company (applicable to current employees); as well as the employee’s/applicant’s background, pertinent experience
then list. But we must use
- for any list. Could do:
Employee Experience & Onboarding
- ... etc
for section headings like About the role, Responsibilities, etc. Subheadings inside Responsibilities could be
or ? Not specified. Safer to just make them
(plain prose) then list. Thus structure:
About the role
[ACC description + Position Summary combined? maybe two paragraphs]
Responsibilities
Employee Experience & Onboarding
- ... ...
Inclusion, Belonging & Outreach Strategy Support
- ...
Requirements
- ... ...
Pay
Salary Range: $55,000 - $65,000
We must not include Benefits or Schedule. Now extract details. ACC description paragraph: "Acceleration Community of Companies (ACC) is a network of culture driving media, marketing, and communications agencies that include Advisory, ACC’s in-house marketing consultancy; MKG, a leading creative and experiential agency; Pink Sparrow, an award-winning design and fabrication shop; renowned communications and marketing firm DKC, creative and content shop Hangar Four; Stripe Theory, a data and marketing analytics firm; Pixly, a full-service influencer marketing agency; Trailblaze, a lifestyle communications firm; Ingenuity Group, a talent consultancy; and PMK Entertainment, an entertainment public relations agency. ACC’s clients include a range of Fortune 500 brands, such as Pepsi, Target, Airbnb, BMW, Meta, Google, Delta Air Lines, Dolby, Stanley, T-Mobile, HBO Max, Nike, Netflix and Paramount+, among others." Position Summary paragraph(s): "Acceleration Community of Companies (ACC) is seeking a highly organized, relationship-driven, and proactive People & Culture Coordinator to join our team. This role is ideal for an early-career HR professional who enjoys creating exceptional employee experiences, managing multiple projects simultaneously, and continuously improving how work gets done. While this position supports many core People & Culture operations, we are looking for a self-starter who wants to think beyond checklists; bringing ideas, a solutions-oriented mindset, and eventually serving as a trusted partner to the business and the SVP, People, Culture & Inclusion. The People & Culture Coordinator will play a key role in supporting areas of the employee lifecycle across multiple agencies, including but not limited to, helping execute onboarding, recruiting coordination, internship logistics and programming, performance management, employee engagement, inclusion & belonging initiatives, learning & development, and day-to-day people operations. This position offers significant mentorship and development opportunities for someone interested in growing their career in HR, People Operations, Employee Experience, Inclusion & Belonging, Recruiting/Talent Acquisition and Learning & Development." We can combine into two paragraphs or one. Now Responsibilities sections: Employee Experience & Onboarding: - Coordinate onboarding tasks for new hires across ACC's agency network. - Partner with hiring managers, Finance, IT, Payroll, and other stakeholders to ensure a seamless onboarding experience. - Serve as a primary point of contact for new hires, guiding them through the onboarding and orientation process and ensuring a smooth transition into ACC. - Facilitate new hire orientation and maintain/update orientation materials as needed. - Partner with the business to schedule first-week introductions and key internal meetings. - Coordinate 30-60-90-day employee and manager check-ins. - Support employee experience initiatives designed to strengthen connection, engagement, and belonging across ACC. Inclusion, Belonging & Outreach Strategy Support: - Support the SVP in the development and execution of ACC's enterprise-wide inclusion and belonging strategy across employee programs and communications. - Help translate inclusion priorities into practical programs, resources, and employee experiences. - Research and recommend ideas for inclusion, belonging, community/cross-agency engagement, and employee programming. - Support/track outreach and community partnership initiatives across professional organizations, colleges/universities, and other external talent orgs designed to expand representation and strengthen ACC's talent pipelines. - Support the development of internal communications highlighting inclusion, community, and employee engagement initiatives. Early-Career & Internship Programs: - Support the development and execution of ACC's early-career talent strategy, including internships, apprenticeships, university partnerships, and other emerging talent programs. - In partnership with recruiting, support university and campus outreach activities and maintain relationships with prospective talent sources. - Ensure intern supervisors are informed of the process for monitoring timesheets and ensuring timely submission. - In partnership with ACC and its agencies, manage intern communications and program logistics. - Coordinate midpoint and end-of-program check-ins, gathering feedback from interns and managers to identify opportunities to improve future programming. - Coordinate intern offboarding and program wrap-up. - Help maintain program materials, timelines, resources, and documentation. Recruiting & Employer Brand Support: - Partner closely with Recruitment to support a strong and consistent candidate experience. - Support recruiting as needed with candidate screening, coordinating interview scheduling, and candidate communications. - Research prospective talent sources, organizations, schools, and community partners. - Support employer branding initiatives that position ACC as an attractive employment destination for high-caliber talent. HR Operations & Employee Support: - Serve as a primary point of contact for routine employee questions and general People & Culture processes, partnering with Payroll, Finance, IT, and benefits partners to resolve employee questions and escalating issues as necessary. - Partner with ACC and its agencies to maintain accurate organizational charts. - Coordinate updates to the annual People calendar. - Maintain People team templates, documentation, resources, and process guides. - Assist with People analytics, reporting, surveys, and data collection. - Identify opportunities to reduce manual work through technology, automation, and AI-enabled tools. Performance Management: - Help launch, coordinate, and monitor completion rates for ACC’s annual performance review and 360-feedback cycles. - Ensure employees complete nominations and managers distribute feedback requests to selected participants. - Compile annual compensation and salary information as needed to support merit review discussions. - Support managers and employees with performance review process questions. Employee Offboarding: - Coordinate employee offboarding activities with Payroll, IT, Finance, and manager, ensuring a smooth employee experience through an employee's final day. - Prepare and distribute offboarding communications and documentation. - Conduct exit interviews, summarize relevant themes/feedback, and identify recurring employee experience themes that may inform broader People & Culture initiatives. Now Requirements list: - Bachelor's degree in Human Resources, Business Administration, Psychology, Communications, or a related field preferred. - 1–3 years of experience in Human Resources, People Operations, Recruiting, Talent Acquisition, Employee Experience, or a related field. - Strong organizational and project management skills with exceptional attention to detail. - Excellent written and verbal communication skills. - Ability to manage multiple priorities in a fast-paced, multi-entity environment. - Strong interpersonal skills and the ability to build trust with employees at all levels. - Comfortable working with confidential and sensitive information. - Strong follow-through and accountability. - Comfortable working independently while knowing when to ask questions or escalate an issue. - Proficiency with Microsoft Office and Google Workspace; experience with Paylocity or other HRIS/People technology is a plus. - Experience with AI, automation, and technology that can improve People processes is highly desirable. - Genuine interest in inclusion, employee experience, talent development, and building strong organizational cultures. Now Pay: Salary Range: $55,000 - $65,000 (with explanation). We should include the full sentence? The instruction: preserve ALL substantive information; do NOT invent or summarize away detail. So we should include the explanation about where employee paid within range depends on factors. That is substantive. So we need to include that paragraph. Thus Pay section:Salary Range: $55,000 - $65,000Where an employee or prospective employee is paid within this range will depend on, among other factors, actual ranges for current/former employees in the subject position; market considerations; budgetary considerations; tenure and standing with the company (applicable to current employees); as well as the employee’s/applicant’s background, pertinent experience