Human Resources Coordinator
Perkins&Will- Contributes to the overall success of the office by adhering to firm and project goals.
- Provides support for the studio Talent Manager in all aspects of HR including recruitment, on-boarding, benefits administration, employee recognition, record keeping, and administration.
- Assists in the recruitment process, including publishing ads internally and externally, sourcing potential candidates for job opportunities, coordinating interviews and if needed, prepares offer letters.
- Assists studio Talent Manager in employee on boarding process including, completing new hire paperwork, employee set up, E-verify, I-9 form administration, and conducting employee new hire orientations.
- Organizes career fairs, ensures firm representatives are prepared for attendance at fairs and completes student follow-up.
- Maintains HRIS database.
- Responds to employment verifications and other employee requests as needed.
- Coordinates HR sessions for annual review, wellness initiatives, and open enrollment.
- Utilizes interpersonal skills to field employee inquiries.
- Keeps open and clear communication.
- Performs tasks and responsibilities in an organized, timely, and consistent way.
- Self-checks work for accuracy, omissions, and legibility.
- Reports directly to the local Talent Manager.
- Effective verbal and written communication skills
- Strong attention to detail
- Proactive drive for results
- Proven ability to execute tasks and able to work independently
- Flexible, high service orientation, and a quick learner
- Knowledge of Microsoft Outlook, Word, Excel, Power Point
- UKG Pro
- 3+ years of HR and/or recruiting experience
- Bachelor’s degree in related field
Salary Range Information
We foster a culture that is diverse and inclusive and strive for pay practices that are fair, and competitive and reflect our commitment to pay equity. Our compensation decisions include but are not limited to a candidate’s qualifications including skill sets, education, experience and training, licensure and certifications credentials if applicable, and business-related factors. This practice extends to all employees, including performance considerations for merit increases, job promotions, and transfer opportunities. We additionally review our pay practices, conduct pay equity audits, and ensure our managers are trained in our pay practices on an annual basis. At the time of posting this job advertisement, commensurate with qualifications, the annual pay salary range for this position in Chicago is between $63,000 and $80,300.
Justice, Equity, Diversity & Inclusion
At Perkins&Will we believe that inclusion spurs creativity and that innovation is born from an engaged culture of diverse people + ideas.â¯By moving beyond barriers and stereotypes of gender, race, color, religion, national origin, ancestry, age, medical condition, disability, sexual orientation, gender identity, veteran status; we are committed to building an organization that reflects the diversity of the communities and clients we serve.â¯
"Design has the power to inspire joy, uplift lives, and strengthen the spirit of community."
*Equal Employment Opportunity Statement
Perkins&Will has established and adopted an Equal Employment Opportunity Employment policy (“EEO”), which is part of the Company’s Human Resources Policy. The purpose of this EEO policy is to ensure that all employment decisions are made on a non-discriminatory basis, and without regard to sex, race, color, age, national origin, religion, disability, genetic information, marital status, sexual orientation, gender identity or expression, gender reassignment, citizenship, pregnancy or maternity, veteran status, or any other status protected by applicable national, federal, state, or local law. In some cases, local laws and regulations may provide greater protections than those outlined here and employees will be covered by the laws of their local jurisdiction.
Pay Transparency Nondiscrimination Provision
Perkins&Will will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor’s legal duty to furnish information.
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