Human Resources Coordinator

California Compaction Corporation has been helping shape California, Arizona, and Nevada for over 33 years. Our goal is to continue building long-term relationships with our new clients and within the community in which we work and live in. We are a full-service General Engineering Site Development Contractor. We can take your project from start to finish. Projects can range from 25 lot residential subdivisions to heavy industrial or clean energy of any size.

The Human Resources Coordinator plays a critical role in supporting the company's workforce by managing the full employee lifecycle, from recruitment and onboarding through employee development, benefits administration, leave management, and separation processes. This position serves as a key resource for employees and management, ensuring compliance with company policies, employment regulations, and industry standards. The ideal candidate is highly organized, detail-oriented, and capable of handling confidential information while providing exceptional customer service and support to employees at all levels of the organization. Success in this role requires strong communication skills, the ability to manage multiple priorities, and a commitment to fostering a positive and productive workplace culture.

Responsibilities:

1) Complete management of team member recruitment tasks, to include:

a) Work closely with management in various departments to define recruitment needs

and plan the hiring process- Set hiring goals (e.g. quarterly and annual)

b) Manage all communication with candidates from the moment they apply until they get

onboard

c) Source candidates on job boards, resume databases, professional networks and

through referrals- Interview candidates at various stages of the hiring process (phone

screening calls, video interviews and in-person meetings)

d) Oversee internal and external communication, making sure that our company

maintains a positive reputation as an employer (for example on Glassdoor, LinkedIn

and social media)

e) Organize hiring events and participate in job fairs to network with potential

candidates.

2) Manage the onboarding of new employees:

a. Drug test new employees when needed, complete Sexual Harassment Training and

review the new hire packet and assist employee in completing it.

b. Enter new hire information into Foundation.

c. Provide Payroll with a copy of the employee dispatch (Union employees only).

d. Create a folder on the HR drive for the new employee and scan in all new

hire paperwork to the folder.

e. Ensure new hire packet is complete with all forms and coordinate with in-

processing personnel to obtain any missing information.

f. Route new hire folder to applicable personnel (i.e., Payroll, Equipment,

Compliance, etc.) to complete final paperwork needed and complete In-Processing

Checklist.

g. For Non-Union employees:

i. Add 6-month evaluation date to the evaluation calendar.

ii. Add insurance and 401k effective date to calendar.

iii. Add employee birthday to employee birthday list.

3) Employment Development Department (EDD)

a. Review and verify accuracy of separation date and type for unemployment claims.

b. Respond to the EDD for employee claims for California Disability Insurance (DI) and

Paid Family Leave (PFL) benefits.

4) Insurance and 401k

a. Track employee eligibility for 401k, medical, vision and dental. Once employee is

eligible, provide enrollment information to employees and answer any questions

regarding available policies. Complete the enrollment process with the

provider(s).

b. Coordinate with health care and 401k providers and update eligible employees of

open enrollment dates or any other applicable notifications and/or changes to

policies.

5) Incident Reports and Disciplinary Actions

a. Review all incident reports. If an employee(s) is involved with the incident, make

sure the Notice of Leave Pending Investigation form is completed as well as Notice

of Disciplinary Action form, as applicable. Contact Superintendent with questions if

needed.

b. Review any previous incidents that the employee may have been involved in and

contact the Superintendent with information.

c. File all applicable forms, reports and correspondence in the employee's personnel file

and save a copy of the final incident report in the employee's folder on the HR drive.

6) Leave of Absence and Return to Work

a. Provide case management to review the validity of leave and track begin and end dates

for leave of absence, as well as notifying the manager of dates employee will be out.

b. Ensure employee has all necessary forms and information regarding various Leave

of Absences.

c. Contact Foreman/Supervisor/Manager of any return-to-work restriction or

doctor reports stating disability or modified duty.

d. File all employee medical records in employee HR file.

e. Ensure employee has authorized return to work clearance from doctor and/or

medical provider, or restrictions we can accommodate before employee returns to

work.

7) Employee Termination/Separation

a. Once email is received from Payroll confirming a layoff/termination, update

employee rehire eligibility in the Training Database.

b. Print HR-1103 Layoff/Termination Request form and place in employee’s file, notating

separation date on the folder, and filing in the “Inactive Employees” filing cabinet.

c. Notify Compliance of layoff/termination.

d. If employee has medical/dental insurance through CCC, provide employee the

COBRA Continuation Coverage Election Notice.

8) Worker’s Compensation

a. Provide case management to ensure employee goes to all required medical

appointments, work restrictions are documented and communicated to management

to allow employee to return to work safely and as soon as possible.

b. Ensure all medical documents are filed in the employee HR folder.

c. Once the employee is fully released for work, notify management to

eliminate restrictions.

9) Drug Testing

a. Main point of contact for notifications and scheduling of DOT drug test appointments.

b. Receive, review and file all drug test results in the employee HR folder and

notify management of positive test results to initiate employee termination

process.

10) Paid Time Off (PTO)

a. Upon utilization of accrued PTO and/or Sick Leave, notify Payroll of time used and

any days off that would be unpaid.

b. Track PTO and Sick Leave balances for each employee utilizing the PTO Calendar.

11) Employee Evaluation Calendar

a. Review evaluation calendar bi-weekly and email Mark, Ryan and the employees

immediate supervisor with upcoming evaluations 2 weeks prior to evaluation

date.

b. Send employee the Self-Evaluation form to complete prior to evaluation. Once

evaluation is completed, file Self-Evaluation form in employee HR file along with

any notes from the evaluation.

Skills and Experience:

• Strong verbal, written communication skills.
• Strong attention to detail and analytical skills
• Friendly - Ability to exhibit a cheerful professional demeanor toward others.

Job Type: Full-time

* Bonuses are not a guaranteed item and are not to be considered as a part of your salary of

employment.

Requirements:

Minimum Qualifications

• High school diploma or equivalent required; Associate's degree in Human Resources, Business Administration, or related field preferred.
• Minimum of 3 years of experience in Human Resources, Recruiting, or a related administrative role.
• Experience managing recruitment, onboarding, employee records, benefits administration, and employee relations.
• Working knowledge of employment laws, leave administration, workers' compensation, unemployment claims, and benefits administration.
• Proficient in Microsoft Office (Word, Excel, Outlook) and HRIS/payroll systems.
• Strong organizational, communication, and time-management skills.
• Ability to maintain confidentiality and exercise sound judgment when handling sensitive information.
• Strong attention to detail with the ability to manage multiple priorities and meet deadlines.
• Ability to work independently and collaborate effectively with employees, supervisors, and management.

Pay: $25.00 - $30.00 per hour

Benefits:

• 401(k)
• 401(k) matching
• Dental insurance
• Health insurance
• Paid time off
• Vision insurance

Work Location: In person

Salary : $25 - $30