Remote HR Coordinator (Part-Time) – Growth & Onboarding

BPM-PR Firm Is Hiring

United States

Remote

USD 28,000 - 33,000

Part time

6 days ago

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Benefits offered by this job

Flexible schedule

Opportunity for advancement

Job summary

BPM-PR Firm is an NYC-based PR agency with a remote, nationwide team. We seek a part-time Human Resources Coordinator to manage recruiting, onboarding, training, and compliance for our remote staff across multiple states.

You will handle posting, screening, and coordinating interviews, maintain ADP RUN records, and support performance reviews while reporting to the CEO. Immediate availability and a flexible, fast-paced environment are required.

Qualifications

1–3 years of HR, recruiting or hiring coordination experience.
Strong resume review skills and the ability to spot qualified candidates.
Proven ability to manage high applicant volume and move candidates through a hiring pipeline.
Experience with ADP RUN for payroll and employee records.
Working knowledge of U.S. HR compliance for remote employees.
Experience building or managing employee training programs.
Experience supporting onboarding and annual performance reviews.
Superior verbal and written communication skills.
Ability to learn new HR platforms quickly.
Excellent interpersonal skills and discretion with confidential information.
Ability to work in a fast-paced, multi-faceted environment.

Responsibilities

Post and update job listings and push them to applicable job boards for each role.
Review resumes and applications weekly and identify the strongest candidates for each role.
Move candidates through each stage of the hiring pipeline quickly and effectively, from application to offer.
Keep the applicant pipeline current by tagging, advancing and declining candidates on a consistent schedule.
Conduct prescreens on camera for all client-facing roles, evaluating polish, presence and communication skills.
Screen candidates against our core verticals of fashion, beauty, lifestyle and wellness.
Send written assessments to qualified candidates, track deadlines and follow up until they are complete.
Attach completed assessments and prescreen notes to each interview email so the CEO can review them before final interviews.
Schedule interviews with Directors and the CEO and keep candidates informed at every stage.
Prepare offer letters and send them for electronic signature.
Source new candidates for current and upcoming roles.
Draft interview questions and job descriptions for positions that do not have them yet.