Cato - HR Coordinator Job at Nonprofit HR in Washington

Cato Institute

Human Resources Coordinator

Position Description

Are you ready to take the next step in your career to apply your experience, knowledge, and ideas?
Does being a vital customer-oriented team member that provides continued growth and opportunity excite you? The Cato Institute seeks a dynamic and experienced Human Resources professional to join our HR team. The HR Coordinator will report to the HR Director and partner with the HR Manager and the CFO. This multi-faceted role will be heavily involved with all aspects of the HR organization, including employee engagement, talent acquisition, student programs, employee onboarding, HRIS, benefits administration, compliance, leave management, maintenance of accurate personnel records, HR analytics, and project management.

This hybrid position begins with 3-days in the downtown Washington, DC office.

About Cato

The Cato Institute is a public policy research organization – a think tank – dedicated to the principles of individual liberty, limited government, free markets, and peace. Its scholars and analysts conduct independent, nonpartisan research on a wide range of policy issues.

Founded in 1977, Cato owes its name to Cato’s Letters, a series of essays published in 18th-century England that presented a vision of a society free from excessive government power. Those essays inspired the architects of the American Revolution. And the simple, timeless principles of that revolution – individual liberty, limited government, and free markets – turn out to be even more powerful in today’s world of global markets and unprecedented access to information than Jefferson or Madison could have imagined. Social and economic freedom is not just the best policy for a free people, it is the indispensable framework for the future.

The Cato Institute is an Equal Opportunity Employer.

Key Responsibilities

1. Owner and knowledge expert of the HR System of record (Paylocity). Capability to transfer experience in other HCM/HRIS systems in rapidly learning Paylocity. Investigate and resolve issues and continuously assess utilization to drive efficiency and simplify current processes.
2. Ensure compliance with all DC and federal employment laws and requirements, including DC wage and hour, leave management, and the ever-changing compliance landscape of regulations.
3. Integral part of annual HR processes such as open enrollment, performance reviews, and audits.
4. Coordinate with the payroll manager on tax forms and payroll processes, including time charging and training employees and managers in the time and labor system. Monitor related HR / Payroll processes to ensure the flawless transfer of information in Paylocity.
5. Partner with the HR manager on talent acquisition processes, such as job postings and interviews, and the planning and executing of onboarding. Manage multiple steps in the process, including creating offer letters, managing required paperwork, and serving as the primary point of contact and information resource to new employees.
6. Act as the primary contact for employees and applicants with essential HR, payroll, employee benefits, or leave questions.
7. Conduit to hiring managers and internal operations teams to coordinate equipment and office space needs. Ensure adherence to required compliance throughout the process.
8. Accurate and timely onboard and offboard tasks for employees and interns in the HCM system (Paylocity), coordinating with web services to update the organization chart accordingly.
9. Create, maintain, provide reporting, and audit electronic employment records and files through the HCM system (Paylocity).
10. Prepare audit information and documentation for the CFO, HR Director and Controller.
11. Assist and/or own HR and organizational projects as they arise. Analyze and report on the effectiveness of HR processes and programs.

Requirements

1. A bachelor’s or associate degree in human resources or a closely related field.
2. At least 2 years of direct professional experience in Human Resources.
3. Working knowledge of Paylocity, ADP, Work Day, or similar HCM systems.
4. Composed and highly organized with keen attention to detail, quality, and accuracy.
5. Discernment to maintain confidentiality with payroll, benefit, and employee information.
6. Knowledge of state and federal laws and regulations for each HR business function.
7. Proficiency in Microsoft Suite (Word, Excel, PowerPoint, Outlook) and other business software.
8. Analytical skills utilizing system data and Excel to provide organizational reporting and analysis.
9. Flexible team player who can prioritize and manage concurrent projects while supporting multiple managers.
10. Motivated self-starter who can problem solve and is proactive in learning new processes and skills. Resourceful and willing to tackle new problems and take on new responsibilities.
11. Organized, efficient, committed, and able to work independently and collaboratively.
12. A positive and professional mindset with solid customer service skills and the ability to develop and sustain positive relationships at all levels of the organization.
13. Strong verbal and written communication skills and comfortable interacting with individuals at a high level.
14. Active role in ensuring HR team communications, updating SOPs, eliminating redundancies, and seeking clarification through asking questions.

Benefits
All Cato employees are provided with:

1. Medical, dental, and vision insurance.
2. Employer contribution to a Health Savings Account (HSA).
3. Generous vacation and sick days.
4. Paid parental leave.
5. Employer-provided life and disability insurance.
6. 401(k) employer match.
7. Transit/ Parking benefits.
8. Pet discount plan.

Our Commitment to Diversity, Equity, Inclusion & Belonging

Nonprofit HR is committed to fostering and maintaining a work environment where diversity, equity, and inclusion (DEI) are fully integrated into everything we do for the benefit of our employees and the clients that we serve. To fully realize our goal, we prioritize our understanding of the complexities of DEI within our workforce to inform our approach to talent management. We believe that this guides how we do our work, advise our clients to operationalize DEI and position our content and educational opportunities help strengthen the talent management capacity of the social impact sector.

Continue reading our about our commitment at nonprofithr.com/deinow.