Human Resources Coordinator - TEMP (El Segundo, CA)

Human Resources Coordinator

People operations is how a fast-growing insights and marketing business stays fair, fast, and human. This role keeps hiring, onboarding, and day-to-day employee support reliable so managers can focus on clients and teams can do their best work. You will be the person employees trust for a clear answer and the person leaders count on for clean process.

Performance Objectives

• Run full-cycle recruiting coordination so open roles move from approved req to scheduled interviews without dropped candidates or missed deadlines.
• Deliver a consistent onboarding experience that has every new hire equipped, introduced, and clear on first-30-day expectations before day one.
• Resolve routine employee questions on benefits, time off, and policy within one business day, escalating only true exceptions.
• Keep HRIS and personnel files accurate enough that headcount, org, and compliance reports require no manual cleanup.
• Administer performance, compensation, and engagement cycles so managers complete required steps on time and employees receive timely communication.
• Spot process friction in hiring and employee services and close at least one recurring gap each quarter with a documented, adopted fix.

Environment & Resources

You will sit on a small People team at a growth-stage company of roughly 500–1,000 employees, reporting to the People leader. You will use the company ATS and HRIS, standard collaboration tools, and established playbooks—not a blank slate. Budget for vendors and programs is set by People leadership; your job is to run the work inside those constraints and flag where process, not spend, is the bottleneck.

Essential Qualifications

• 2+ years coordinating HR, recruiting operations, or people programs in a multi-team company.
• Proven ownership of an ATS or HRIS: data entry, workflows, and reporting you can defend.
• Clear written communication that employees and hiring managers actually follow.
• Comfort handling confidential information and knowing when to escalate.
• Track record of improving a repeatable HR process, not only executing it.

Role Selling Points

• Real ownership early: you will shape how people experience the company, not only file paperwork.
• Work spans consumer brands, research, and marketing teams—varied stakeholders, one standard of service.
• A culture that treats giving back as part of how the business operates, not a side project.
• Growth-stage pace with enough structure that good process sticks.