Human Resource Coordinator - Temporary Workforce

Description

About sg360°

sg360° partners with Fortune 1000 brands to pursue unmatched direct marketing performance. We leave no stone unturned in our efforts to drive smarter targeting, stronger messaging and improved ROI. Everything we do - audience analytics, strategic planning, creative development, production and distribution - we do in the pursuit of performance.

When you join us, you gain access to a comprehensive benefits package, including paid time off, holiday pay, health, dental, and vision insurance, life insurance, an education assistance program, short- and long-term disability, wellness resources, identity theft protection, and a 401k with employer match. Be part of a legacy of excellence and growth with sg360°! 

We are seeking a Human Resources Coordinator - Temporary Workforce to coordinate the day-to-day processes supporting sg360°'s temporary workforce program. The position serves as the primary point of coordination among Human Resources, Operations, and staffing agency onsite representatives to support staffing coverage, consistent processes, timely communication, accurate reporting, and workforce stability.

The position monitors agency service delivery, maintains temporary workforce records and reporting, follows up on open issues, and elevates recurring or significant concerns to the appropriate Human Resources, Operations, or agency leader.

KEY RESPONSIBILITIES

Temporary Workforce Coordination

• Monitor daily staffing levels, fill rates, call-offs, no-shows, and replacement activity and follow up on identified gaps.
• Support consistent execution of temporary workforce processes, including onboarding coordination, attendance reporting, assignment changes, replacement requests, conversions, and assignment separations.
• Maintain current procedures, contact information, responsibilities, timelines, and escalation paths for temporary workforce activities.
• Communicate staffing updates, process changes, and open items to the appropriate internal and agency contacts.

Agency Onsite Coordination

• Serve as the primary HR contact for staffing agency onsite representatives.
• Monitor agency responsiveness and service delivery against established expectations.
• Follow up with onsite representatives regarding open staffing requests, attendance reporting, employee communication, documentation, and other service requirements.
• Document recurring service concerns and elevate unresolved issues to the appropriate agency and sg360° leader.
• Assist with regular agency service review meetings and track action items through completion.

Reporting and Recordkeeping

• Prepare and maintain temporary workforce reports, dashboards, and agency scorecards.
• Track staffing levels, fill rates, attendance, retention, turnover, no-shows, replacement activity, and conversions.
• Review information for accuracy and reconcile differences between agency and company records.
• Identify trends and recurring issues and provide findings to Human Resources and Operations leadership.
• Maintain organized records of agency follow-up, escalated concerns, commitments, and resolution status.

Attendance Retention and Employee Experience

• Monitor temporary workforce attendance, retention, and turnover trends.
• Coordinate with Operations and agency onsite representatives to identify factors affecting workforce stability.
• Support onboarding, communication, recognition, and retention activities for the temporary workforce.
• Gather and organize feedback regarding scheduling, transportation, training, supervision, and workplace concerns for review by the appropriate leader.
• Follow up on agreed actions and monitor results.

Issue Coordination and Escalation

• Receive and route temporary workforce questions and concerns to the appropriate agency or internal contact.
• Track open issues and follow up to support timely resolution.
• Promptly elevate concerns involving safety, harassment, discrimination, retaliation, threats, workplace violence, wage and hour matters, or other significant employee relations or compliance issues to Human Resources, Safety, or Legal.
• Maintain appropriate documentation and confidentiality when handling workforce information.
• Support adherence to company procedures, agency requirements, and established safety and workplace standards.

Temporary to Regular Employee Conversion

• Coordinate conversion requests with Operations, Talent Acquisition, and staffing agency representatives.
• Track eligibility, performance input, approvals, screening requirements, conversion dates, and results.
• Maintain accurate conversion records and follow up on incomplete steps or required documentation.

Process Improvement

• Identify process gaps, recurring delays, and communication breakdowns affecting temporary workforce operations.
• Recommend practical improvements to Human Resources leadership.
• Assist with implementing approved process changes and monitor completion of assigned actions.

Requirements

Qualifications

Education

Associate degree in Human Resources, Business Administration, or a related field preferred; equivalent experience may be considered.

Experience

• Two to three years of experience in Human Resources, staffing, workforce coordination, employee relations support, or a related area required.
• Experience working with staffing agencies or temporary workforce processes preferred.
• Manufacturing, distribution, or production environment experience strongly preferred.

Knowledge Skills and Abilities

• Strong coordination, organization, prioritization, and follow-through skills.
• Ability to work effectively with Operations leaders, agency representatives, and employees at all levels.
• Sound judgment in recognizing and escalating employee relations, safety, compliance, and operational concerns.
• Strong analytical, reporting, and problem-solving skills.
• Clear and professional written and verbal communication skills.
• Experience with HRIS, attendance systems, workforce metrics, Microsoft Excel, Teams, and reporting tools.
• Ability to work effectively in a fast-paced operational environment and manage multiple priorities.

Travel:

Minimal local travel may be required for meetings, trainings, and/or other business purposes

sg360° does not offer employment-based visa sponsorship now or in the future. Candidates must be legally authorized to work in the United States without the need for current or future visa sponsorship. This policy applies to all applicants, including those whose employment authorization may expire in the future and would require sponsorship to remain employed.

sg360° is an Equal Opportunity Employer. We make employment decisions based on merit, qualifications, and business needs. sg360° does not discriminate on the basis of race, color, religion, sex, national origin, age, disability, veteran status, or any other status protected by applicable law.

sg360° will provide reasonable accommodations to individuals with disabilities in the hiring process, in accordance with applicable laws. If you require an accommodation to complete your application, please contact the location to which you are applying and ask to speak with the Human Resources representative.