Company at a Glance
OpenX is focused on unleashing the full economic potential of digital media companies. We do this by making digital advertising markets and technologies that are designed to deliver optimal value to publishers and advertisers on every ad served across all screens.
At OpenX, we have built a team that is uniquely experienced in designing and operating high-scale ad marketplaces, and we are constantly on the lookout for thoughtful, creative executors who are as fascinated as we are about finding new ways to apply a blend of market design, technical innovation, operational excellence, and empathetic partner service to the frontiers of digital advertising.
The People (HR) Coordinator supports day-to-day human resources operations while leading special projects that strengthen recordkeeping, systems, and processes. This position partners with People Team leadership to improve operational efficiency, maintain accurate and compliant employee records, analyze HR data, and provide actionable insights that support organizational decision-making.
Essential Duties and Responsibilities
People Operations
Provide support across core People (HR) functions, including employee records, onboarding, offboarding, personnel changes, benefits administration, and policy implementation.
Respond to manager questions and provide accurate, timely guidance on People policies, procedures, and systems.
Maintain confidentiality and handle sensitive employee information with professionalism and discretion.
Assist with audits, compliance activities, reporting requirements, and other HR initiatives.
Special Projects
Plan, coordinate, and execute HR-related special projects from initial assessment through implementation and follow-up.
Develop project plans, document requirements, track milestones, identify risks, and communicate progress to manager
Conduct research, analyze findings, and prepare recommendations, and supporting documentation.
Collaborate with other departments as needed.
Records Retention and Data Management
Administer the organization’s HR records-retention program in accordance with applicable legal requirements and company policies.
Review, organize, classify, archive, and dispose of employee records according to approved retention schedules and procedures.
Maintain accurate electronic and physical personnel files and monitor documentation for completeness and consistency.
Support records audits, document requests, and as needed the transition from paper-based to electronic records.
Recommend controls and procedures that support data integrity, accessibility, confidentiality, and security.
Systems and Process Improvement
Evaluate workflows, systems, forms, and procedures to identify gaps, inefficiencies, and opportunities for automation or standardization.
Map current processes, gather stakeholder requirements, and recommend practical improvements.
Support the implementation, testing, documentation, and adoption of HR system enhancements.
Develop and maintain standard operating procedures, process guides, templates, and training materials.
Monitor implemented changes and use feedback and performance measures to evaluate effectiveness.
Serve as a knowledgeable resource for HR systems and assist users with troubleshooting, training, and data-entry standards.
HR Analytics and Reporting
Collect, validate, analyze, and report HR data from multiple systems and sources.
Develop recurring and ad hoc reports, dashboards, and presentations covering metrics such as headcount, turnover, vacancies, recruitment, retention, demographics, absenteeism, and workforce trends.
Identify patterns, discrepancies, risks, and opportunities within workforce data.
Establish data-quality checks and reconcile information to promote accurate and consistent reporting.
Required Knowledge, Skills, and Abilities
Knowledge of general HR practices, employee-record requirements, records-retention principles, and data privacy standards.
Strong analytical, research, project-management, and problem-solving skills.
Ability to interpret data and communicate findings clearly to technical and nontechnical audiences.
Proficiency with spreadsheet applications, reporting tools, and document-management platforms.
Proven track record of managing new hire orientations, background checks,and I-9 verification
Prior hands on experience with Applicant Tracking Systems(ATS) and Human Resources Information Systems (HRIS) - such as ADP Workforce Now and lever
Advanced spreadsheet skills, including formulas, pivot tables, data validation, and charts, are preferred.
Strong attention to detail and commitment to data accuracy.
Ability to document, evaluate, and improve business processes.
Strong written, verbal, interpersonal, and organizational skills.
Ability to manage multiple assignments, prioritize competing deadlines, and work independently.
Demonstrated judgment in handling confidential and sensitive information.
Minimum Qualifications
Three years of progressively responsible HR, HR operations, records-management, systems, reporting, or analytical experience.
Bachelor’s degree in human resources, business administration, or a related field preferred
Preferred Qualifications
Experience developing dashboards, metrics, process maps, and standard operating procedures.
Experience supporting HR system implementations or process-improvement initiatives.
Professional certification such as SHRM-CP, PHR, or an applicable project-management or analytics credential.
