HR Coordinator

Website Marine Biological Laboratory


Reporting to the Human Resources Manager and working closely with all HR team members, the Human Resources (HR) Coordinator assists with the administrative duties of the day-to-day operations of the Human Resources department. The HR Coordinator carries out responsibilities for the following functional areas: new employee onboarding and orientation, recruitment cycles, HRIS, benefits, compensation, compliance, and departmental/organizational development.


  1. Performs a variety of administrative duties in support of MBL’s Human Resources department including providing general customer service to the community and external stakeholders, screens and directs phone calls and email inquiries that come to the HR inbox, responds to employment verification requests, drafts/formats documentation, schedules meetings, organizes special projects, and prepares financial statements reimbursement requests as needed.
  2. Acts as backup to the HRIS Specialist for monitoring, updating, and maintaining the HRIS systems and run reports for HR team members and managers.
  3. Interacts with current employees and serves as front desk attendant for the HR department; assists with questions from visitors.
  4. Support HR Manager with recruiting and new-hire processes which includes preparing and posting jobs.
  5. Interacts with applicants and provides technical support for the applicant tracking system, schedule interviews, prepares offer letters, and provides assistance throughout the onboarding process including but not limited to background checks, pre-employment physicals, etc.
  6. Works closely with Sr. Benefits Specialist to serve as the primary contact and coordinate orientations for all incoming staff.
  7. Works closely with the Education department to prepare for Advanced Training courses program throughout the summer.
  8. Updates and maintains HR document tracking systems, databases, and personnel files in accordance and compliance with organization’s policies and procedures as well as state and federal laws.
  9. Performs administrative project work including researching and gathering information various sources, formatting, and summarizing results.
  10. Serves as the MBL’s program administrator for the E-Verify programs and processes all I-9 work authorizations for incoming employees.
  11. Maintains the MBL’s background check program as well as CORI/SORI checks.
  12. Leads the Employee Activities Committee, maintains HR Intranet page, and works closely with Communications for MBL Intranet postings.
  13. Performs other duties as required and/or assigned.


  • Must have excellent organizational, communication, follow-through, and database management skills.
  • Must have proven ability to exercise discretion and sound judgement.
  • Must be detail oriented and have the ability to juggle many tasks simultaneously.
  • Experience with Microsoft applications is required.
  • Hands on experience with HRIS platforms are preferred.


  •     Bachelor’s degree plus at least 1-2 years of HR-related experience.
  •     Knowledge of standard employment practices related to Federal and State       employment laws and regulations


·         This position requires sedentary work (exerting up to 10 pounds of force occasionally and/or a negligible amount of force frequently or constantly to move objects).

·         Employee must be able to stand, walk, sit, reach, push, pull, use fingertips, grasp, talk, hear, and perform repetitive motions.

·         Employee is required to have close visual acuity to perform activities such as preparing an analyzing data and figures, viewing a computer terminal, and extensive reading.

Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities

The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor’s legal duty to furnish information. 41 CFR 60-1.35(c)

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