Human factors specialist vs human resources coordinator

Differences between human factors specialist and human resources coordinator duties and responsibilities

Human factors specialist example responsibilities.

• Reformat and manage team SharePoint page on support unit portal, providing increase accessibility and distribution of team products.
• Integrate efforts on actions and programs where joint OPM functional effort are necessary to accomplish recruitment and enhance organizational effectiveness.
• Process arrears payments for employees on LOA or FMLA and other leave as applicable.
• Coordinate leaves of absence with appropriate laws such as FMLA, work comp and ADA.
• Categorize non-exempt and exempt positions according to FLSA.
• Research methods include surveys, questionnaires, laboratory experiments, usability testing, task analyses, prototyping, and human-in-the-loop simulations.
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Human resources coordinator example responsibilities.

• Resolve many complex employee relations issues, manage arbitration agreements and provide management with judicial guidance managing the arbitration agreement.
• Manage the offboarding process of all terminate employees.
• Build and manage various databases and spreadsheets including attendance point systems, disciplinary records, I-9s, and apprenticeship program tracking.
• Manage and monitor benefit enrollments/cancellations and PTO program.
• Manage e-verify process for the entire organization working closely with remote managers to ensure timely access to documents.
• Create PowerPoint presentations for leadership meetings, manage spreadsheet databases, manage donation programs for RedCross and UnitedWay campaigns.
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