ElectroCraft, Inc. provides application-engineered specialty fractional-horsepower motor and motion control products. Under the hood, Electrocraft motion systems power critical components of some of the world's most innovative products in medical equipment, robotics, industrial automation, agriculture, and lab equipment. Some of our innovative products include DC motors, gear motors, linear actuators, and motor drives. With facilities and customers around the globe, ElectroCraft provides advanced precision solutions with the highest reliability and lowest total cost of ownership, which is why it is trusted by both the largest brands and the newest cutting-edge companies.
Job Summary
The Training & HR Coordinator supports workforce development and day-to-day human resources administration. This role coordinates onboarding, required training, skills development, employee records, and general HR support. The position maintains accurate, audit-ready documentation and helps build a safe, skilled, and engaged workforce.
Essential Duties and Responsibilities
Training and Workforce Development
- Coordinate new-hire orientation and onboarding, including schedules, required documentation, introductions, and initial training assignments.
- Maintain the plant training matrix and track safety, quality, technical, compliance, and company-required training.
- Partner with supervisors and subject-matter experts to identify skill gaps, training priorities, and cross-training opportunities.
- Schedule classroom, on-the-job, refresher, and external training; communicate requirements and monitor attendance.
- Maintain current records for employee certifications, licenses, qualifications, and recertification dates.
- Assist with training materials, presentations, checklists, work instructions, and skills assessments.
- Coordinate with community colleges, workforce agencies, external instructors, and other training resources as needed.
- Monitor training effectiveness through completion data, assessments, supervisor feedback, and employee performance indicators.
- Prepare routine training metrics and follow up on overdue assignments.
Human Resources Administration
- Support recruiting activities, including position postings, interview coordination, candidate communication, and hiring materials.
- Process new-hire, transfer, promotion, wage, status-change, and separation documentation accurately and on time.
- Maintain personnel files, HRIS data, policy acknowledgments, attendance documentation, and other employee records.
- Assist employees with routine policy, benefits, payroll, timekeeping, and company-program questions; escalate complex matters appropriately.
- Support benefits enrollment, open enrollment, employee communications, recognition activities, and company events.
- Prepare reports on headcount, turnover, attendance, vacancies, onboarding, and training completion.
- Maintain professional confidentiality and handle employee information with sound judgment.
Compliance and Record Management
- Maintain accurate, retrievable, and audit-ready training and personnel records.
- Support internal, customer, ISO, safety, and regulatory audits involving employee qualifications or training documentation.
- Monitor required training and policy acknowledgments and communicate completion status to responsible leaders.
- Follow applicable company policies and legal record-retention requirements.
Required Knowledge, Skills, and Abilities
Core Competencies
- Accountability: Owns commitments, follows through, and closes the loop.
- Communication: Explains requirements clearly, professionally, and respectfully.
- Organization: Maintains dependable records, priorities, and deadlines.
- Collaboration: Partners effectively with plant leadership, supervisors, and employees.
- Continuous Improvement: Identifies practical ways to strengthen training and HR processes.
- Integrity: Protects confidentiality and apply policies consistently.
The above statements are intended to describe the general nature and level of work being performed by people assigned to the job. They are not intended to be an all-encompassing list of all responsibilities, duties and skills required of personnel so classified.
