About Distinction LLC

At Distinction, LLC, we do more than manage operations—we help transform lives. As the operator of the St. Louis Job Corps Center, we are committed to empowering young adults with the education, career training, and life skills they need to build successful futures.

We are seeking passionate, energetic, and purpose-driven professionals who are eager to make a meaningful impact every day. Working with at-promise youth is both challenging and incredibly rewarding, offering the opportunity to inspire growth, foster confidence, and help individuals achieve their goals.

At Distinction, you'll find a supportive and positive work environment, competitive compensation, and opportunities for both personal and professional development. If you're looking for a career where your work truly matters, we invite you to join our team and be part of a mission that changes lives.

About the role

The HR Coordinator is responsible for leading and supporting recruitment efforts while actively contributing to core human resources functions and administrative operations. This position balances talent acquisition with hands-on HR responsibilities, including employee relations, onboarding, employee engagement, retention initiatives, policy administration, and HR compliance. A primary focus is placed on sourcing and hiring qualified candidates, maintaining an active candidate pipeline, and partnering with department managers to address staffing needs while supporting the full employee lifecycle.

The ideal candidate is a proactive, results-driven HR professional with demonstrated experience in both recruitment and human resources. This individual must be capable of managing multiple vacancies, developing effective recruitment strategies, addressing day-to-day HR matters, supporting employees and managers, and maintaining accurate and confidential personnel records. Success in this role requires strong independent judgment, excellent communication and organizational skills, and the ability to balance competing priorities in a fast-paced environment.

This is not an entry-level position. Candidates should possess a solid foundation in recruiting and HR practices, with the ability to take ownership of assigned responsibilities, exercise sound judgment, and contribute meaningfully to the organization's staffing, employee relations, and retention goals.

What you'll do

Primary Responsibilities

1. Recruitment & Talent Acquisition — 50%

• Manage the full-cycle recruitment process, from job posting and candidate sourcing through interviewing, selection, offer coordination, and onboarding transition.
• Partner with hiring managers to identify staffing needs, establish recruitment priorities, and develop strategies to fill vacancies promptly.
• Maintain an active pipeline of qualified candidates to support current and anticipated staffing needs.
• Post job openings across appropriate job boards, professional networks, and recruitment platforms.
• Proactively source candidates through online platforms, networking, referrals, career fairs, community partnerships, and other recruitment channels.
• Screen resumes and applications, conduct preliminary interviews, and assess candidates against established job qualifications.
• Coordinate interviews between candidates and hiring managers and ensure timely follow-up throughout the hiring process.
• Track vacancies, candidate activity, time-to-fill, interview outcomes, and hiring progress to identify recruitment gaps and improve results.
• Maintain consistent communication with candidates to promote a positive candidate experience and minimize candidate drop-off.
• Work with hiring managers to improve interview participation, selection timelines, and hiring decisions.
• Assist with recruitment events, virtual job fairs, and targeted hiring initiatives.
• Monitor recruitment performance and provide regular staffing updates, including vacancy trends, pipeline activity, and anticipated start dates.
• Ensure recruitment documentation and hiring practices comply with organizational policies and applicable employment laws.
• Support new-hire transition activities and collaborate with HR to facilitate a smooth onboarding experience.

2. Human Resources — 30%

• Support day-to-day HR operations, including employee relations, policy administration, personnel documentation, and employee inquiries.
• Assist with onboarding, new-hire orientation, employment changes, and offboarding processes.
• Support employee engagement and retention initiatives designed to improve the employee experience and reduce turnover.
• Assist with attendance management, leave administration, and related documentation in accordance with applicable policies and procedures.
• Maintain accurate and confidential personnel files and HR records.
• Assist with HR investigations, employee concerns, and documentation under the direction of HR leadership.
• Provide guidance to employees and managers regarding HR policies, procedures, and established practices, escalating complex matters when appropriate.
• Support performance management processes, corrective action documentation, and other employee lifecycle activities.
• Assist with HR reporting, compliance tracking, audits, and required employment documentation.
• Help ensure HR practices align with applicable federal and state employment laws, organizational policies, and internal procedures.

3. Administrative Support — 20%

• Maintain accurate spreadsheets, recruitment trackers, reports, databases, and departmental records.
• Prepare correspondence, reports, presentations, meeting materials, and other HR-related documents.
• Schedule meetings, interviews, orientations, and other departmental activities.
• Monitor outstanding recruitment and HR tasks and follow up with responsible parties to ensure timely completion.
• Organize electronic and physical files in accordance with recordkeeping and confidentiality requirements.
• Assist with departmental projects, process improvements, and special assignments.
• Support general administrative functions necessary to maintain an organized, efficient, and responsive HR department.

Qualifications

• Three – four years of Human Resources experience required.
• Bachelor’s degree in human resources or another related field and/or equivalent combination of education and experience; SHRM/PHR/CP/SCP certification preferred.
• Two plus years of full cycle recruiting experience preferred.
• Labor relations experience and supervisory experience preferred.
• Proficiency in MS Word, Outlook and Excel