HUMAN RESOURCE COORDINATOR

Tulsa Educare’s Vision and Mission

Our Vision is a world where a young child’s family income, race, and adverse experiences do not predict life success. Our Mission is to transform the lives of very young children and their families through high quality early childhood education, enhancing parenting practices, and strong partnerships with other organizations.

The Human Resources Coordinator supports Tulsa Educare’s Human Resources operations by coordinating and overseeing administration of employee benefits, leave management, workers’ compensation, HRIS systems, and performance management processes. This role ensures accurate execution, consistent compliance, and excellent employee support while partnering closely with HR leadership and external vendor partners.

The Human Resources Coordinator serves as a subject matter resource for benefits, leave, and workers’ compensation administration, supports HR systems administration, and coordinates annual performance management processes. This role contributes meaningfully to HR strategy by providing data, recommendations, and operational insight to leadership. The Human Resources Coordinator partners with the Chief People and Facilities Officer on employee relations matters and helps guide decisions through accurate documentation, consistent implementation, and proactive escalation when needed. The role includes managing relationships with third-party vendors, monitoring service delivery, ensuring compliance, and escalating issues to HR leadership when necessary.

Tulsa Educare seeks a Human Resources Coordinator who:

• Demonstrates integrity, discretion, and sound judgment
• Works collaboratively with a diverse workforce
• Is highly organized, detail-oriented, and process-driven
• Adapts to changing priorities and regulatory requirements
• Communicates clearly and professionally with employees and leaders
• Models Tulsa Educare’s core values: Learning, Relationships, Commitment, and Data
• Is qualified (and not prohibited) to work around children
• Is legally authorized to work in the United States

The functions outlined in this job description are examples of the general nature of those performed by employees in this position. Any combination of these functions and responsibilities may be performed. The list is descriptive only and should be used for no other purpose. Management retains the right to revise job functions at any time. These functions are not to be construed as exclusive or all-inclusive.

Benefits Administration

• Partner with third-party benefits administrators to ensure accurate implementation and management of employee benefits programs (medical, dental, vision, life insurance, supplemental benefits, FSAs, and retirement plans).
• Coordinate with the vendor to process benefit enrollments, life event changes, audits, and eligibility tracking.
• Serve as the internal point of contact for employees and ensure vendor response and issue resolution.
• Maintain regular communication with benefit vendors, brokers, and third-party administrators to support effective administration and compliance.
• Coordinate annual open enrollment logistics, including internal communications, employee education, and enrollment support in partnership with the vendor.
• Partner with Payroll and Finance to reconcile benefit deductions and reporting.
• Conduct benefits of new hire orientation and ongoing employee training.

Leave Management & Compliance

• Oversee the administration of employee leave programs (FMLA, medical leave, personal leave, and other statutory or organizational leave programs) through a third-party leave administrator.
• Ensure accurate tracking of leave eligibility, usage, certifications, and return-to-work documentation in compliance with applicable laws and organizational policies.
• Provide internal guidance to employees and supervisors on leave processes, documentation requirements, and timelines, and coordinate escalations with the vendor as needed.
• Maintain accurate and confidential leave records within HRIS and leave management systems.
• Monitor vendor performance, compliance, and timely documentation, and escalate complex or sensitive leave matters to HR leadership.

Workers’ Compensation

• Manage the full workers’ compensation process, including claim intake, documentation, coordination with carriers and third-party administrators, and employee communication.
• Monitor claims and support return-to-work and accommodation efforts in collaboration with leadership.
• Ensure timely reporting and compliance with state workers’ compensation regulations.
• Assist with workplace safety reporting and incident documentation as needed.
• Collaborate with leadership to monitor trends and support preventative measures.

Employee Support and Communication

• Provide exceptional customer service to employees by responding to benefits, leave, and workers’ compensation inquiries.
• Coordinate with vendors to prepare and distribute benefit- and leave-related communications, including required government-mandated notices and disclosures.

Data Administration

• Serve as an administrator for the organization’s HRIS and related systems.
• Maintain employee data accuracy, access controls, and system documentation.
• Generate standard HR reports related to benefits, leave, headcount, and compliance.
• Support system updates, testing, and user access requests in coordination with HR leadership and vendors.

Performance Management Support

• Coordinate the annual performance evaluation process, including timelines, system setup, tracking completion, and documentation.
• Provide managers with tools, templates, and procedural guidance related to evaluations.
• Maintain performance documentation within HR systems.
Support managers through employee relations concerns, performance issues, and progressive discipline matters.

Compliance & Administration

• Ensure compliance with applicable laws and regulations, including FMLA, ACA, ERISA, COBRA, HIPAA, and workers’ compensation requirements.
• Support audits, reporting, and internal reviews related to benefits and leave programs.
• Execute Human Resources policies and procedures in alignment with organizational standards.

Other

• Perform other duties as assigned.

Knowledge and Skills

Broad knowledge and experience in:

• Employee benefits administration, leave management, and workers’ compensation
• Ensuring compliance with federal and state employment and benefits regulations
• Maintaining strict confidentiality and handle sensitive information
• Strong written and verbal communication skills
• Ability to manage multiple priorities and meet deadlines
• Strong attention to detail and organizational skills
• Proficiency in HRIS, electronic benefits platforms, payroll systems, and Microsoft Office suite
• Ability to work collaboratively and build effective relationships
• Ability to manage multiple priorities and meet deadlines

Minimum Qualifications

• Bachelor’s degree from an accredited college or university in Human Resources, Business Administration, or a related field; or
• Equivalent combination of education and significant related experience (five or more years) in benefits, leave, or human resources administration
• Experience with HRIS and benefits platforms required

Other

• Primarily an office position with some local travel (exposure to normal traffic hazards).
• Ability to lift and carry up to 25 pounds. Regular and reliable attendance required.