Job Details

Level: Entry

Position Type: 30-40 hours/week - Temporary Employment - Approx. January 2026 - May 2026

Salary Range $15.35/hour

Travel %: In-Town

Job Shift: Day (M-F), approx. 8:00am - 5:00pm

Job Categories: Human Resources

Location: Margaret H Molloy Administration Building, 602 E 22nd St, Tucson, AZ 85713

Classification: Hourly

Supervisor: Recruitment and Onboarding Coordinator

Supervises: None

Job Summary:

Child-Parent Centers (CPC) is seeking professionals who share our values and principles for building trusting relationships with children, families, and colleagues. Successful candidates welcome individual differences and perspectives, respect cultural and linguistic backgrounds, and are sensitive to current circumstances. Candidates display a commitment to teamwork, open communication, and are eager to work in a fast-paced, high quality non-profit human services environment.

Under the general direction of the Recruitment & Onboarding Coordinator, the Recruitment and Onboarding Clerk (RO clerk) implements ongoing cyclical activities related to applicant tracking and recruitment including screening, qualifying, and scheduling applicants for interviews. This position also supports applicants with onboarding activities as necessary. The RO clerk will complete most of the day-to-day work using the agency's HR information system and must be able to navigate and complete steps within the system with minimal supervision, in a timely manner, with a high level of accuracy. The RO clerk must understand and follow legal requirements, pay attention to detail, use good judgement, maintain confidentiality, exhibit a high level of professionalism, and be able to manage interruptions quickly to get back on schedule. The agency's recruitment and onboarding are fast-paced, dynamic, challenging, and offers the RO clerk the opportunity to meet new people and enjoy fun and interesting experiences.

Benefits:

• Arizona's Paid Sick - up to 5 days paid per year.

Minimum Qualifications:

• High school diploma or GED
• One to three (1-3) years of experience working with an applicant tracking system.
• Intermediate level skill in the use of Microsoft Office (Outlook, Word, Excel, PowerPoint, and Publisher)

Competencies:

• Technology
• Decision Making & Judgment
• Accountability & Dependability
• Adaptability & Flexibility
• Thoroughness & Attention to Detail
• Self-Management
• Self-Motivation
• Confidentiality
• Ethical Practice
• Customer Service
• Communication

Other Requirements (post hire)

• Provide proof of immunizations: MMR (Measles, Mumps, Rubella), Tdap (adult Tetanus, Diphtheria, Pertussis), and a Tuberculosis self-assessment.
• Able to pass a company paid physical exam prior to starting work.
• Able to pass a criminal background check.
• Must be able to prove the right to work in the USA by providing appropriate documents to complete the Federal I-9 form.

Desired Qualifications:

• Possess an Associate's Degree from a recognized educational institute in the field of Human Resources, Business, Records Management, or agreed equivalent that supports high quality implementation of our program as determined by the agency (Official or unofficial transcript must be attached to the employment application).
• Read, write, and speak Spanish.
• SHRM certification.
• Experience working with "client" permission in Paycom.

Work Environment:

• Administrative office setting

Physical Requirements:

Frequently

• Sitting for extended periods
• Viewing computer monitor and typing on keyboard for more than 30 minutes at a time
• Clerical duties (writing, filing, copying, etc.)

Occasionally

• Standing for extended periods (more than 30 minutes)
• Workday begins prior to 8:00am and/or ends after 7:00pm

Job Specific Duties and Responsibilities

Recruitment and Onboarding duties:

• Screen and process applications within the HR information system HRIS on a daily basis.
• Conduct pre-interview background checks.
• Qualify applicants based on the minimum requirements for experience and education.
• Comply with agency policies and procedures with particular attention to Personnel Policies and Procedures and the Employee handbook.
• Identify any concerns with HRIS systems that may require new procedures or modification of existing procedures and recommend necessary changes to the Recruitment & Onboarding Coordinator.

Supervision:

• Identify self-growth, development goals, and strategies for achievement with support and input from supervisor.
• Commit and participate in consistent and planned meetings with supervisors to further professional growth by seeking feedback, reflecting on and assessing own practice, and taking advantage of opportunities to improve skills and knowledge.

Recordkeeping, Monitoring, and Reporting:

• Perform a wide range of duties related to the maintenance and processing of employment applications, interviews, and new hire files.
• Maintain complete and accurate HRIS and electronic applicant files (as needed) using computer, scanner, or other data entry devices to enter or upload data from source documents into the HRIS and/or electronic storage files using approved and standardized naming protocols.
• Conduct on-going monitoring of own work in the HRIS for accuracy, completeness, and quality. Report systemic issues and recommendations for improvement to supervisor and HR director.
• Create, edit, and run reports from the HRIS per schedule or as requested and distribute to HR staff or others as directed.
• Review, identify, and resolve errors in source documents with document originator.
• Monitor application records for accuracy and completeness of files.

Leadership, Management, and Teamwork:

• Participate in the human resources team and contribute to the decision-making process for program improvement, strategic initiatives, professional development, budget, governance, audit, and agency self-assessment.
• Participate in the Administrative Services Unit team and contribute ideas and input for integrated policies, procedures and services.
• Participate in the HR group meetings to understand priority recruitment activities and strategies. Follow through on recommended and assigned tasks.
• Develop and maintain understanding of the Office of Head Start Performance Standards and the implications and interactions with HR systems and practices. Communicate ideas, trends, and issues with the ROC.
• Make prudent use of resources by monitoring consumption, minimizing waste, and offering suggestions for improving program efficiency.
• Help with the process of uploading new/updated department documents to the Information Portal as needed.
• Work independently and within a team on special non-recurring and ongoing projects.
• Avoid legal challenges by complying with legal requirements.
• Perform other duties as assigned by supervisor, department director, or Chief Operations Officer.

Responsibilities for all Child-Parent Centers, Inc.:

• Understand and model the agency's vision, mission, and philosophy within the agency and the community.
• Demonstrate approachability, ownership, accountability, and life-long learning.
• Use the agency's communication and problem-solving approach.
  • Seek perspective of others.
  • Identify emerging issues and contribute new knowledge.
  • Work to de-escalate when emotions and stakes are high.
• Maintain professional behavior and relationships with internal and external stakeholders.
• Use agency systems and technologies to accomplish work.
• Maintain a high level of attendance to support ongoing service delivery.
• Recognizes children's safety as the first responsibility of all staff and acts swiftly to ensure no child is unsupervised.
• Implement agency policies and procedures for safeguarding confidential or sensitive information about employees and/or program participants. Restrict access to paper or electronic documents to those with a need to know.
• Performs other duties as assigned.

Please Note: This job description is not designed to cover or contain a comprehensive listing of activities, duties, or responsibilities that are required of the employee for this job. Duties, responsibilities, and activities may change at any time with or without notice. This job opening is intended to provide information about the position for employee recruitment purposes only and is not intended to be the basis of any employee contract.

Child-Parent Centers, Inc. is an Equal Opportunity/Affirmative Action Employer

Public and In-house Recruitment