Puget Collision

Role Description The Central Admin Coordinator provides dedicated support to the Central Admin team by issuing virtual credit cards (VCCs), reconciling VCC transactions, and supporting accurate file flow across all shops. This role ensures timely, accurate processing of VCC requests so that Central Admin Specialists remain focused on repair order audits and file closing. The Central Admin Coordinator reports to the Central Admin Leader and works day-to-day alongside Central Admin Specialists. During VCC downtime, the Coordinator supports audit workload as a trained backup and assists with other administrative projects as assigned. This is an entry-level role intended to build foundational knowledge of Puget’s administrative processes, with opportunity to grow within the Central Admin team as the company expands. Qualifications - Prior administrative, accounting, or office experience preferred; entry-level candidates with strong attention to detail will be considered. - Collision industry or CCC One experience is a plus, not required. - Proficiency using Microsoft 365 applications (Excel, Teams, Outlook, SharePoint). - Strong attention to detail and accuracy when handling financial transactions. - Organized, reliable, and able to manage a steady volume of time-sensitive requests. - Clear written and verbal communication skills. - High level of integrity and ability to maintain confidentiality of company and employee information at all times. - Willingness to learn audit processes and support broader Central Admin functions as needed. Requirements - Issue virtual credit cards (VCCs) accurately and on time in response to shop requests across all regions. - Reconcile VCC transactions using the reconciliation tool and established workflows, flagging discrepancies for review. - Communicate with shop teams, estimators, and parts personnel to clarify VCC requests and resolve routine issuing questions. - Maintain organized records of VCC activity, ensuring documentation is complete and ready for audit review. - Support the Central Admin team by serving as a trained backup for repair order audits during VCC downtime. - Escalate unusual requests, patterns, or potential errors to the Central Admin Leader. - Follow company policies, insurer requirements, and internal procedures related to VCC issuance and documentation. - Assist with administrative projects, reporting, or process improvements as assigned by the Central Admin Leader. - Participate in ongoing training to build familiarity with audit processes, file closing, and Central Admin workflows. Company Description

Role Description The HR Manager is responsible for leading the organization’s employee relations, performance management, and compliance functions. This role is ideal for an HR professional who excels at navigating complex workplace issues, coaching leaders, and ensuring consistent, legally compliant HR practices. The HR Manager will oversee: - Performance reviews - Progressive discipline - Conflict resolution - Investigations - Employment law compliance - Workers’ compensation - Leave of absence programs - Termination processes Qualifications - Bachelor’s degree in Human Resources, Business Administration, or related field; HR certification (PHR/SPHR/SHRM-CP/SHRM-SCP) preferred. - 5+ years of HR experience with a strong focus on employee relations, investigations, performance management, and compliance. - Strong knowledge of federal and state employment laws. - Exceptional communication, documentation, and interpersonal skills. - Proven ability to coach leaders, resolve conflict, and navigate sensitive situations with professionalism and discretion. - Experience managing workers’ compensation, leaves of absence, and unemployment claims. - Proficiency in Microsoft Office Suite (Word, Excel, Outlook). Requirements - Lead the full performance review cycle, including goal setting, mid-year reviews, annual evaluations, and performance calibration. - Train and coach managers on delivering effective feedback, documenting performance concerns, and supporting employee development. - Monitor performance trends and partner with leadership to proactively address performance gaps. - Enhance performance management tools, templates, and training materials. - Oversee the organization’s progressive discipline process to ensure fairness, consistency, and compliance. - Guide managers through verbal warnings, written warnings, performance improvement plans (PIPs), and termination recommendations. - Review all corrective action documentation for accuracy, clarity, and risk mitigation. - Maintain confidential, detailed records of all disciplinary actions. - Serve as the primary point of contact for employee relations concerns, providing objective guidance and conflict-resolution support. - Facilitate mediation between employees and managers to resolve workplace issues and restore productive working relationships. - Identify patterns or systemic issues and recommend solutions that strengthen culture and engagement. - Provide leadership coaching on communication, accountability, and effective people management. - Conduct impartial, thorough investigations into allegations of misconduct, harassment, discrimination, retaliation, or policy violations. - Interview employees, gather evidence, analyze findings, and prepare clear, well-structured investigation reports. - Recommend appropriate corrective actions and partner with legal counsel when necessary. - Ensure investigations are completed promptly, consistently, and in compliance with company policy and employment law. - Develop and deliver training for managers on performance management, documentation, conflict resolution, employment law basics, and HR policies. - Coach leaders on handling difficult conversations, building accountability, and strengthening team culture. - Support leadership development initiatives and organizational training programs. - Ensure HR practices comply with federal, state, and local employment laws. - Monitor regulatory changes and update policies, procedures, and training accordingly. - Partner with legal counsel on complex employee relations matters and high-risk decisions. - Support compliance audits, reporting, and recordkeeping. - Manage workers’ compensation claims from initial report through closure, partnering with carriers, managers, and employees. - Coordinate return-to-work and light-duty programs. - Ensure compliance with safety regulations and maintain required documentation. - Guide managers through the termination process, ensuring fairness, consistency, and legal compliance. - Conduct exit meetings if necessary and ensure proper documentation and communication. - Manage unemployment claims, by representing the company in unemployment hearings when necessary. - Oversee leave programs including FMLA, ADA, state-specific leaves, and company policies. - Coordinate with employees, managers, and third-party administrators to ensure accurate tracking and compliance. - Provide guidance on return-to-work processes and reasonable accommodations. Benefits - Ability to work independently in a remote environment. - Adaptability in a growing organization. - Periodic travel (estimated 10–20%) may be required to support newly acquired locations, onboarding efforts, and HR integration activities. - Travel frequency may increase temporarily during acquisition onboarding periods.

This description is a summary of our understanding of the job description. Click on 'Apply' button to find out more. Role Description The HR Coordinator supports the day-to-day operations of the Human Resources department for a growing multi-state collision repair organization. This role provides administrative and operational HR support including: - Employee onboarding - Documentation management - HRIS updates - Compliance tracking - Coordination of HR programs The HR Coordinator plays a key role in supporting acquisition integration efforts by assisting with onboarding of newly acquired employees, ensuring proper documentation, and helping maintain consistent HR practices across locations. This position works closely with the Human Resources Business Partner to ensure HR processes run efficiently and employees receive timely support. Travel: Up to 10–20% travel statewide may be required to support acquisition onboarding and integration FLSA Status: Non-Exempt Work Location: Full Time or Remote – West Coast Qualifications - 2–5 years of experience in Human Resources coordination, HR operations, or general office administration. - Preferred experience supporting onboarding and HR documentation processes. - Experience with ADP Workforce Now or similar HRIS systems preferred. Requirements - Strong organizational and documentation management skills. - Excellent written and verbal communication skills. - Ability to manage multiple tasks and deadlines in a fast-paced environment. - Proficiency in Microsoft Office Suite (Word, Excel, Outlook). - Ability to maintain confidentiality and handle sensitive employee information. Benefits - Strong attention to detail - Organizational and administrative excellence - Effective communication and employee support - Confidentiality and professionalism - Ability to work independently in a remote environment - Adaptability in a growing organization Work Environment & Travel This is an in office or remote-based position depending on location for supporting a multi-state workforce. Periodic travel (estimated 10–20%) may be required to support newly acquired locations, onboarding efforts, and HR integration activities. Travel frequency may increase temporarily during acquisition onboarding periods.