Regional HR Coordinator - Midwest

Location: St. Louis, MO

Company: DFC Manufacturing Group

Department: Human Resources

Reports to: HR Business Partner

Travel Requirement: 10% to our division sites

DFC Manufacturing Group is part of a broader, rapidly expanding platform under Confluent Holdings, supporting a growing portfolio of businesses across multiple industries. This role will be posted through DFC Manufacturing Group and will support a broader Confluent Holdings corporate HR model across the Midwest, including evolving business needs across affiliated subsidiaries.

We are looking for a Regional HR Coordinator – Midwest to join our team and help support a fast-moving, growth-oriented organization. This is an excellent opportunity for someone who wants to build a strong foundation in Human Resources while gaining exposure to a broad range of HR functions in a multi-site environment.

The HR Coordinator is the operational backbone of the HR function. While the HR Business Partner focuses on strategy and leadership partnership, this role keeps the day-to-day HR function moving — accurately processing transactions, supporting employees with routine HR needs, maintaining data integrity, and ensuring nothing falls through the cracks. The position is designed as a developmental stepping stone toward an HR Generalist career path.

The Regional HR Coordinator provides day-to-day operational support to the HR Business Partner and broader HR team. This role is responsible for executing core HR transactions with accuracy and consistency, including HRIS data management, payroll processing support, recruiting coordination, onboarding administration, leave tracking, reporting, employee recordkeeping, and compliance support. The role also serves as a key point of contact for employees on routine HR matters and plays an important role in maintaining the administrative reliability the HR function depends on.

• Serve as the first point of contact for employees on routine HR questions related to policies, benefits, payroll, leave, and general HR matters, while escalating complex or sensitive issues appropriately to the HR Business Partner.
• Maintain accurate and confidential employee records in HRIS and personnel files, including processing new hires, status changes, pay rate adjustments, garnishments, and terminations with a high degree of accuracy and timeliness.
• Support payroll processing by reviewing timekeeping records, submitting pay rate changes and deductions, coordinating corrections, and ensuring approved updates are reflected accurately before processing deadlines.
• Provide recruiting support including posting positions, screening applications, scheduling interviews, coordinating assessments, and supporting offer letter preparation to help create a consistent and professional candidate experience.
• Administer the new hire onboarding process end-to-end, including offer letters, background checks, new hire paperwork, I-9 verification, benefits enrollment coordination, orientation scheduling, and first-day logistics.
• Track compliance requirements including training completions, certifications, labor law postings, and audit-ready documentation, while identifying and escalating gaps for resolution.
• Prepare and maintain routine HR reports such as headcount, turnover, absenteeism, and recruiting metrics, and respond to ad hoc reporting requests from HR and leadership.
• Process and track employee leave of absence requests, including FMLA, personal leave, and other approved absences, while coordinating timely documentation, HRIS updates, and return-to-work follow-through.
• Support employee engagement initiatives, recognition programs, internal HR communications, and logistics related to company events, surveys, and culture-building activities.
• Support workers’ compensation claim administration by coordinating initial documentation, maintaining claim records, and following up with employees, the HR Business Partner, and carriers or administrators.
• Provide administrative support for employee relations matters, corrective actions, policy rollouts, investigations, and disciplinary documentation as directed by the HR Business Partner.

• High school diploma or equivalent required; Associate’s or Bachelor’s degree in Human Resources, Business Administration, or a related field preferred.
• Minimum of one year of experience in an HR support or HR coordination role preferred.
• Experience with HRIS data entry, recruiting coordination, and onboarding administration preferred.
• Manufacturing or industrial environment experience is a plus.
• SHRM-CP or PHR certification, or active pursuit of certification, is a plus.

We are looking for someone who brings:

• strong organizational skills and attention to detail,
• the ability to manage multiple priorities and meet deadlines with minimal supervision,
• professionalism, discretion, and sound judgment when handling sensitive employee information,
• strong communication and active listening skills,
• a collaborative, team-first mindset,
• problem-solving ability and a willingness to continuously improve,
• proficiency in Microsoft Office and HRIS systems, along with the ability to learn new systems quickly.

This position reports directly to the HR Business Partner and operates as an individual contributor within the broader HR function. All work is performed under the direction of the HR Business Partner, with exposure to a wide range of HR processes and business initiatives.

This is an opportunity to join a growing organization where HR plays a meaningful role in supporting employees, leaders, and business operations. For the right candidate, this position offers broad exposure, strong developmental potential, and the chance to grow within a dynamic, expanding platform.

• If you are organized, dependable, people-focused, and ready to build your HR career in a multi-site environment, we encourage you to apply.