Job ID: TT141385814
Location: Florence, KY
Employment Type: Permanent
Date Added: 08/18/2026
POSITION SUMMARY
The Onsite Staffing Coordinator is responsible for supporting day-to-day staffing operations at the client location while serving as a key point of contact for associates and client leadership. This position requires a visible, proactive, and purposeful onsite presence focused on recruiting, associate engagement, retention, performance, and client satisfaction.
The goal of the onsite position is not simply to be present at the facility, but to actively engage with associates and leadership, identify concerns, gather feedback, and take action.
PART TIME
Monday-Friday 20 hours per week.
split shift: 2-3 hours in the morning (7am-10a) and 2-3 hours in the afternoon (4:30pm-7pm)
KEY RESPONSIBILITIES RECRUITING & STAFFING
- Place outbound recruiting calls to prospective candidates to generate applicant flow and support current hiring needs. Follow up with applicants, previous candidates, referrals, and other recruiting leads.
- Conduct onsite interviews and determine candidate suitability based on job requirements, availability, experience, attendance expectations, and overall fit.
- Clearly communicate job duties, schedules, pay rates, attendance expectations, physical requirements, and workplace policies.
- Maintain an active candidate pipeline to quickly respond to open positions and replacement needs.
- Assist with new-start coordination, orientation, and first-day check-ins.
- Conduct confirmation calls and follow-up with scheduled candidates to reduce interview and first-day no-shows.
ASSOCIATE ENGAGEMENT & RETENTION
- Build professional relationships with associates and maintain an approachable onsite presence.
- Conduct regular associate check-ins to understand how employees are doing on assignment.
- Counsel associates regarding attendance, performance, conduct, workplace expectations, and assignment-related concerns.
- Document coaching, counseling, corrective actions, and significant associate conversations. Identify employees who may be at risk of leaving and proactively address concerns when possible.
- Gather feedback regarding training, supervision, workload, scheduling, job expectations, and overall associate experience.
- Recognize strong performance and encourage associate engagement and retention.
MEASURES OF SUCCESS
- Applicant and candidate activity
- Outbound recruiting calls
- Interviews conducted Fill rate and staffing levels
- New-start show rate
- Attendance and no-call/no-show trends
- Associate retention and turnover
- Quality and consistency of floor walks
- Associate engagement and documented follow-up
- Timely resolution of associate and client concerns
- Responsiveness to client requests
- Communication with client leadership
- Accuracy and timeliness of documentation
PURPOSEFUL FLOOR WALKS
- Floor walks should have a specific purpose and expected outcome. Walk the production floor regularly to engage associates and client leadership.
- Ask associates meaningful questions about their assignment, training, workload, leadership, and overall experience.
- Observe associate engagement, attendance, productivity, PPE compliance, and workplace expectations. Obtain real-time feedback from client supervisors regarding associate performance.
- Identify attendance, performance, safety, or retention concerns before they become larger issues.
- Follow up on concerns identified during floor walks and communicate actions taken.
- Use information gathered during floor walks to identify trends and opportunities for improvement.
CLIENT & OPERATIONAL SUPPORT
- Maintain consistent communication with client supervisors and management.
- Discuss staffing levels, attendance, performance, new starts, upcoming needs, and associate concerns.
- Respond promptly to staffing changes and client requests.
- Track call-offs, no-shows, assignment endings, and replacement needs.
- Communicate recurring trends or concerns to staffing leadership and recommend corrective actions.
- Ensure associates understand and follow client and staffing agency policies.
- Immediately escalate significant safety, employee relations, or client concerns.
QUALIFICATIONS
- Strong communication and interpersonal skills
- Ability to recruit, interview, coach, and counsel employees professionally
- Comfortable working within a warehouse, manufacturing, or distribution environment
- Strong organizational and follow-up skills
- Ability to manage multiple priorities in a fast-paced environment
- Comfortable making outbound recruiting calls and engaging prospective candidates
- Proficient with email, basic computer systems, and workforce-management systems Staffing, recruiting, HR, customer service, or onsite workforce experience preferred
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