People Operations Coordinator, Athletics

Position Summary

The People Operations Coordinator owns the day-to-day people operations of the business office — the systems, records, and logistics that make employment here work well. This role covers an employee's full lifecycle: the paperwork and equipment that get a new hire productive on day one, the access and records that keep them supported, and a clean, complete exit when they leave. People operations here means the practical layer, not policy-setting: building repeatable processes, keeping accurate records, and being the person staff can get a fast, correct answer from.

This is a non-benefited position not to exceed 1,000 hours in a calendar year.

Essential Functions

Onboarding

• Collect and verify new hire paperwork, including I-9 verification

• Perform onboarding checklist with supervisor and newly hired employee

• Coordinate first-day logistics: workspace setup, orientation scheduling, introductions

• Maintain department email lists

Offboarding

• Run offboarding checklists: equipment return, key and badge collection, account deactivation

• Update org charts, distribution lists, and directories

Technology & Equipment

• Maintain the inventory of laptops, monitors, etc. — assignment, condition, and location

Keys, Badges & Facility Access

• Issue, track, and collect keys, IDs

Taxable Benefits Administration

• Track and report taxable fringe benefits issued to staff, including:

  • Complimentary employee admissions

  • Apparel and equipment allotments

  • Postseason and championship travel

Required Qualifications

• Office administrative experience

Work Schedule

PT 20 hours a week

Hourly Rate:
The hourly rate for the position is $20.00.

The University of Denver has provided a compensation range that represents its good faith estimate of what the University may pay for the position at the time of posting. The University may ultimately pay more or less than the posted compensation range. The salary offered to the selected candidate will be determined based on factors such as the qualifications of the selected candidate, departmental budget availability, internal salary equity considerations, and available market information, but not based on a candidate’s sex or any other protected status.