At CompucomStaffing, you’re more than just a number. Our employee relationship managers support you throughout your engagement, providing career guidance and reemployment assistance.
Our client has a brand new opportunity for a qualified Senior Project Coordinator to join their team for a remote position.
The Sr. Project Coordinator is responsible for ensuring the customer needs are satisfied through specific deliverables for small to large sized projects. This position will provide a positive and fulfilling level of customer support while ensuring that all aspects of agreed service are adhered to, maintained, and improved upon. The ideal candidate is an organized and analytical individual with excellent verbal and written communication.
Duties and Responsibilities:
- Coordinate routine project activities to ensure the project is on schedule
- Monitor project timeline, activity, and project deliverables, reporting on progress to project managers and leadership
- Communicate any issues to project managers
- Perform basic triage for techs based on documented procedure and handle technician escalation calls from the field
- Perform project SLA management
- Other projects and assignments may result and be assigned to accommodate the changing needs of the department and the company
Skills and Qualifications:
- Associates degree preferred
- High school diploma or equivalent required
- Minimum 6+ years of related experience in areas such as help desk, sales customer service, computer support or project management
- Solid understanding of project administration and documentation
- Microsoft Office Knowledge
Wage Range:
The rate for this position is between $37.50 - $50.00 per hour, unless local minimum wage is higher. Factors which may affect starting pay within this range may include geography/market, skills, education, experience and other qualifications of the successful candidate.
Benefits:
The Company offers a comprehensive benefit package that you can elect into including but not limited to the following benefits, subject to applicable eligibility requirements: medical insurance, dental insurance, vision insurance, life insurance, AD&D insurance, disability plans, Employee Assistance Program, paid holidays (up to 6 days annually), paid time off (minimum of 10 days annually), paid parental leave (minimum of 10 days annually), 401(k), FSA/HSA pre-tax benefits.
The compensation and benefits information is accurate as of the date of this posting. The Company reserves the right to modify this information at any time, with or without notice, subject to applicable law.
W2 only, no Corp to Corp.
Equal Employment Opportunity: CompucomStaffing™, a division of CompuCom® Systems, Inc., is an Equal Opportunity Employer. We provide IT staffing services and solutions to Fortune 1000 companies as well as small and medium business. For more information, visit www.compucom.com.
Work Authorization: Candidates must be authorized to work in the United States without the need for current or future employer sponsorship.
Arizona Applicants: TO THE EXTENT REQUIRED BY APPLICABLE LAW, THE COMPANY MAINTAINS A SMOKE-FREE WORKPLACE.
California Residents: PLEASE REVIEW THE CALIFORNIA CONSUMER PRIVACY ACT NOTICE.
We will consider for employment all qualified applicants, including those with criminal histories, arrest, and conviction records in a manner consistent with the requirements of applicable state and local laws. This includes the City of Los Angeles Fair Chance Initiative for Hiring Ordinance as well as the San Francisco Fair Chance Ordinance.
Maryland Applicants: UNDER MARYLAND LAW, AN EMPLOYER MAY NOT REQUIRE OR DEMAND, AS A CONDITION OF EMPLOYMENT, PROSPECTIVE EMPLOYMENT OR CONTINUED EMPLOYMENT, THAT AN INDIVIDUAL SUBMIT TO OR TAKE A LIE DETECTOR OR SIMILAR TEST. AN EMPLOYER WHO VIOLATES THIS LAW IS GUILTY OF A MISDEMEANOR AND SUBJECT TO A FINE NOT EXCEEDING $100.
Massachusetts Applicants: IT IS UNLAWFUL IN MASSACHUSETTS TO REQUIRE OR ADMINISTER A LIE DETECTOR TEST AS A CONDITION OF EMPLOYMENT OR CONTINUED EMPLOYMENT. AN EMPLOYER WHO VIOLATES THIS LAW SHALL BE SUBJECT TO CRIMINAL PENALTIES AND CIVIL LIABILITY.
Rhode Island Applicants: THE COMPANY IS SUBJECT TO CHAPTERS 29-38 OF TITLE 28 OF THE GENERAL LAWS OF RHODE ISLAND, AND IS THEREFORE COVERED BY THE STATE’S WORKERS’ COMPENSATION LAW.
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