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3,902,668,440 | HR | Sr Human Resource Generalist | SUMMARY
THE SR. HR GENERALIST PROVIDES HR EXPERTISE ACROSS VARIOUS FUNCTIONS INCLUDING EMPLOYEE RELATIONS, TALENT ACQUISITION, PERFORMANCE MANAGEMENT, PAYROLL, COMPENSATION AND BENEFITS. THE SR. HR GENERALIST HAS RESPONSIBILITIES THAT ARE STRATEGIC, ADMINISTRATIVE, AND CONSULTATIVE. THIS ROLE PROVIDES CONSULTATIVE HR BUSINESS PARTNER SUPPORT TO ASSIGNED BUSINESS UNITS ACROSS ALL ASPECTS OF THE EMPLOYEE LIFE CYCLE. THIS ROLE ALSO SUPPORTS HR OPERATIONS WITH WEEKLY PAYROLL PROCESSING. THE SR. HR GENERALIST IS ALSO RESPONSIBLE FOR DEVELOPING AND IMPLEMENTING HR SOLUTIONS THAT ALIGN WITH THE COMPANY'S GOALS, ENSURING A HIGH LEVEL OF EMPLOYEE ENGAGEMENT, AND FOSTERING A POSITIVE AND INCLUSIVE WORKPLACE CULTURE.
KEY RESPONSIBILITIES:
· CONSULT WITH ASSIGNED BUSINESS PARTNERS ON ALL ASPECTS OF HR. · FACILITATE AND COMMUNICATE ORGANIZATIONAL POLICIES AND PROGRAMS TO ASSIGNED BUSINESS PARTNERS AND ENSURE LABOR LAW AND REGULATORY COMPLIANCE.· PARTNER WITH BUSINESS LEADERS IN ASSIGNED AREAS TO UNDERSTAND ORGANIZATIONAL GOALS AND DEVELOP HR STRATEGIES THAT ALIGN WITH BUSINESS OBJECTIVES.· CONTRIBUTE TO THE CREATION AND IMPLEMENTATION OF POLICIES AND PROCEDURES GOVERNING EMPLOYEES.· ASSIST IN DESIGNING AND IMPLEMENTING PERFORMANCE MANAGEMENT FRAMEWORKS AND PROCESSES TO DRIVE EMPLOYEE ENGAGEMENT AND PRODUCTIVITY AND ACHIEVE BUSINESS GOALS.· TRAIN AND PARTNER WITH LEADERS ON SUPERVISORY RESPONSIBILITIES.· CONDUCT INVESTIGATIONS INTO EMPLOYEE COMPLAINTS OR GRIEVANCES, ENSURING FAIR AND CONSISTENT RESOLUTION IN ACCORDANCE WITH COMPANY POLICIES AND LEGAL REQUIREMENTS.· NAVIGATE COMPLEX HR RELATED SITUATIONS AND CONTRIBUTE TO DECISION MAKING.· COLLABORATE WITH HIRING MANAGERS IN ASSIGNED BUSINESS UNITS TO IDENTIFY STAFFING NEEDS AND DEVELOP RECRUITMENT STRATEGIES TO ATTRACT TOP TALENT.· CONDUCT RECRUITMENT, INCLUDING SOURCING, SCREENING AND SELECTION FOR SELECTED ROLES.· CREATE AND REVISE JOB DESCRIPTIONS TO ALIGN WITH ORGANIZATIONAL NEEDS.· PARTNER WITH LEARNING AND DEVELOPMENT TO SUPPORT THE DEVELOPMENT AND IMPLEMENTATION OF EMPLOYEE DEVELOPMENT PROGRAMS AND TRAINING INITIATIVES.· SUPPORT HR OPERATIONS IN THE ADMINISTRATION OF HEALTH, WELFARE, AND 401K PLANS.· IDENTIFY OPPORTUNITIES TO IMPROVE THE EMPLOYEE EXPERIENCE AND DEVELOP AND IMPLEMENT SOLUTIONS.· PROCESS WEEKLY PAYROLL AS NEEDED.· ENSURE COMPLIANCE WITH FEDERAL, STATE, AND LOCAL PAYROLL REGULATIONS AND COMPANY POLICIES.· ASSIST IN THE DEVELOPMENT AND IMPLEMENTATION OF HR POLICIES AND PROCEDURES, ENSURING COMPLIANCE WITH APPLICABLE LAWS AND REGULATIONS.· SEEK OUT LEARNING AND PROFESSIONAL DEVELOPMENT OPPORTUNITIES TO STAY CURRENT WITH HR TRENDS AND ENSURE COMPLIANCE WITH EMPLOYMENT LAWS AND REGULATIONS. · PARTICIPATE IN HR AUDITS AND ASSESSMENTS TO IDENTIFY AREAS FOR IMPROVEMENT AND ENSURE HR PRACTICES ARE CONSISTENT AND EQUITABLE.
QUALIFICATIONS:
· IN-DEPTH KNOWLEDGE OF EMPLOYMENT LAWS AND REGULATIONS, INCLUDING BUT NOT LIMITED TO FMLA, ADA, FLSA, ERISA AND EEOC GUIDELINES.STRONG ANALYTICAL SKILLS WITH THE ABILITY TO INTERPRET DATA AND GENERATE ACTIONABLE INSIGHTS.· DEMONSTRATED ABILITY TO BUILD STRONG RELATIONSHIPS AND INFLUENCE STAKEHOLDERS AT ALL LEVELS OF THE ORGANIZATION.KNOWLEDGE OF PAYROLL PROCESSING.SKILL IN DETAIL ORIENTATION AND ACCURACY IN PROCESSING PAYROLL DATA.KNOWLEDGE OF PERFORMANCE MANAGEMENT FRAMEWORKS AND PROCESSES.· SKILLS IN JOB DESIGN AND WRITING JOB DESCRIPTIONS.SKILLS IN SALARY ADMINISTRATION.SKILL IN EMPLOYEE BENEFITS ADMINISTRATION. · EXCELLENT COMMUNICATION AND INTERPERSONAL SKILLS, WITH THE ABILITY TO COLLABORATE EFFECTIVELY WITH CROSS-FUNCTIONAL TEAMS.• ABILITY TO INFLUENCE AND MANAGE CHANGE. • PROFICIENCY IN ADMINISTERING HR ACTIONS, INCLUDING PAYROLL IN A HUMAN CAPITAL MANAGEMENT SYSTEM.· DEMONSTRATED ABILITY TO HANDLE CONFIDENTIAL INFORMATION WITH DISCRETION AND PROFESSIONALISM.· HIGH DEGREE OF INTELLECTUAL CURIOSITY AND DRIVE TO CONTINUOUSLY LEARN AND DEVELOP.
EDUCATION
BACHELOR'S DEGREE IN HUMAN RESOURCES, BUSINESS ADMINISTRATION, OR A RELATED FIELD REQUIRED. LICENSES AND CERTIFICATIONS· CURRENT HR CERTIFICATION (E.G., SHRM-CP OR SCP, PHR OR SPHR) REQUIRED.
EXPERIENCE
· MINIMUM OF SIX (6) YEARS OF EXPERIENCE IN HR ROLES, WITH A FOCUS ON HR GENERALIST RESPONSIBILITIES AND/OR HR BUSINESS PARTNER ROLES REQUIRED.· PAYROLL ADMINISTRATION EXPERIENCE REQUIRED.· EXPERIENCE ADMINISTERING DAYFORCE OR SIMILAR HCMS PREFERRED. OTHER MANAGE PEOPLE- NO | ['employee relations', 'talent acquisition', 'performance management', 'compensation and benefits', 'employment laws and regulations', 'analytical skills', 'employee benefits administration', 'HR policies and procedures', 'recruitment strategies', 'FMLA', 'ADA', 'communication', 'interpersonal skills', 'collaboration', 'influence', 'change management', 'professional development', 'payroll processing', 'job design', 'salary administration', 'human capital management system', 'HR audits and assessments', 'FLSA', 'ERISA', 'EEOC guidelines', 'confidentiality', 'intellectual curiosity'] |
3,905,823,748 | HR | Human Resources Manager | BE PART OF A STELLAR TEAM AT YSB AS THE MANAGER OF HUMAN RESOURCES. JOIN US AS YSB ENTERS A NEW AND VIBRANT ERA WITH THE COMPLETION OF THE YSB CENTER FOR YOUTH SUCCESS THIS SUMMER. AS PART OF THE SENIOR LEADERSHIP TEAM AT YSB, THE HR MANAGER WILL DEVELOP, LEAD, AND COORDINATE ALL ACTIVITIES UNDER THE HUMAN RESOURCES UMBRELLA.
THIS ROLE IS RESPONSIBLE FOR PLANNING, DEVELOPING, LEADING, AND COORDINATING ALL ACTIVITIES UNDER THE HUMAN RESOURCES UMBRELLA INCLUDING BUT NOT LIMITED TO TALENT ACQUISITION, COMPENSATION AND BENEFIT STRUCTURE, EMPLOYEE EXPERIENCE, PERFORMANCE MANAGEMENT, AND POLICY. MUST HAVE A THOROUGH UNDERSTANDING OF FEDERAL AND STATE LEGAL COMPLIANCE.
DUTIES/RESPONSIBILITIES:COLLABORATE WITH LEADERSHIP TO IDENTIFY PROPER STAFFING LEVELS; CREATE A RECRUITMENT STRATEGY BY DEVELOPING AND EXECUTING BEST PRACTICES IN TALENT ACQUISITION.ENSURE ALL ON-BOARDING ACTIVITIES FOLLOW LEGAL AND ORGANIZATIONAL POLICY INCLUDING PRE-EMPLOYMENT SCREENING, ORIENTATION, REQUIRED PAPERWORK.DEVELOP AND MAINTAIN EMPLOYEE PERFORMANCE TOOLS FOR PRODUCTIVITY, RECOGNITION, ENGAGEMENT, PERFORMANCE REVIEW, INVESTIGATIONS, AND DISCIPLINARY MATTERS.PARTICIPATE IN EMPLOYEE HEALTH AND SAFETY USING TRAINING AND DEVELOPMENT PLATFORMS.IMPLEMENT AND MONITOR THE ORGANIZATION'S COMPLIANCE OF FEDERAL, STATE, AND LOCAL EMPLOYMENT LAWS AND REGULATIONS, RECOMMEND BEST PRACTICES, REVIEW AND MODIFY POLICIES AND PRACTICES AS APPLICABLE TO MAINTAIN COMPLIANCE.PROCESS PAYROLL AND ALL REQUIRED ACTIVITIES.CREATE A SYSTEM FOR PERSONNEL RECORDS AND DOCUMENT RETENTION.FACILITATE AND MAINTAIN PROFESSIONAL DEVELOPMENT, TRAINING, AND CERTIFICATION ACTIVITIES FOR STAFF.ASSIGN TECHNOLOGY ASSETS TO STAFF.COLLECT AND MAINTAIN DOCUMENTS REQUIRED TO CREATE A DRIVER RECORD FOR ALL STAFF.RESPONSIBLE FOR ADMINISTRATION OF BENEFIT PACKAGE AND POINT OF CONTACT FOR STAFF.ASSIST ADMIN/FINANCE DIRECTOR IN OFF-BOARDING OF STAFF.ASSIST DURING AUDITS WITH PERSONNEL PROCESS AND DOCUMENTATION.COORDINATE WITH LEADERSHIP TO ATTRACT AND ON-BOARD INTERNS AND VOLUNTEERS.CONDUCT BACKGROUND CHECKS FOR INTERNS AND VOLUNTEERS, AS NEEDED.ENSURE ALL AGENCY HANDBOOKS, OPERATION MANUALS, AND PROGRAM MANUALS FOLLOW REGULATORY AND AGENCY GUIDELINES.ACT AS LIAISON TO ENSURE BEST PRACTICES, REGULATORY CHANGES, EMPLOYMENT LAW, TRENDS, ETC. ARE COMMUNICATED TO UPPER MANAGEMENT.PERFORMS OTHER DUTIES AS REQUIRED.
EDUCATION:BACHELOR'S (REQUIRED)
EXPERIENCE:
MICROSOFT OFFICE: 3 YEARS (REQUIRED)HUMAN RESOURCES: 2 YEARS (REQUIRED)
LICENSE/CERTIFICATION: SHRM -CP PREFERRED | ['Talent Acquisition', 'Employee Performance Management', 'Legal Compliance', 'Payroll Processing', 'Microsoft Office', 'Policy Development', 'Training and Development', 'Background Checks', 'Collaboration', 'Communication', 'Problem Solving', 'Leadership', 'Organizational Skills', 'Attention to Detail', 'Adaptability', 'SHRM-CP Certification'] |
3,905,854,799 | HR | Director of Human Resources | OUR CLIENT IS A THRIVING ORGANIZATION OFFERING A UNIQUE OPPORTUNITY FOR A DIRECTOR OF HUMAN RESOURCES TO JOIN ITS DYNAMIC TEAM. WITH A STRONG FOCUS ON EMPLOYEE OWNERSHIP, EXCEPTIONAL BENEFITS, AND A FAMILY-ORIENTED ENVIRONMENT. OUR CLIENT IS COMMITTED TO PROVIDING A REWARDING AND FULFILLING WORK EXPERIENCE. AS THE COMPANY CONTINUES TO GROW AND EXPAND, THERE ARE AMPLE OPPORTUNITIES FOR CAREER ADVANCEMENT WITHIN THE ORGANIZATION. **TOP REASONS TO JOIN OUR CLIENT:**1. **EMPLOYEE OWNERSHIP:** OUR CLIENT IS 33% ESOP (EMPLOYEE OWNED), OFFERING THE CHANCE TO THRIVE FROM THE COMPANY'S SUCCESS WITH A SHORT 3-YEAR VESTING PERIOD.2. **GREAT BENEFITS:** ENJOY 100% PAID HEALTH PREMIUMS FOR INDIVIDUALS AND FAMILIES, 401K MATCHING, VEHICLE/GAS BENEFITS, BONUSES, AND MORE.3. **SECURITY:** THE COMPANY HAS A STRONG OUTLOOK FOR THE FUTURE OF THE MARKET, PARTICULARLY IN GRID EXPANSION, UPGRADES, AND SOLAR FIELD CONSTRUCTION, WITH SUBSTANTIAL GROWTH OVER THE PAST 15 YEARS.4. **COMPETITIVENESS:** OUR CLIENT OFFERS FULL SUBCONTRACTOR ABILITIES, SERVING AS A ONE-STOP SHOP FOR ROW CONSTRUCTION, INCLUDING DRILLING.5. **FAMILY ORIENTED:** EMBRACE A CLOSE-KNIT COMPANY CULTURE WITH EASY ACCESS TO THE EXECUTIVE TEAM THROUGH AN OPEN DOOR POLICY.6. **CAREER ADVANCEMENT POTENTIAL:** BENEFIT FROM THE GROWTH OF THE COMPANY WITH AMPLE OPPORTUNITIES FOR CAREER PROGRESSION.
**JOB SUMMARY:**THE DIRECTOR OF HUMAN RESOURCES AT OUR CLIENT IS RESPONSIBLE FOR LEADING THE HUMAN RESOURCES FUNCTIONS, PROGRAMS, AND STAFF. THIS ROLE INVOLVES ENSURING THAT THE COMPANY IS RESOURCED TO EFFECTIVELY MEET CURRENT AND FUTURE WORKFORCE DEMANDS, PROVIDING "BEST IN CLASS" BENEFITS PROGRAMS, ENSURING CONTINUOUS IMPROVEMENT IN HR SYSTEMS, AND FOCUSING ON TALENT DEVELOPMENT TO BUILD AND SUSTAIN A HIGH-PERFORMANCE AND POSITIVE CULTURE. THE DIRECTOR OF HUMAN RESOURCES ACTS AS A KEY ADVISOR TO THE LEADERSHIP TEAM AND WORKS COLLABORATIVELY WITH ALL DEPARTMENTS TO ENSURE A COMMITMENT TO SAFETY, PROFESSIONALISM, AND FAIR AND CONSISTENT APPLICATION OF ALL POLICIES. **ESSENTIAL DUTIES AND RESPONSIBILITIES:**- ALIGN HUMAN RESOURCES FUNCTIONS TO IMPLEMENT STRATEGIC INITIATIVES AND EXECUTE BUSINESS PLANS.- OVERSEE ALL HUMAN RESOURCES FUNCTIONS INCLUDING RECRUITMENT, RETENTION, EMPLOYEE RELATIONS, DATA/RECORDS MANAGEMENT, TRAINING & DEVELOPMENT, PERFORMANCE MANAGEMENT, RECOGNITION, POLICY, AND BENEFITS.- ENSURE COMPLIANCE WITH ALL LAWS, RULES, AND REGULATIONS RELATING TO PERSONNEL PRACTICES.- LEAD AND SUPERVISE THE PAYROLL AND BENEFITS STAFF, CONDUCTING PERFORMANCE REVIEWS AND SETTING GOALS FOR THE DEPARTMENT.- FOSTER A TEAM-BASED WORK ENVIRONMENT THROUGH PROACTIVE COMMUNICATION, PARTICIPATION IN MEETINGS, AND DEVELOPMENT OF COLLABORATIVE RELATIONSHIPS.- ENSURE COMPLIANCE WITH STATE/FEDERAL/LOCAL REGULATIONS/LAWS INCLUDING FMLA, COBRA, ADA, EEO, I-9’S, E-VERIFY, ETC.- HANDLE EMPLOYEE RELATIONS ISSUES, CONDUCT INVESTIGATIONS, AND MAKE RECOMMENDATIONS AS WARRANTED.- STAY UPDATED ON EFFECTIVE HUMAN RESOURCES MANAGEMENT PRINCIPLES AND PRACTICES.- UPDATE AND MAINTAIN THE EMPLOYEE HANDBOOK, AND EXECUTE THE RANDOM DRUG TESTING PROGRAM IN CONJUNCTION WITH VENDORS. **COMPETENCY & ABILITY:**- EFFECTIVE COMMUNICATION SKILLS FOR DIFFERENT TYPES OF AUDIENCES, BOTH VERBALLY AND IN WRITING.- HIGH LEVEL OF ATTENTION TO DETAIL. **EXPERIENCE/EDUCATION/CERTIFICATION/LICENSE:**- BACHELOR’S DEGREE AND A MINIMUM OF EIGHT YEARS OF HUMAN RESOURCES GENERALIST EXPERIENCE, PREFERABLY IN CONSTRUCTION OR FIELD-BASED INDUSTRIES.- VALID DRIVER’S LICENSE WITH A GOOD DRIVING RECORD. **WHAT YOU NEED TO SUCCEED:**- STRONG VERBAL AND WRITTEN COMMUNICATION SKILLS.- DRIVE FOR ACHIEVING RESULTS AND ABILITY TO CONVEY A SENSE OF URGENCY WHEN APPROPRIATE.- STRONG TEAM-BUILDING, ORGANIZATION, AND ADMINISTRATION SKILLS WITH ATTENTION TO DETAIL.- HIGHLY PROFICIENT IN COMPUTER SKILLS.- ABILITY TO DEMONSTRATE ALIGNMENT WITH COMPANY CULTURE AND VALUES.- EXPERIENCE MANAGING MULTIPLE PROJECTS/JOBS AND WORKING DIRECTLY WITH CLIENTS/PROSPECTS.- EXCELLENT TIME AND PROJECT MANAGEMENT SKILLS.- COMPETENT IN CONFLICT AND CRISIS MANAGEMENT.- ABILITY TO ANALYZE SITUATIONS, IDENTIFY PROBLEMS, EXERCISE GOOD JUDGMENT, AND UTILIZE CREATIVITY IN PROBLEM-SOLVING.- ABILITY TO DRIVE TEAM DEVELOPMENT AND MOTIVATE OTHERS TO STRIVE FOR SUCCESS AND EXCELLENCE.- TEAM PLAYER WHO CAN PARTICIPATE IN PLANNING PROCESSES AND WORK WITH OTHERS TO MEET GOALS AND OBJECTIVES. **ADDITIONAL INFORMATION:**OUR CLIENT IS A DRUG-FREE WORKPLACE. PRE-EMPLOYMENT DRUG TESTING IS REQUIRED. THE SUPREME GROUP IS AN EQUAL OPPORTUNITY EMPLOYER AND BELIEVES THAT DIVERSITY AND INCLUSION AMONG ITS TEAM IS CRITICAL TO ITS SUCCESS. JOIN OUR CLIENT AND BE PART OF A COMPANY THAT VALUES ITS EMPLOYEES, OFFERS EXCEPTIONAL BENEFITS, AND PROVIDES OPPORTUNITIES FOR CAREER GROWTH AND ADVANCEMENT. APPLY NOW TO BECOME THE DIRECTOR OF HUMAN RESOURCES AND CONTRIBUTE TO THE CONTINUED SUCCESS OF OUR CLIENT. | ['Human Resources Management', 'Recruitment', 'Employee Relations', 'Performance Management', 'Compliance with Labor Laws', 'Data Management', 'Training & Development', 'Payroll Management', 'Project Management', 'Computer Skills', 'Communication', 'Team Building', 'Attention to Detail', 'Problem Solving', 'Conflict Management', 'Leadership', 'Time Management', 'Collaboration', 'Motivation', 'Adaptability'] |
3,905,834,061 | HR | Chief Human Resources Officer | JOB TITLE: CHIEF HUMAN RESOURCES OFFICER (CHRO)INDUSTRY: ENTERTAINMENT & MEDIA
JOB DESCRIPTION:EAST 57TH STREET PARTNERS IS SEEKING AN EXPERIENCED AND INNOVATIVE CHIEF HUMAN RESOURCES OFFICER (CHRO) FOR A LEADING ENTERTAINMENT AND MEDIA COMPANY. THIS ROLE IS PERFECT FOR A STRATEGIC HR LEADER WHO HAS A PASSION FOR THE DYNAMIC WORLD OF ENTERTAINMENT AND MEDIA, AND IS SKILLED IN MANAGING DIVERSE TALENT IN A CREATIVE ENVIRONMENT.
KEY RESPONSIBILITIES:DEVELOP AND EXECUTE A COMPREHENSIVE HUMAN RESOURCES STRATEGY ALIGNED WITH THE COMPANY’S OVERALL BUSINESS OBJECTIVES AND CREATIVE CULTURE.LEAD ALL ASPECTS OF HR, INCLUDING TALENT ACQUISITION, DEVELOPMENT, RETENTION, AND SUCCESSION PLANNING.FOSTER A POSITIVE AND INCLUSIVE WORKPLACE CULTURE THAT SUPPORTS CREATIVITY, COLLABORATION, AND DIVERSITY.IMPLEMENT EFFECTIVE HR POLICIES AND PRACTICES TO DRIVE ORGANIZATIONAL PERFORMANCE AND EMPLOYEE ENGAGEMENT.OVERSEE COMPENSATION AND BENEFITS STRATEGIES TO ATTRACT AND RETAIN TOP TALENT.WORK CLOSELY WITH THE EXECUTIVE TEAM TO SUPPORT THE COMPANY’S GROWTH AND STRATEGIC INITIATIVES.MANAGE HR COMPLIANCE AND RISK, ENSURING ADHERENCE TO LEGAL AND REGULATORY REQUIREMENTS.QUALIFICATIONS:PROVEN EXPERIENCE AS A CHRO OR SENIOR HR LEADER, PREFERABLY IN THE ENTERTAINMENT, MEDIA, OR RELATED CREATIVE INDUSTRIES.BACHELOR’S DEGREE IN HUMAN RESOURCES, BUSINESS ADMINISTRATION, OR RELATED FIELD; ADVANCED DEGREE OR HR CERTIFICATION PREFERRED.STRONG LEADERSHIP AND COMMUNICATION SKILLS, WITH A TRACK RECORD OF BUILDING HIGH-PERFORMING TEAMS.EXPERTISE IN TALENT MANAGEMENT, ORGANIZATIONAL DEVELOPMENT, AND CULTURE BUILDING.KNOWLEDGE OF HR BEST PRACTICES AND CURRENT LEGAL AND REGULATORY LANDSCAPES.COMPENSATION:COMPETITIVE SALARY PACKAGE WITH COMPREHENSIVE BENEFITS.
JOB TITLE: CHIEF HUMAN RESOURCES OFFICER (CHRO)INDUSTRY: HEALTHCARE
JOB DESCRIPTION:EAST 57TH STREET PARTNERS IS LOOKING FOR A SEASONED CHIEF HUMAN RESOURCES OFFICER (CHRO) FOR A FAST-GROWING HEALTHCARE COMPANY. THE IDEAL CANDIDATE WILL BRING STRATEGIC HR LEADERSHIP TO A DYNAMIC HEALTHCARE ENVIRONMENT, FOCUSING ON TALENT MANAGEMENT AND ORGANIZATIONAL EXCELLENCE.
KEY RESPONSIBILITIES:LEAD THE DEVELOPMENT AND IMPLEMENTATION OF STRATEGIC HR INITIATIVES THAT ALIGN WITH THE COMPANY'S MISSION AND BUSINESS GOALS IN THE HEALTHCARE SECTOR.OVERSEE ALL HR FUNCTIONS, INCLUDING WORKFORCE PLANNING, RECRUITMENT, PERFORMANCE MANAGEMENT, EMPLOYEE DEVELOPMENT, AND RETENTION.CREATE AND NURTURE A WORKPLACE ENVIRONMENT THAT PROMOTES EMPLOYEE WELL-BEING, ENGAGEMENT, AND PROFESSIONAL GROWTH.DEVELOP COMPENSATION, BENEFITS, AND WELLNESS PROGRAMS THAT SUPPORT THE UNIQUE NEEDS OF HEALTHCARE PROFESSIONALS.COLLABORATE WITH EXECUTIVE LEADERSHIP TO DRIVE CHANGE MANAGEMENT AND ORGANIZATIONAL DEVELOPMENT.ENSURE HR COMPLIANCE WITH HEALTHCARE INDUSTRY STANDARDS AND REGULATIONS.QUALIFICATIONS:EXTENSIVE EXPERIENCE IN A SENIOR HR ROLE, IDEALLY IN THE HEALTHCARE INDUSTRY OR A RELATED FIELD.BACHELOR’S DEGREE IN HUMAN RESOURCES, BUSINESS, OR RELATED AREA; MASTER’S DEGREE OR HR CERTIFICATION HIGHLY DESIRABLE.DEMONSTRATED ABILITY IN STRATEGIC HR PLANNING, TALENT MANAGEMENT, AND ORGANIZATIONAL LEADERSHIP.EXCELLENT INTERPERSONAL AND COMMUNICATION SKILLS, CAPABLE OF ENGAGING WITH A DIVERSE WORKFORCE.PROFICIENT IN HR TECHNOLOGY SYSTEMS AND DATA-DRIVEN HR ANALYTICS.COMPENSATION:COMPETITIVE SALARY WITH BENEFITS AND POTENTIAL FOR PERFORMANCE-BASED INCENTIVES. | ['talent management', 'organizational development', 'HR compliance', 'HR technology systems', 'data-driven HR analytics', 'compensation and benefits strategies', 'strategic HR planning', 'workforce planning', 'employee development', 'performance management', 'leadership', 'communication', 'collaboration', 'creativity', 'inclusivity', 'change management', 'employee engagement', 'problem solving'] |
3,906,250,451 | HR | Human Resources Generalist (Hybrid Role) | DESCRIPTION
WHO WE ARE
AVI-SPL IS A DIGITAL ENABLEMENT SOLUTIONS PROVIDER WHO TRANSFORMS HOW PEOPLE AND TECHNOLOGY CONNECT TO ELEVATE EXPERIENCES, CREATE NEW VALUE, AND ENABLE ORGANIZATIONS TO THRIVE AND GROW. WE ARE THE LARGEST PROVIDER OF COLLABORATION TECHNOLOGY SOLUTIONS, WHICH INCLUDE OUR AWARD-WINNING MANAGED SERVICES.
OUR HIGHLY CERTIFIED INDUSTRY EXPERTS AND INNOVATION LEADERS SHARE A VISION TO HELP PEOPLE WORK SMARTER AND LIVE BETTER. WE BELIEVE THAT SUCCESS STARTS WITH A SOUND TEAM AND THAT AN INCLUSIVE AND DIVERSE WORKPLACE MOVES US ALL FORWARD.
WHAT YOU’LL DO
THIS POSITION IS PRIMARILY FOCUSED ON SUPPORTING HR INITIATIVES AND STRATEGIES RELATED TO ORGANIZATIONAL DEVELOPMENT & CHANGE MANAGEMENT.
DAY-TO-DAY RESPONSIBILITIES
DEVELOPS AND EXECUTES EFFECTIVE CHANGE MANAGEMENT STRATEGIES, PLANS AND MATERIALS TO ACCELERATE ORGANIZATIONAL EFFECTIVENESSPROVIDES INPUT ON PROCESSES AND KEY FUNCTIONS AND MANAGEMENT THAT SUPPORT BUSINESS IMPROVEMENTSCOLLABORATES WITH INTERNAL ORGANIZATIONS AND MANAGERS TO IMPROVE ENGAGEMENT AND RETENTION WITHIN THE ORGANIZATION BY AND UTILIZING HR PROGRAMS AND TOOLSCONDUCT EMPLOYEE INVESTIGATIONS AND ASSIST MANAGERS WITH PERFORMANCE IMPROVEMENT PLANS AND DISCIPLINARY ACTIONS AS NECESSARYASSIST WITH EMPLOYEE ONBOARDING AND OFFBOARDINGASSIST WITH COMPLIANCE REPORTINGPROVIDE SUPPORT TO EMPLOYEES ON VARIOUS HR-RELATED TOPICS AND RESOLVES ISSUES THAT MAY ARISERESPONSIBLE FOR ASSISTING MANAGERS AND EMPLOYEES WITH PERFORMANCE MANAGEMENT, GOAL SETTING AND YEAR END CONVERSATIONSGATHER AND ANALYZE DATA FOR THE PURPOSE OF IMPROVING ORGANIZATION PERFORMANCEMAINTAIN EMPLOYEE FILES AND RECORDSASSIST WITH EMPLOYEE EXIT INTERVIEWS AND DEVELOPS PROGRAMS TO IMPROVE RETENTIONRESPONSIBLE FOR CREATING AND REVISING JOB DESCRIPTIONSWORK WITH FINANCE, ACCOUNTING, AND PAYROLL TEAM ON JOB CODE RELATED ISSUESCONTRIBUTE TO CREATING SOLUTIONS FOR BEST PRACTICES INITIATIVES IN SUCH AREAS AS EMPLOYMENT, EMPLOYEE COMMUNICATIONS, CAREER DEVELOPMENT, COMPENSATION, AND HRIS DELIVERYASSIST IN THE DELIVERY OF CHANGE MANAGEMENT PROCESSES TO POSITIVELY IMPACT ORGANIZATIONAL EFFECTIVENESSRESPONDS TO GENERAL INQUIRIES ABOUT HUMAN RESOURCES FORMS, PROCEDURES AND POLICIESPROVIDES COACHING AND GUIDANCE TO MANAGERS ON ORGANIZATIONAL DEVELOPMENT RELATED MATTERS, INCLUDING ORGANIZATIONAL ANALYSIS, STRATEGY, STRUCTURE AND KEY PROCESSES TO SUPPORT ORGANIZATIONAL/BUSINESS NEEDSDEVELOPS HR SOLUTIONS BY COLLECTING AND ANALYZING INFORMATION; RECOMMENDING COURSES OF ACTIONASSISTS IN THE DEVELOPMENT, IMPLEMENTATION AND REVISION OF POLICIES AND PROCEDURES AS APPROPRIATEMAINTAIN IN-DEPTH KNOWLEDGE OF LEGAL REQUIREMENTS RELATED TO DAY-TO-DAY MANAGEMENT OF EMPLOYEES, REDUCING LEGAL RISKS AND ENSURING REGULATORY COMPLIANCE
MUST-HAVES
WHAT WE’RE LOOKING FOR
EXCEPTIONAL STRATEGIC THINKING AND STRUCTURED PROBLEM SOLVING SKILLSABILITY TO NEGOTIATE CONFLICT AND MAINTAIN CONSTRUCTIVE WORKING RELATIONSHIPS WITH PEOPLE AT ALL LEVELS OF THE ORGANIZATIONABILITY TO BALANCE MULTIPLE TASKS WITH CHANGING PRIORITIESABILITY TO WORK AND THINK INDEPENDENTLY AND ENSURING TO MEET DEADLINESDEMONSTRATED ABILITY TO MAINTAIN STRICT CONFIDENTIALITY AND HANDLE SENSITIVE MATTERS WITH DISCRETIONEXCELLENT ATTENTION TO DETAIL AND ORGANIZATIONAL SKILLSMUST HAVE CLEAR AND PROFESSIONAL COMMUNICATION SKILLS (WRITTEN AND ORAL) BOTH INTERNALLY AND EXTERNALLYPROFICIENT WITH MICROSOFT OFFICE (WORD, EXCEL, OUTLOOK)EFFECTIVE COMMUNICATION AND INTERACTION WITH EMPLOYEES, CLIENTS, AND COLLEAGUES AND THE ABILITY TO WORK EFFECTIVELY WITH ALL LEVELS OF THE ORGANIZATIONDEMONSTRATED CUSTOMER SERVICE FOCUS AND CLIENT COMMUNICATION SKILLS
NICE-TO-HAVES
BACHELOR’S DEGREE IN BUSINESS ADMINISTRATION, HUMAN RESOURCES OR SIMILAR OR RELATED FIELD PREFERREDMINIMUM OF 3 - 5 YEARS’ HR GENERALIST EXPERIENCE WITH A STRONG FOCUS ON ORGANIZATIONAL DEVELOPMENT PREFERREDPHR CERTIFICATION A PLUSDEMONSTRATED EXPERIENCE WITH HRIS SYSTEMS PREFERREDEXPERIENCE IN STRATEGIC PLANNING AND EXECUTION, INCLUDING DILIGENCE, ACQUISITION AND INTEGRATION A PLUSEXPERIENCE OPERATING IN A MULTI-STATE AND/OR COMPLEX MATRIX BUSINESS ENVIRONMENT IS DESIRABLE
WHY YOU’LL LIKE WORKING HERE
MEDICAL BENEFITS, INCLUDING VISION AND DENTALPAID HOLIDAYS, SICK DAYS, AND PERSONAL DAYSENJOYABLE AND DYNAMIC COMPANY CULTURETRAINING AND PROFESSIONAL DEVELOPMENT OPPORTUNITIES
MORE ABOUT US
AVI-SPL IS AN EQUAL OPPORTUNITY/AFFIRMATIVE ACTION EMPLOYER. ALL QUALIFIED APPLICANTS WILL RECEIVE CONSIDERATION FOR EMPLOYMENT WITHOUT REGARD TO RACE, COLOR, RELIGION, SEX, PREGNANCY, SEXUAL ORIENTATION, GENDER IDENTITY, NATIONAL ORIGIN, AGE, PROTECTED VETERAN STATUS, DISABILITY STATUS, OR MEMBERSHIP IN ANY OTHER GROUP PROTECTED BY FEDERAL, STATE, OR LOCAL LAW. AVI-SPL IS AN AA/DISABLED/VETERAN PROTECTED EMPLOYER VEVRAA FEDERAL CONTRACTOR. | ['Microsoft Office', 'Data analysis', 'Employee onboarding', 'Strategic thinking', 'Problem solving', 'Time management', 'Attention to detail', 'Communication', 'Customer service', 'Interpersonal skills', 'Independence', 'HRIS systems', 'Organizational development', 'Change management', 'Compliance reporting', 'Performance management', 'Job description creation', 'Employee investigations', 'Conflict negotiation', 'Confidentiality'] |
3,901,389,277 | HR | Human Resources Manager | JOB DESCRIPTION: · THE HR MANAGER WILL SUPPORT COMPANY OBJECTIVES AND PERFORMANCE BY PROACTIVELY MANAGING THEWORKFORCE WITH RESPECT TO ALL HR‐RELATED ISSUES. THIS INCLUDES COMPANY HR POLICIES, PROCEDURES, PROCESSES, AND BEST PRACTICES. THE HR MANAGER SHOULD WORK PROACTIVELY WITH ALL EMPLOYEES AND FUNCTIONAL AREAS TO DELIVER VALUE‐ADDED SERVICES TO EMPLOYEES AND MANAGEMENT REFLECTIVE OF THE CORE VALUES AND BUSINESS OBJECTIVES OF THE ORGANIZATION. THIS POSITION WILL ALSO OVERSEE TALENT ACQUISITION, PLANNING, COMPLIANCE, BENEFITS, AND OTHER PROGRAMS. · THIS ROLE REQUIRES DAILY PRESENCE ON‐SITE AT THE COMPANY HEADQUARTERS, WITH VISITS TO BRANCH OFFICES IN ANAHEIM, CONCORD, WOODINVILLE WA, AND FUTURE LOCATIONS QUARTERLY, AND AS NEEDED AT OTHER TIMES. WHILE THE HR MANAGER ROLE IS NOT A REMOTE WORK ROLE, REMOTE WORK MAY BE POSSIBLE OCCASIONALLY BASED ON NEED. DUTIES/RESPONSIBILITIES: GENERAL:A. PROACTIVELY ADVISE SENIOR LEADERSHIP IN ALL AREAS OF WORKFORCE/EMPLOYEE HR MANAGEMENT TO ENSURECOMPLIANCE WITH LABOR LAW, AND BE A RESOURCE TO THEM.B. ADOPT AND ACT WITHIN THE SPIRIT OF THE COMPANY CORE VALUES IN ALL INTERACTIONS WITH CURRENT EMPLOYEES, FORMER EMPLOYEES, CONSULTANTS, VENDORS, AND OTHER STAKEHOLDERS.C. MAINTAIN HIGH ETHICAL STANDARDS IN ALL MATTERS AND CONFIDENTIALITY.D. EXPLAIN AND EMPHASIZE THE IMPORTANCE OF THE COMPANY CORE VALUES TO ALL EMPLOYMENT CANDIDATES, AND NEW HIRES BY BEING AN AMBASSADOR FOR THEIR PROMOTION AND ADOPTION.E. MAINTAIN THE VIEW THAT HR IS A RESOURCE TO HELP AND SUPPORT ALL EMPLOYEES IN A POSITIVE, PROACTIVE, FAIR, AND EVEN HANDED WAY AND KEEP RESPECT FOR OTHERS AT THE CORE OF ALL INTERACTIONS IN DOING SO.F. ACT IN EVERY WAY POSSIBLE TO MAINTAIN POSITIVE EMPLOYEE RELATIONS.G. HR STRATEGIC PLANNING AS A MEANS TO TAILOR HR SERVICES TO A CHANGING AND GROWING ENVIRONMENT. RECRUITING, ONBOARDING & LABOR COMPLIANCE:A. WORK WITH MANAGEMENT TO RUN AN EFFECTIVE RECRUITING PROGRAM WITH THE GOAL OF LOCATING, AND HIRING, AND RETAINING A QUALIFIED AND EFFECTIVE WORKFORCE.B. APPLICANT TRACKING AND APPLICANT TRACKING SYSTEMS (ATS).C. MANAGE THE THOROUGH ONBOARDING OF NEW EMPLOYEES, WORKING WITH MANAGEMENT AND SUPERVISORS AS NEEDED, INCLUDING BENEFITS, HANDBOOK, POLICIES, TIMEKEEPING.D. PROVIDE GUIDANCE AND SUPPORT TO ALL MANAGERS AND SUPERVISORS IN NAVIGATING LABOR COMPLIANCEREQUIREMENTS FOR PREVAILING WAGE WORKERS, UNION WORKERS, AND OTHER CLASSES.E. STAY INFORMED OF TRENDS AND INNOVATIVE RECRUITING TECHNIQUES TO BE COMPETITIVE IN CURRENT RECRUITING PRACTICES.F. CREATE AND EXECUTE A TALENT ACQUISITION STRATEGY ALIGNED WITH COMPANY'S BUSINESS OBJECTIVES AND CULTURE TO MEET RAPID HIRING GOALS, WITH A FOCUS ON PROACTIVE SOURCING SUCH AS SOCIAL NETWORKING, INTERNET RESEARCH, COLD CALLING, NETWORKING AT EVENTS AND CONFERENCES.G. MANAGE RECRUITING AGENCIES AS NEEDED. POLICIES & HANDBOOKS:A. MAINTAIN AND UPDATE THE EMPLOYEE HANDBOOK.B. PROVIDE DIRECTION TO FIELD STAFF ON COMPANY‐RELATED POLICIES AND PROCEDURES.C. BE A RESOURCE TO HELP EMPLOYEES LOCATE REQUESTED INFO WITHIN THE HANDBOOK OR IN SYSTEMS RESOURCES.D. HANDLE EMPLOYEE RELATIONS WITH ALL CURRENT AND FORMER EMPLOYEES.E. ADMINISTER THE IMPLEMENTATION AND MAINTENANCE OF ALL HR POLICIES, INCLUDING:I. COMMUTE, TRAVEL TIME & PER DIEM POLICYII. DISCIPLINARY POLICYIII. VACATION, SICK, BEREAVEMENT POLICYF. COMMUNICATE AND IMPLEMENT NEW HR PROGRAMS, POLICIES, AND UPDATES AS NEEDED. EMPLOYEE CONCERNS:A. ADDRESS EMPLOYEE CONCERNS REGARDING COMPENSATION, PAY RATE, TIME OFF, AND PERSONALINFORMATION/RECORD UPDATES. PAYROLL & RELATED:A. COLLABORATE WITH PAYROLL AND ACCOUNTING TO ENSURE COMPLETE AND ACCURATE EMPLOYEE SETUP INCLUDING EMPLOYEE TITLE, WORK CLASS, CRAFT, WORKERS COMPENSATION CLASSIFICATION, AND DEPARTMENTAL CODING.B. AUDIT WEEKLY PAYROLL REPORTS AND FOLLOW UP WITH CORRECTIVE ACTIONS, AS NEEDED TO ENSURE PAYROLL IS IN COMPLIANCE WITH COMPANY POLICY, AND REGULATORY REQUIREMENTS.C. ENSURE EMPLOYEE WITHHELD AMOUNTS FOR 401K CONTRIBUTIONS, AND LOANS ARE REMITTED WEEKLY.D. ENSURE THE ACCURACY OF EMPLOYEE WITHHELD AMOUNTS FOR BENEFITS AND OTHER PROGRAMS. DISCIPLINARY & SEPARATIONS:A. ENSURE THE DISCIPLINARY POLICY IS IMPLEMENTED WITH FAIRNESS, RESPECT, WITH THE GOAL OF IMPROVINGPERFORMANCE THROUGH NECESSARY CORRECTIVE ACTIONS, AND WITHIN THE FRAMEWORK OF COMPANY CORE VALUES.B. ENSURE THAT DISCIPLINARY ISSUES ARE DOCUMENTED ADEQUATELY WITH APPROPRIATE MATERIALS, REPORTS, NOTES, PHOTOS, STATEMENTS, AND OTHER DOCUMENTATION AS NEEDED.C. SUPPORT THE COORDINATION OF TIMELY EMPLOYEE SEPARATIONS, INCLUDING ALL PAPERWORK, FINAL PAY, SYSTEM UPDATES, POST‐SEPARATION PAPERWORK.D. ENSURE THE RECOVERY OF ALL COMPANY PROPERTY UPON EMPLOYEE EXIT AND SEPARATION.E. ENSURE TO THE GREATEST EXTENT POSSIBLE THE MINIMIZATION OF WRONGFUL DISMISSAL AND OTHER EMPLOYEECLAIMS. EMPLOYEE BENEFITS:A. ADMINISTERS AND COMMUNICATE ALL EMPLOYEE BENEFIT PROGRAMS TO INCLUDE MEDICAL, DENTAL, VISION, LIFE MINSURANCE, AD&D, FSA, 401(K) RETIREMENT PLAN, AND AFLAC BENEFIT OFFERINGSB. REVIEW AND ENSURE ICS BENEFITS PROGRAMS ARE COMPETITIVE, COST‐EFFECTIVE, AND SATISFY EMPLOYEE NEEDS.C. PARTNER WITH INSURANCE BROKERS AND CARRIERS TO RESOLVE BENEFIT ISSUES.D. MANAGE WEB‐BASED ENROLLMENTS DIRECTLY ON THE CARRIER PORTAL AND IN THE IN‐HOUSE PAYROLL SYSTEM TOENSURE TIMELY MEMBERSHIP ID CARDS ARE PROCESSED, AND CONTRIBUTION DEDUCTIONS ARE SET UP IN PAYROLL.E. MANAGE OPEN ENROLLMENT AND THE DAILY ADMINISTRATION OF COMPANY BENEFITS, AND RETIREMENT PLANS AND UTILIZE POSITIVE PROFESSIONAL RELATIONSHIPS WITH BROKERS, CARRIERS, THIRD‐PARTY ADMINISTRATORS, AND COLLEAGUES TO MAXIMIZE A POSITIVE EMPLOYEE EXPERIENCE.F. LEAD COMPANY‐WIDE BENEFIT PLAN/PROGRAM RESEARCH, ANALYSIS, AND PROJECTS. COLLABORATE WITH THELEADERSHIP TEAM TO REVIEW CHANGES OR ENHANCEMENTS TO ICS BENEFITS OFFERINGS.G. COORDINATES WITH BENEFITS VENDORS FOR TIMELY PROCESSING, BILLING, AND PAYMENT OF MONTHLY INVOICES.PERFORM PERIODIC AUDITS AS NEEDED TO KEEP ENROLLMENT CENSUS CURRENT AND ACCURATE.H. ADDRESS EMPLOYEE QUESTIONS AND CONCERNS REGARDING BENEFIT PLANS IN A TIMELY MANNER.8. BENEFITS COMPLIANCE & 401K ADMINISTRATION:A. ANNUAL 401(K) RETIREMENT PLAN AUDITS, COMPLIANCE TESTING, AND TIMELY 5500 REPORT FILING.B. ENSURE 401K SAFE‐HARBOR MECHANISM IS WORKING ACCURATELY, ESPECIALLY FOR FRINGE DERIVED CONTRIBUTIONS.C. COMPLIANCE FOR GROUP BENEFIT PLANS, INCLUDING DISCRIMINATION TESTING AND REQUIRED FILINGS IN COLLABORATIONWITH ICS CONSULTANTS. EEO COMPLIANCE AND REPORTING.E. PAY DATA REPORTING FOR CALIFORNIA CIVIL RIGHTS DEPARTMENT IN COMPLIANCE WITH SB1162.9. LEAVE REQUESTS & FMLA. PROVIDE SUPPORT FOR ALL ASPECTS OF LEAVE, ACCOMMODATION, AND MODIFIED DUTY PROGRAMS, INCLUDING FMLA, CFRA, PDL, PFL, ADA/FEHA, INCLUDING THE INTERACTIVE PROCESS.B. POINT OF CONTACT FOR ALL EMPLOYEE LEAVE OF ABSENCE REQUESTS FROM INITIAL LEAVE INQUIRY TO COMPLETION OF LEAVE INCLUDING MANAGING REQUIRED DOCUMENTATION SUCH AS LEAVE ELIGIBILITY LETTER, DESIGNATION ANDAPPROVAL LETTER, EXTENSION LETTER, LEAVE EXHAUST LETTER AND OTHER RELATED REQUIREMENTS AS NEEDED.C. ENSURE THE APPROPRIATE VACATION TIME ACCRUALS ARE ACCURATELY SET AT ALL TIMES PER EMPLOYEE TENURE. TRAINING & DEVELOPMENT:A. IDENTIFY AND PROVIDE TRAINING OPPORTUNITIES TO ALL EMPLOYEES AS NEEDED.B. SUPPORT EFFORTS TO IMPLEMENT PAPERLESS ONBOARDING, BENEFITS MANAGEMENT, AND OTHER HRIS FUNCTIONS IN THE VIEWPOINT VISTA ERP SYSTEM INTO USE.C. SUPPORT MANAGERS AND SUPERVISORS IN IDENTIFYING AND PROVIDING TRAINING FOR SPECIFIC AREAS OF CONCERN TO HELP CLOSE PERFORMANCE GAPS.D. ENSURE THAT MANDATORY TRAINING IS PROVIDED AND DOCUMENTED TIMELY TO ALL SUCH AS HARASSMENT, AND WORKPLACE VIOLENCE PREVENTION. HEALTH & SAFETY:A. WORK INTERACTIVELY WITH THE HEALTH AND SAFETY TEAM IN IMPLEMENTING THE COMPANY SAFETY PROGRAMS,INJURY PREVENTION, AND EFFORTS TO KEEP EMPLOYEES SAFE.B. SUPPORT MANAGEMENT OF WORKER’S COMP. CLAIMS AND RELATED OSHA COMPLIANCE WHEN REQUESTED BY THE HEALTH AND SAFETY TEAM. KNOWLEDGE/SKILLS/ABILITIES· HIGH LEVEL OF ACCURACY AND EFFICIENCY WITH ATTENTION TO DETAIL.· ABILITY TO BE INNOVATIVE AND FLEXIBLE TO MEET THE CHALLENGES OF A GROWING ENVIRONMENT.· EXPERIENCE WITH ERP / CONSTRUCTION INDUSTRY SOFTWARE (ICS EMPLOYS VIEWPOINT VISTA).· PREVIOUS EXPERIENCE IN MANAGING GROUP INSURANCE BENEFITS REQUIRED.· INTERMEDIATE TO ADVANCED LEVEL EXCEL AND OTHER O365 TOOLS AS NEEDED.· ABILITY TO WORK BOTH INDEPENDENTLY, AND IN A TEAM SETTING.· ABILITY TO PLAN, ORGANIZE AND SCHEDULE ACTIVITIES EFFICIENTLY AND PRODUCTIVELY.· TAKE DIRECTION AND KEEP A POSITIVE ATTITUDE IN A BUSY ENVIRONMENT.· STRONG COMMUNICATION SKILLS AND THE ABILITY TO PROFESSIONALLY COLLABORATE.· UNDERSTANDING OF PROPER SAFETY PROCEDURES AND RECOGNIZING HAZARDS.· MUST BE A TEAM PLAYER AND CREATE A POSITIVE ENVIRONMENT.· MUST BE A SELF‐STARTER AND MOTIVATED WITH A STRONG FOLLOW THROUGH.EDUCATION/TRAININGBACHELOR’S DEGREE HR MANAGEMENT OR SIMILAR.· THREE TO FIVE YEARS OF EXPERIENCE IN A ROLE AS HR MANAGER· THREE YEARS CONSTRUCTION OR SIMILAR INDUSTRY EXPERIENCE.· VALID DRIVER’S LICENSE, AND RELIABLE TRANSPORTATION.· PROFICIENCY WITH OFFICE 365 WITH EMPHASIS ON WORD, EXCEL, POWERPOINT.PAGE 4 OF 4· ABILITY TO WORK IN A TEAM ENVIRONMENT.· ABILITY TO PRIORITIZE TO MEET DEADLINES AND ACHIEVE GOALS.· EFFECTIVE ORAL AND WRITTEN COMMUNICATION SKILLS.· STRONG LEADERSHIP, ORGANIZATIONAL, AND INTERPERSONAL SKILLS.· ATTENTION TO DETAIL AND DISCREPANCY RESOLUTION.· ABILITY TO DEAL EFFECTIVELY AND TACTFULLY WITH A WIDE VARIETY OF PERSONALITY TYPES IN PERSON,TELEPHONE, AND IN WRITING.· EXCELLENT CUSTOMER RELATIONS SKILLS WITH AN ALWAYS OPEN‐DOOR POLICY. | ['HR management', 'talent acquisition', 'labor compliance', 'employee relations', 'benefits administration', 'payroll management', 'safety procedures', 'communication', 'leadership', 'teamwork', 'problem solving', 'organizational skills', 'attention to detail', 'flexibility', 'positive attitude', 'self-starter', 'ERP software', 'Excel', 'O365 tools', 'discrepancy resolution', 'customer relations'] |
3,902,348,043 | HR | Human Resources Generalist | DRIVE YOUR FUTURE WITH TURN 14 DISTRIBUTION! NAMED SEMA CHANNEL PARTNER OF THE YEAR 2022, AND SEMA WD OF THE YEAR 2021, 2018, 2016, TURN 14 DISTRIBUTION IS ALWAYS SEEKING GREAT TALENT THAT WILL CONTINUE TO ELEVATE US AS AN INDUSTRY LEADER. POSITION OVERVIEW:WE ARE SEARCHING FOR A HR GENERALIST WHO WILL BE RESPONSIBLE FOR PERFORMING A BROAD RANGE OF HUMAN RESOURCES RELATED DUTIES FOR ASSIGNED WAREHOUSE OPERATIONS AND WILL WORK CLOSELY WITH OTHER MEMBERS OF THE HR TEAM IN SUPPORT OF THE BUSINESS OPERATIONAL NEEDS OF THE ORGANIZATION. DUTIES INCLUDE BUT ARE NOT LIMITED TO THE FOLLOWING:
KEY DUTIES INCLUDE:
RECRUITMENT, TRAINING, AND ONBOARDING:SUPPORT THE TALENT ACQUISITION AND RECRUITMENT PROCESS BY ASSISTING WITH THE COORDINATION OF JOB POSTING, REVIEWING RESUMES, PERFORMING BACKGROUND AND PRE-PLACEMENT TESTING; AND, CONDUCTING ONSITE INTERVIEWSCOORDINATE THE PREPARATION OF OFFER LETTERS AND OTHER NEW HIRE MATERIALSLEAD NEW HIRE ORIENTATION AND PERFORM NECESSARY ONBOARDING TASKS IN THE HRIS SYSTEM (CERIDIAN/DAYFORCE)WORK HANDS-ON WITH LEADS, SUPERVISORS, ASSISTANT MANAGERS, AND MANAGERS TO IMPROVE LEADERSHIP SKILLS.ONBOARD, COACH, AND ASSIST IN DEVELOPING ASSOCIATES AT ALL LEVELS IN THE WAREHOUSE TO ENSURE PRODUCTIVITY STANDARDS ARE CONSISTENTLY BEING MET.
PERFORMANCE MANAGEMENT:ASSIST WITH THE PERFORMANCE MANAGEMENT PROCESS, INCLUDING BUT NOT LIMITED TO, THE EVALUATION PROCESS, PERFORMANCE EXPECTATIONS, THE DISCIPLINE PROCESS, ETC.ASSIST WITH EMPLOYEE RELATIONS AND PARTNER WITH THE HR DIRECTOR ON INVESTIGATION-RELATED MATTERSCONDUCT 90 DAY AND ANNUAL CHECK-IN MEETINGSCONDUCT EXIT INTERVIEWS AND JOB DESCRIPTION REVIEW
BENEFITS ADMINISTRATION:CONDUCT ONSITE BENEFIT MEETINGS AND ASSIST WITH BENEFITS INITIATIVESPARTNER WITH PAYROLL ON PAYROLL-RELATED MATTERS, INCLUDING AUDITS, ETC.PARTNER WITH BENEFITS MANAGEMENT ON BENEFITS ADMINISTRATION AND LEAVE MANAGEMENT MATTERSASSIST EMPLOYEES WITH ENROLLMENT AS THEY BECOME ELIGIBLE FOR ANNUAL ENROLLMENT (AS REQUESTED).PARTNER WITH HR DIRECTOR ON THE COMPLETION OF UNEMPLOYMENT CLAIMS AND UNEMPLOYMENT HEARINGS.
HRIS SYSTEM (CERIDIAN):ASSIST COLLEAGUES WITH ANY ISSUESPERFORM TASKS TO UPDATE EMPLOYEE INFORMATION, PROCESS JOB CHANGES, ETC.
MISCELLANEOUS:ABILITY TO ASSIST HR DIRECTOR WITH ADMINISTRATION OF ONSITE WORKERS COMPENSATION CLAIMS AND PARTNER WITH THE WORKERS COMPENSATION ADJUSTER ON REQUESTED INFORMATIONABILITY TO COMPLETE OTHER JOB DUTIES, FUNCTIONS, AND PROJECTS AS ASSIGNEDFOSTER T14 CULTURE:RESEARCH, ORGANIZE, AND OVERSEE TEAM-BUILDING ACTIVITIES WITH AN END GOAL TO CONTINUALLY IMPROVE OUR WORK ENVIRONMENT TO DRIVE A HIGH LEVEL OF EMPLOYEE ENGAGEMENT.LIVE AND DEMONSTRATE OUR CORE VALUESLIAISON FOR ONSITE CELEBRATION COMMITTEE
REQUIREMENTS:BACHELOR'S DEGREE IN HUMAN RESOURCES, PSYCHOLOGY, SOCIOLOGY, BUSINESS, OR RELATED, PLUS 1-2 YEARS RELATED EXPERIENCE.EXPERIENCE PROVIDING HR SUPPORT TO A DISTRIBUTION CENTER OR MANUFACTURING FACILITY STRONGLY PREFERREDADVANCED LEVEL OF PROFICIENCY IN MICROSOFT PROGRAMSEXPERIENCE WITH CERIDIAN/DAYFORCE PREFERRED, BUT NOT REQUIREDKNOWLEDGE OF FEDERAL, STATE, AND LOCAL LAWS AFFECTING HUMAN RESOURCESKNOWLEDGE OF HUMAN RESOURCES PROCESSES AND PROCEDURESKNOWLEDGE OF BENEFITS, RECRUITING COORDINATION, AND EMPLOYEE RELATIONSEXCELLENT WRITTEN AND VERBAL COMMUNICATION SKILLS REQUIREDSTRONG BUSINESS ETHICS, PARTICULARLY REGARDING CONFIDENTIALITYSTRONG ATTENTION TO DETAIL, AND FOLLOW THROUGH SKILLSABILITY TO MAINTAIN A PROFESSIONAL DISPOSITION AND BE COURTEOUSABILITY TO WORK IN A DIVERSE, FAST-PACED ENVIRONMENTABILITY TO ESTABLISH AND MAINTAIN EFFECTIVE WORKING RELATIONSHIPS WITH EMPLOYEES, PEERS, MANAGEMENT, AND CUSTOMERSABILITY TO COLLABORATE COOPERATIVELY WITH OTHER TEAM MEMBERSABILITY TO MANAGE STRESSFUL SITUATIONS AND CONFLICTING PRIORITIESMUST HAVE HIGH INITIATIVE AND SELF-ACCOUNTABILITYPROFICIENT TIME MANAGEMENT SKILLS
WORKING CONDITIONS:WORKS IN A PROFESSIONAL OFFICE ENVIRONMENTTHE NOISE LEVEL IN THE WORK ENVIRONMENT IS USUALLY MODERATEROLE ROUTINELY USES STANDARD OFFICE EQUIPMENT, SUCH AS, LAPTOP, PRINTER, FAX, PHONE, ETC.THIS POSITION MAY HAVE TO WALK-THROUGH THE DISTRIBUTION FACILITY TO MEET WITH EMPLOYEES, TOUR THE FACILITY, AND/OR PROVIDE COACHING, TRAINING, AND DEVELOPMENT TO EMPLOYEES
THERE AT EVERY TURNWE EMPHASIZE MEANINGFUL CAREER DEVELOPMENT AND GROWTH THROUGH CHALLENGING EMPLOYEES WITH PROJECTS AND SUPPORTING THEM WITH CONTINUED EDUCATION AND TRAINING. WE OFFER AN EVER-GROWING ARRAY OF COMPETITIVE BENEFITS AND COMPENSATION, INCLUDING:COMPETITIVE PAY STRUCTURECOMPANY-SPONSORED INSURANCE: MEDICAL, DENTAL, FLEXIBLE SPENDING ACCOUNTS, ANDDEPENDENT CARE ACCOUNTSGENEROUS PAID TIME OFF AND PAID HOLIDAYS401(K) MATCHTUITION REIMBURSEMENTCOMPANY-SPONSORED EVENTSSUBSIDIZED PART PURCHASING PROGRAM
WE VALUE ALL EMPLOYEES. WE BELIEVE WE ARE ONE. THESE BELIEFS EXTEND TO EVERYONE WE ENCOUNTER: CLIENTS, CUSTOMERS, VENDORS, EMPLOYEES, APPLICANTS, ENTHUSIASTS AND FOLLOWERS. WE OFFER CAREER DEVELOPMENT THROUGH TRAINING OPPORTUNITIES, INCLUDING TUITION REIMBURSEMENT, TO FURTHER HONE PROFESSIONAL TALENTS. | ['Microsoft Office', 'communication', 'attention to detail', 'professionalism', 'recruitment', 'training', 'onboarding', 'performance management', 'HRIS (Ceridian/Dayforce)', 'benefits administration', 'knowledge of HR laws', 'employee relations', 'time management', 'teamwork', 'confidentiality', 'stress management', 'initiative', 'relationship building', 'collaboration'] |
3,906,258,424 | HR | Human Resources Information System Specialist | THE ROLE OF AN HR INFORMATION SYSTEMS SPECIALIST IS MULTIFACETED, INVOLVING A BLEND OF HUMAN RESOURCES, DATA ANALYSIS, AND TECHNOLOGY. THE PRIMARY RESPONSIBILITY IS TO COLLABORATE WITH HUMAN RESOURCES, BUSINESS LEADERS, EXECUTIVES, AND IT TO UNDERSTAND BUSINESS NEEDS, GATHER REQUIREMENTS, AND IMPLEMENT SOLUTIONS. THIS INDIVIDUAL WILL COLLECT, COMPILE, AND ANALYZE HR DATA, METRICS, AND STATISTICS AND APPLY THIS DATA TO MAKE RECOMMENDATIONS RELATED TO RECRUITMENT, RETENTION, BUSINESS OPERATIONS, AND COMPLIANCE.
THE ORGANIZATION IS GOING LIVE ON THE ADP HRIS PLATFORM ON OCT 1, 2024.
• ANALYZE HR DATA TO IDENTIFY TRENDS, PATTERNS, AND INSIGHTS.• WORK WITH HR AND BUSINESS LEADERS TO CONFIGURE THE HRIS TO ADDRESS BUSINESS NEEDS.• PROVIDE RECOMMENDATIONS FOR PROCESS IMPROVEMENTS BASED ON DATA ANALYSIS.• UNDERSTAND THE IMPACT OF TECHNOLOGY SOLUTIONS ON HR PROCESSES.• WORK CLOSELY WITH HR, OPERATIONS, AND IT STAKEHOLDERS TO DEFINE BUSINESS REQUIREMENTS.• DEVELOP SIMPLE AND COMPLEX REPORTING BASED ON BUSINESS REQUIREMENTS.• IMPLEMENT AND SUPPORT HR SYSTEMS AND TOOLS.• COLLECT HR DATA FROM EMPLOYEES, SUPERVISORS, CUSTOMERS, OR OTHER RELEVANT INDIVIDUALS.• COMPILE PAST DATA FROM EMPLOYMENT RECORDS AND EXIT INTERVIEWS.• REFER TO LARGER DATABASES, LIKE THOSE THAT STORE GOVERNMENT LABOR STATISTICS.• WORK WITH MULTIPLE SYSTEMS TO COMPILE AND INTEGRATE SYSTEM DATA.• DEVELOP OPTIMAL WORKFLOWS WITHIN THE SYSTEMS.• CLEAN DATA TO ELIMINATE ANY ERRORS AND CREATE MORE MEANINGFUL ANALYSES.• ANALYZE DATA AND BY USING VARIOUS TOOLS (EXCEL) AND PROGRAMS.• BASED ON METRICS AND ANALYSIS, MAKES RECOMMENDATIONS FOR POLICIES AND ACTIVITIES TO IMPROVE THE ORGANIZATIONAL CULTURE INCLUDING SUGGESTIONS TO ATTRACT AND HIRE QUALIFIED CANDIDATES, TO MOTIVATE AND RETAIN EMPLOYEES, ADDRESS STAFFING ISSUES, AND MAINTAIN LEGAL COMPLIANCE.
EDUCATION & EXPERIENCE: A RELEVANT DEGREE, SUCH AS BACHELOR’S DEGREE IN FIELDS LIKE BUSINESS, COMPUTER SCIENCE: IT, HUMAN RESOURCES, OR ACCOUNTING & FINANCE OR AN EQUIVALENT LEVEL OF EXPERIENCE. EDUCATION & EXPERIENCE: A RELEVANT DEGREE, SUCH AS BACHELOR’S DEGREE IN FIELDS LIKE BUSINESS, COMPUTER SCIENCE, IT, HUMAN RESOURCES, OR ACCOUNTING & FINANCE OR AN EQUIVALENT LEVEL OF EXPERIENCE. KNOWLEDGE/TRAINING: DIRECT EXPERIENCE WITH ADP PREFERRED, OTHER SYSTEM EXPERIENCE WOULD BE CONSIDERED. HUMAN RESOURCE EXPERIENCE WELCOMED.COMPUTER SKILLS: MUST BE FAMILIAR WITH GENERAL USE AND FUNCTIONS OF THE COMPUTER, SUCH AS, USERNAMES AND PASSWORD CONCEPTS; INTERNET; E-MAIL; NAVIGATION OF COMPUTER DESKTOP OR LAPTOP, INCLUDING STARTING PROGRAMS, USING FILES, AND WINDOWS, EFFECTIVELY USE NAVIGATION BUTTONS AND TOOL BARS; ABILITY TO SELF-MANAGE ONLINE HR SERVICES AND ONLINE TRAINING PROGRAMS.
VISITING NURSE HEALTH SYSTEM PROVIDES EQUAL EMPLOYMENT OPPORTUNITIES TO ALL EMPLOYEES AND APPLICANTS FOR EMPLOYMENT AND PROHIBITS DISCRIMINATION AND HARASSMENT OF ANY TYPE WITHOUT REGARD TO RACE, COLOR, RELIGION, AGE, SEX, NATIONAL ORIGIN, DISABILITY STATUS, GENETICS, PROTECTED VETERAN STATUS, SEXUAL ORIENTATION, GENDER IDENTITY OR EXPRESSION, OR ANY OTHER CHARACTERISTIC PROTECTED BY FEDERAL, STATE OR LOCAL LAWS.
| ['ADP HRIS', 'reporting', 'data compilation', 'Excel', 'technology solutions', 'compliance knowledge', 'collaboration', 'communication', 'problem solving', 'recommendation making', 'attention to detail', 'self-management', 'organizational skills', 'data analysis', 'HR data metrics', 'data cleaning', 'data integration', 'HRIS configuration', 'business requirements gathering', 'workflow development'] |
3,891,070,825 | HR | Human Resources Generalist | DIRECT-HIRE, $65,000 SALARY
THE IDEAL CANDIDATE WILL BE RESPONSIBLE FOR RECRUITMENT EFFORTS, NEW HIRE ORIENTATION AND ONBOARDING, EMPLOYEE TERMINATION, AND COMPANY POLICY AND PROCEDURE ADHERENCE. IN ADDITION, YOU WILL BUILD STRONG RELATIONSHIPS WITH OUR COMPANY'S MANAGERS IN ORDER TO HELP THEM WITH THEIR HUMAN RESOURCE NEEDS. RESPONSIBILITIESOVERSEE FULL-CYCLE OF RECRUITMENT EFFORTSDEVELOP AND OVERSEE NEW HIRE ORIENTATION, ONBOARDING EFFORTS AND EMPLOYEE TERMINATION PROCESSASSIST WITH PAYROLL AND BENEFITS ADMINISTRATIONENSURES COMPLIANCE WITH COMPANY POLICIES AND PROCEDURES AND LEGAL RESPONSIBILITIES
QUALIFICATIONS
BACHELOR'S DEGREE OR EQUIVALENT EXPERIENCE IN HUMAN RESOURCES IN A MANUFACTURING SETTING, OR RELATED AREA2+ YEARS' OF EXPERIENCE WORKING IN HUMAN RESOURCESSTRONG INTERPERSONAL AND COMMUNICATION SKILLS | ['recruitment', 'payroll administration', 'compliance', 'human resources management', 'policy adherence', 'manufacturing HR experience', 'interpersonal skills', 'communication', 'relationship building', 'onboarding', 'employee termination', 'benefits administration'] |
3,901,949,090 | HR | Human Resources Project Manager | HYBRID ROLEONSITE: REQUIRED TO WORK ONSITE AT OFFICE 1-2 DAYS/WEEK (UP TO 5 DAYS/WEEK DURING BUSY PERIODS IN MAY/JUNE)HOURS PER WEEK: 30-40 HOURS DEPENDING ON WORKLOAD
MUST HAVES: 5+ YOE IN HR PROJECT MANAGEMENTSMARTSHEETS, OR SIMILAR TOOLS CREATING HR TRAINING PROGRAMS CREATING HR COMMUNICATIONS FOR ENTERPRISE ORGANIZATIONS WORKING WITH CONFIDENTIAL INFORMATION SKILL / EXPERIENCE REQUIRED: EXPERIENCE WITH HR PROJECT MANAGEMENTEXPERIENCE MANAGING COMPLEX EMPLOYEE EVENTS ABILITY TO WORK WITH SENIOR LEADERS ABILITY TO WORK WITH HIGHLY CONFIDENTIAL INFORMATION DESCRIPTION: PROVIDE HR PROJECT MANAGEMENT FOR AN OPERATING MODEL TRANSFORMATION, INCLUDING EMPLOYEE EVENTS, NEW TEAM FORMATION, AND ENGAGEMENT WITH LEADERSPROVIDES PROJECT MANAGEMENT AND HR BUSINESS PARTNER STAFF SUPPORT TO OPTIMIZE OPERATING MODEL TRANSFORMATION DEVELOP AND MAINTAIN PROJECT DOCUMENTATION, INCLUDING PROJECT PLANS, STATUS REPORTS, ISSUE LOGS, AND CHANGE CONTROL DOCUMENTATION. DEVELOPMENT MATERIALS TO SUPPORT CHANGE MANAGEMENT, LEARNING & DEVELOPMENT, TEAMING, AND ONBOARDING MANAGE PROJECT RISKS AND ISSUES, AND DEVELOP MITIGATION STRATEGIES TO ENSURE PROJECT SUCCESS. CONDUCT REGULAR MEETINGS WITH PROJECT TEAMS TO PROVIDE UPDATES ON PROJECT STATUS, DISCUSS CHALLENGES, AND MAKE RECOMMENDATIONS FOR IMPROVEMENT. MANAGES STAKEHOLDER EXPECTATIONS AND PROVIDES GUIDANCE AND ADVICE THROUGHOUT PROJECT DURATION. FOSTERS AND MAINTAINS GOOD RELATIONSHIPS WITH HR COLLEAGUES TO ENSURE THAT PROCESSES ARE MAINTAINED AND SUPPORTED FOLLOWING PROJECT COMPLETION. OTHER RELATED DUTIES AS ASSIGNED NICE TO HAVES:SHRM-CP CERTIFICATIONPMP CERTIFICATION | ['Project Documentation', 'Communication', 'Stakeholder Management', 'Relationship Building', 'Problem Solving', 'Team Collaboration', 'Leadership', 'Adaptability', 'HR Project Management', 'Smartsheets', 'Creating HR Training Programs', 'Creating HR Communications', 'Managing Complex Employee Events', 'Change Management', 'Risk Management', 'PMP Certification', 'SHRM-CP Certification', 'Confidentiality'] |
3,903,461,892 | HR | Human Resources Information System Partner III | JOB OVERVIEW
ARE YOU A SYSTEM SETUP EXPERT WITH A HUMAN RESOURCES BACKGROUND AND PROVEN RECORD OF WORKING EFFECTIVELY ACROSS MULTIPLE DEPARTMENTS? IF SO, MARVIN HAS THE PERFECT OPPORTUNITY FOR YOU. THE HUMAN RESOURCES INFORMATION SYSTEMS PARTNER III PLAYS A MEANINGFUL ROLE WITHIN THE HR DEPARTMENT AND IS EMPOWERED TO MAKE CREATIVE ENHANCEMENTS AND CONTINUOUS IMPROVEMENTS TO OUR CURRENT HRIS SYSTEMS. PARTICIPATE IN HR SYSTEM CONFIGURATION AND PARTNER WITH MULTIPLE DEPARTMENTS AS A SUBJECT MATTER AUTHORITY ON BOTH SOPHISTICATED HRIS SETUP AND HR PROCESSES.
CAREER GROWTH, LEADERSHIP TRAINING, AND A CULTURE BUILT ON FAMILY VALUES ARE A FEW OF THE WAYS WE SUPPORT YOU PROFESSIONALLY AND PERSONALLY. WE INVEST IN YOU FROM DAY ONE WITH AN EXTENSIVE BENEFITS PACKAGE, AND A SIGN ON BONUS.
HIGHLIGHTS OF YOUR ROLE
BUILD STRONG PARTNERSHIPS/COLLABORATION WITH DEPARTMENTS TO TRANSLATE INFORMATION INTO BUSINESS PROCESS/SYSTEM FUNCTIONALITY THAT BOTH ALIGNS WITH THE NEEDS OF THE BUSINESS AND KEEPS THE END USER EXPERIENCE IN MIND. TRAIN, MENTOR, AND ACTS AS A TECHNICAL RESOURCE FOR COLLEAGUES, LEADING PRODUCTION SUPPORT FOR HR SYSTEMS. COLLECT/ASSESS CUSTOMER FEEDBACK, PROVIDES SUPPORT AND CONDUCTS ROOT CAUSE ANALYSIS OF SYSTEM ISSUES. CONFIGURE HR SYSTEMS FOR USE ENTERPRISE WIDE, IMPLEMENTING PROCESS IMPROVEMENTS AND POLICY CHANGES CRAFTED TO IMPROVE EFFICIENCY AND THE USER EXPERIENCE WITH THE SYSTEM. RECOMMEND AND IMPLEMENT PROCESS/CUSTOMER SERVICES IMPROVEMENTS, INNOVATIVE SOLUTIONS, POLICY CHANGES AND/OR MAJOR VARIATIONS FROM STANDARD PRACTICE ACQUIRING VITAL INPUT AND APPROVALS.
YOU'RE A GOOD FIT IF YOU HAVE (OR IF YOU CAN)
EXPERIENCE IN UKG PRO AND UKG WORKFORCE MANAGEMENT™ SOLUTION, BUSINESS INTELLIGENCE, AND COGNOS REPORTING. SOLID UNDERSTANDING OF THE CONTEXT OF HUMAN RESOURCES ROLE AND FUNCTION WITHIN THE ORGANIZATION; UNDERSTANDING OF HR PRINCIPLES, PROCESSES, PROGRAMS, PRACTICES AND DATA. DEMONSTRABLE ABILITY TO CONSULT AND TRANSFER KNOWLEDGE OF CRITICAL HRIS SKILLS. ABILITY TO TRANSLATE HIGHLY TECHNICAL CONCEPTS INTO TERMS UNDERSTANDABLE BY BUSINESS PARTNERS INSIDE AND OUTSIDE OF HR.
ALSO WANT TO MAKE SURE YOU HAVE
BACHELOR’S DEGREE IN HUMAN RESOURCES, IT OR COMPUTER SCIENCE. MINIMUM OF 4 YEARS' EXPERIENCE IN HR, INCLUDING HR TECHNOLOGY SYSTEMS AND APPLICATIONS. EFFECTIVE COMMUNICATION AND DIPLOMACY SKILLS TO GUIDE, INFLUENCE, AND CONVINCE OTHERS, PARTICULARLY MANAGEMENT/COLLEAGUES IN OTHER HR.
WE INVITE YOU TO SEE YOURSELF AT MARVIN
FROM PEOPLE TO PRODUCTS, MARVIN IS COMMITTED TO CREATING BETTER WAYS OF LIVING. WHEN YOU JOIN THIS FAMILY-OWNED AND -LED WINDOW AND DOOR COMPANY, YOU BELONG TO A COMMUNITY FULL OF OPPORTUNITIES.
FOR MORE THAN 100 YEARS, WE'VE BEEN DESIGNING, BUILDING, AND ENGINEERING PREMIER PRODUCTS. TODAY, IN OUR 16 LOCATIONS ACROSS NORTH AMERICA, WE MANUFACTURE MARVIN'S PORTFOLIO OF PRODUCTS, WHICH INCLUDES INFINITY REPLACEMENT WINDOWS, TRUSTILE DOORS, AND MARVIN COASTLINE BRANDS.
BENEFITS
TOGETHER, WE LIVE OUR VALUES AND ENJOY A CULTURE THAT FEELS LIKE HOME. OUR BETTER LIVING APPROACH TO BENEFITS SUPPORTS YOU AT WORK AND BEYOND. FROM DAY ONE, YOU RECEIVE HEALTH INSURANCE, PAID HOLIDAYS, PAID PARENTAL LEAVE, A 401(K) RETIREMENT SAVINGS MATCH AND MORE! A FEW UNIQUE OFFERINGS INCLUDE:
$300 ANNUAL WELLBEING ACCOUNT TO SPEND ON WHATEVER MAKES YOU HAPPY + HEALTHY BETTER LIVING DAY! (A PAID DAY OFF TO GO HAVE SOME FUN) $$ ANNUAL PROFIT SHARING - GET REWARDED FOR THE ROLE EVERYONE PLAYS IN MAKING MARVIN A SUCCESS GIVING AT MARVIN - JOIN COORDINATED VOLUNTEER OPPORTUNITIES BRIGHTER DAYS FUND - FINANCIAL SUPPORT THANKS TO YOUR COLLEAGUES AND THE MARVIN FAMILY SHOULD YOU SUFFER A PERSONAL HARDSHIP
WHEN YOU BELONG TO THE MARVIN TEAM, IT'S ALL PART OF THE PACKAGE. APPLY TODAY!
MARVIN IS AN EQUAL OPPORTUNITY EMPLOYER
THIS JOB POSTING IS NOT DESIGNED TO COVER OR CONTAIN A COMPREHENSIVE LISTING OF ACTIVITIES, DUTIES, OR RESPONSIBILITIES OF THE EMPLOYEE. ACCOMMODATION MAY BE MADE TO ENABLE AN INDIVIDUAL WITH A DISABILITY TO PERFORM THE ESSENTIAL FUNCTIONS OF THE POSITION. ANY EMPLOYMENT OFFER DEPENDS ON COMPLETING A BACKGROUND CHECK AND DRUG SCREEN TO COMPANY STANDARDS. | ['HRIS Configuration', 'Data Analysis', 'Process Improvement', 'Communication', 'Collaboration', 'Problem Solving', 'Mentoring', 'Customer Service', 'Diplomacy', 'Consulting', 'UKG Pro', 'UKG Workforce Management', 'Business Intelligence', 'Cognos Reporting', 'Technical Support'] |
3,891,073,623 | HR | Human Resources Specialist | GROUP MANAGEMENT SERVICES IS LOOKING FOR SELF MOTIVATED INDIVIDUAL TO STEP INTO OUR HUMAN RESOURCES SPECIALIST ROLE BASED OUT OF OUR RICHFIELD, OH HEADQUARTERS.
AS WITH ALL POSITIONS HERE AT GMS, WE ARE LOOKING FOR A DRIVEN INDIVIDUAL WITH A CUSTOMER SERVICE ORIENTED MINDSET AND A PASSION FOR DEVELOPING STRONG RELATIONSHIPS. IF EXPANDING YOUR PROFESSIONAL HUMAN RESOURCES CAREER IS YOUR GOAL THAN THIS OPPORTUNITY MAY BE JUST WHAT YOU ARE LOOKING FOR!
WHAT ARE SOME EXPECTATIONS FOR THIS ROLE?ACT AS AN HR POINT OF CONTACT FOR HUNDREDS OF SMALL CLIENTS (UNDER 10 EMPLOYEES)HANDLE HR ADMINISTRATIVE TASKS LIKE ONBOARDING TROUBLESHOOTING, POLICY DEVELOPMENT, AND JOB DESCRIPTION CREATIONPROVIDE BASIC HR CONSULTING SERVICES ON EMPLOYEE ISSUESSOLVE DAY-TO-DAY ISSUES/CONCERNS RELATED TO GMS SERVICES WHILE ACTING AS A LIAISON BETWEEN CLIENTS AND OTHER DEPARTMENTS MONITOR AND MANAGE AN INCOMING QUEUE OF CLIENT EMAILS VIA SHARED INBOX AND MANAGE AND TRACK TASKS AND ACTIONS WITHIN OUR CRMMAINTAIN CLIENT/GMS RELATIONSHIP TO ATTAIN CLIENT RETENTION AND SATISFACTIONASSIST THE HR ACCOUNT MANAGERS WITH HIGHER LEVEL HR PROJECTS AS NEEDEDPERFORM REFERENCE CHECKS, BACKGROUND CHECKS, AND DRUG SCREENINGS FOR CLIENT EMPLOYEES/CANDIDATESWHAT ARE THE QUALIFICATIONS FOR THIS ROLE?BACHELOR'S DEGREE (B.A.) FROM FOUR-YEAR COLLEGE OR UNIVERSITY PREFERRED1-2 YEARS RELATED EXPERIENCED PREFERREDEQUIVALENT COMBINATION OF EDUCATION AND EXPERIENCE IS ACCEPTEDVALID DRIVER'S LICENSE REQUIRED; MUST BE WILLING TO TRAVEL 15% OF THE TIMEWHATS IN IT FOR YOU?BASE SALARY RANGE BETWEEN $50,000-$55,000FULL MEDICAL, DENTAL, VISION, 401(K) WITH COMPANY MATCH, LIFE, AND DISABILITY BENEFITS PACKAGETUITION ASSISTANCETHREE WEEKS OF PTO WITH 7 PAID HOLIDAYSCOMPANY SURFACE PRO OR LAPTOP PROVIDEDMONTHLY CELL PHONE REIMBURSEMENT PLANOPPORTUNITIES FOR GROWTHFLEXIBLE SCHEDULING AND AUTONOMY WHY GMS?
PEOPLE DON'T NECESSARILY BUY WHAT YOU DO, THEY BUY WHY YOU DO IT. GMS IS PASSIONATE ABOUT SMALL BUSINESSES HAVING STARTED OFF AS ONE BACK IN 1996 IN RICHFIELD, OH WITH ONLY A FEW EMPLOYEES. FAST FORWARD TO TODAY AND WE HAVE OVER 500 EMPLOYEES IN 24 OFFICES ACROSS 18 STATES NATIONWIDE. WE TAKE PRIDE IN BUILDING AND MAINTAINING QUALITY RELATIONSHIPS WITH OUR CUSTOMERS AS WE HELP THEM GROW THEIR OWN BUSINESS EXPONENTIALLY JUST AS WE DID BY ALLOWING THEM THE TIME AND ENERGY TO FOCUS SOLELY ON REINVESTING IN THEMSELVES.
AS WE CONTINUE TO EXPAND OURSELVES HERE AT GMS, WE ARE LOOKING FOR INDIVIDUALS WHO ARE WILLING AND ABLE TO PROVIDE EXCELLENT CUSTOMER SERVICE AND SUPPORT TO THEIR CLIENTS. WE ARE LOOKING FOR THOSE WHO ARE PASSIONATE ABOUT THE VALUE SMALL BUSINESS BRINGS AND PROVIDING THEM ASSISTANCE IN THEIR GROWTH AS THEY SEEK GROWTH FOR THEMSELVES. WE ARE COMMITTED TO PROVIDING OPPORTUNITIES FOR UPWARD MOBILITY FROM WITHIN TO THOSE WHO ARE DRIVEN TO SUCCEED AND WHO CARE ABOUT THE RELATIONSHIPS THEY BUILD. JOIN THE GMS TEAM TODAY, BUILD RELATIONSHIPS, SEEK GROWTH AND EXPERIENCE A TRULY FAMILY ORIENTED WORKPLACE CULTURE!
FOR MORE INFORMATION PLEASE VISIT OUR WEBSITE AT WWW.GROUPMGMT.COM #LI-ONSITE
GMS IS AN EQUAL OPPORTUNITY EMPLOYER | ['HR administration', 'onboarding', 'policy development', "Bachelor's degree", 'customer service', 'relationship building', 'problem solving', 'communication', 'self-motivation', 'teamwork', 'flexibility', 'autonomy', 'job description creation', 'HR consulting', 'CRM management', 'reference checks', 'background checks', 'drug screenings', "valid driver's license"] |
3,894,573,937 | HR | Human Resources Generalist | COMPANY INFORMATION
FOR MORE THAN 20 YEARS, AEG HAS PLAYED A PIVOTAL ROLE IN TRANSFORMING SPORTS AND LIVE ENTERTAINMENT. ANNUALLY, WE HOST MORE THAN 160 MILLION GUESTS, PROMOTE MORE THAN 10,000 SHOWS AND PRESENT MORE THAN 22,000 EVENTS AROUND THE WORLD. WE ARE COMMITTED TO INNOVATION, ARTISTRY, AND COMMUNITY, AND LEVERAGE THE POWER OF OUR 300+ VENUES, LEADING SPORTS FRANCHISES, MARQUEE MUSIC BRANDS, INTEGRATED ENTERTAINMENT DISTRICTS, PREMIER TICKETING PLATFORM AND GLOBAL SPONSORSHIP ACTIVATIONS, TO CREATE MEMORABLE MOMENTS THAT GIVE THE WORLD REASON TO CHEER.
OUR BUSINESS IS INTERWOVEN WITH THE HUMAN MIND AND HEART, AND WE STRIVE TO BUILD A DIVERSE AND INCLUSIVE COMPANY THAT REFLECTS THE ARTISTS, ATHLETES, AND FANS THAT WE HOST; REACH BEYOND TRADITIONAL BOUNDARIES TO SUPPORT THE COMMUNITIES IN WHICH WE OPERATE; AND MINIMIZE OUR IMPACT ON THE ENVIRONMENT BY ADOPTING SUSTAINABLE PRACTICES THROUGHOUT OUR BUSINESS OPERATIONS.
IF YOU WANT TO BE CHALLENGED TO UP YOUR GAME AND MAKE A DIFFERENCE, THEN JOIN US IN GIVING THE WORLD REASON TO CHEER!
JOB SUMMARY
THE HUMAN RESOURCES (HR) GENERALIST IS RESPONSIBLE FOR OVERSEEING VARIOUS AREAS OF THE HR LIFE CYCLE. THE INDIVIDUAL WILL PROVIDE ONGOING SUPPORT TO EMPLOYEES & MANAGERS IN THE AREAS OF POLICY INTERPRETATION, ONBOARDING, TRAINING, AND ACTING AS A RESOURCE TO EMPLOYEES ON HR-RELATED MATTERS. ADDITIONALLY, THE INDIVIDUAL WILL BE ABLE TO MAKE RECOMMENDATIONS AND DEVELOP STRATEGIES IN ALIGNMENT WITH THE COMPANY'S VISION.
ESSENTIAL FUNCTIONS
MANAGE THE TALENT ACQUISITION PROCESS IN PARTNERSHIP WITH TALENT ACQUISITION TEAM AT AEG CORPORATE FOR DESIGNATED EMPLOYEE POPULATION INCLUDING POSTING OF REQUISITIONS, MANAGING THE APPLICANT FLOW PROCESS, AND PROVIDING THOUGHTFUL RECOMMENDATIONS TO HIRING MANAGERS CONSISTENT WITH OUR ORGANIZATION'S HIRING AND DEI STRATEGIES. DIRECT THE ENTIRE ONBOARDING AND NEW HIRE EXPERIENCE LIFECYCLE BEYOND DAY ONE.LEAD AND FACILITATE EMPLOYEE ORIENTATION AND ONBOARDING PROGRAMS; MAINTAIN AND UPDATE ONBOARDING COLLATERALS. CONTINUALLY EVALUATE ONBOARDING PROGRAM BY CONDUCTING FOLLOW-UPS, GATHER FEEDBACK, MAINTAIN METRICS, ASSURE ALL NECESSARY TOOLS AND RESOURCES ARE AVAILABLE TO EMPLOYEES TO PERFORM JOB RESPONSIBILITIES AND CREATE TRAINING PLANS FOR CONTINUED IMPROVEMENT OF NEW HIRE EXPERIENCE.TRAIN AND PROVIDE SUPPORT TO DEPARTMENT HEADS AND MANAGERS IN ORDER TO GATHER AND ANALYZE DATA ON THE ONBOARDING EXPERIENCE AND PROVIDE DATA DRIVEN RECOMMENDATIONS AND OPPORTUNITIES FOR PROCESS AND PROGRAM IMPROVEMENTS WHILE DEVELOPING AND ESTABLISHING GREAT WORKING RELATIONSHIPS WITH THEM. CONTINUALLY EVALUATE TRAINING PROGRAMS TO ENSURE EFFECTIVENESS AND RELEVANCE.ACTS AS A TRUSTED RESOURCE TO MANAGERS AND EMPLOYEES. PROVIDE DAY-TO-DAY HUMAN RESOURCES SERVICES IN THE AREAS OF POLICY INTERPRETATION, ONBOARDING, TRAINING.MANAGE EMPLOYEE LEAVES OF ABSENCES AND ACCOMMODATIONS UNDER THE ADA PROCESS; LIAISE WITH EXTERNAL PARTNERS, OUR CORPORATE OFFICE, OUR LOCAL HUMAN RESOURCES TEAM, EMPLOYEE, AND THEIR SUPERVISOR TO FACILITATE THE INTERACTIVE PROCESS, ANSWER QUESTIONS AND MAKE RECOMMENDATIONS.PROVIDE COACHING AND CONFLICT RESOLUTION TO MANAGERS AND EMPLOYEES, AND WORK WITH OTHER MEMBERS OF THE HR TEAM TO MAKE RECOMMENDATIONS FOR IMPROVEMENTS.SERVE AS A LEARNING & DEVELOPMENT AMBASSADOR BY CHAMPIONING AND COMMUNICATING OPPORTUNITIES TO EMPLOYEES AND MANAGERS. CONDUCTS REGULAR AUDITS TO ENSURE COMPLIANCE WITH ALL COMPANY ASSIGNED TRAINING.ASSIST IN THE TRACKING OF HR RELATED ACTIVITY, ANALYZE DATA FOR TRENDS, GAPS AND PROVIDE REPORTS/ STATISTICS TO SUPPORT DEPARTMENTAL GOALS AND INITIATIVES (TERMINATIONS, COMPENSATION, HIRES, DIVERSITY, ETC.)PROACTIVELY AUDIT EXISTING JOB DESCRIPTIONS TO ENSURE THEY ARE ALIGNED TO SUPPORT DEPARTMENTAL/ORGANIZATIONAL CHANGES.CONTINUOUSLY REMAIN INFORMED OF NEW LABOR/EMPLOYEE RELATED LEGISLATIONS. INTERPRETATION AND APPLICATION OF LEGISLATION TO ENSURE THE COMPANY IS IN COMPLIANCE.
REQUIRED QUALIFICATIONS
BA/BS DEGREE (4-YEAR) IN HUMAN RESOURCES, BUSINESS MANAGEMENT, OR A RELATED AREA2-4 YEARS OF RELATED WORK EXPERIENCEEXPERIENCE WITH VARIOUS HRIS SYSTEMS INCLUDING ULTIMATE SOFTWARE, GREENHOUSE, CORNERSTONE AND ABI MASTERMIND IS PREFERREDDEMONSTRATED ABILITY TO PROACTIVELY MANAGE AND RESOLVE COMPLEX AND SENSITIVE HUMAN RESOURCE ISSUESSTRONG VERBAL AND WRITTEN COMMUNICATION SKILLS, HIGH ENERGY, EXCELLENT FOLLOW-UP AND FOLLOW-THROUGH SKILLSEXCELLENT CRITICAL THINKING, PROJECT MANAGEMENT AND ORGANIZATIONAL SKILLSSOLID PROFICIENCY WITH MICROSOFT OFFICE PRODUCTS (WORD, EXCEL, OUTLOOK) WITH THE ABILITY TO LEARN REQUIRED BUSINESS SYSTEMSKNOWLEDGEABLE OF LOCAL, STATE, AND FEDERAL EMPLOYMENT LAW AND REGULATIONSABLE AND WILLING TO DELIVER FRIENDLY, COURTEOUS, AND PROMPT CUSTOMER SERVICESTRONG ANALYTICAL SKILLS WITH ABILITY TO QUICKLY SUMMARIZE AND PRESENT DATA IN A MEANINGFUL FORMATABILITY TO BUILD STRONG RELATIONSHIPS AND COLLABORATE WITH ALL LEVELS OF INTERNAL STAKEHOLDERSINDEPENDENT THINKING AND PROBLEM-SOLVING CAPABILITIESHIGHLY ORGANIZED WITH A RECORD OF PRIORITIZING MULTIPLE PROJECTS AND MEETING DEADLINES. STRONG ATTENTION TO DETAIL WITH A FOCUS ON ACCURACY.MUSIC/ENTERTAINMENT INDUSTRY EXPERIENCE IS A PLUS
PAY SCALE: $67,000 - $81,880
AEG RESERVES THE RIGHT TO CHANGE OR MODIFY THE EMPLOYEE’S JOB DESCRIPTION WHETHER ORALLY OR IN WRITING, AT ANY TIME DURING THE EMPLOYMENT RELATIONSHIP. AEG MAY REQUIRE AN EMPLOYEE TO PERFORM DUTIES OUTSIDE HIS/HER NORMAL DESCRIPTION. | ['HRIS systems', 'Microsoft Office', 'data analysis', 'project management', 'onboarding', 'training development', 'conflict resolution', 'communication', 'problem solving', 'relationship building', 'organizational skills', 'critical thinking', 'independent thinking', 'attention to detail', 'employment law', 'customer service'] |
3,901,372,502 | HR | Human Resources Coordinator | JOB TITLE: HUMAN RESOURCES COORDINATORLOCATION: [NEW YORK, NY, 10036DURATION: 8+ MONTHS CONTRACT
TOP 3 SKILLS: MINIMUM OF 3 YEARS HR EXPERIENCE, EXPERIENCE WITH HR SYSTEMS(TEAM USES SUCCESSFACTORS BUT EXPERIENCE IN WORKDAY/SAP ALSO WORKS),WORKFORCE PLANNING EXPERIENCE, THRIVE UNDER PRESSURE AND ABLE TO MULTI TASK, ATTENTION TO DETAIL AND ACCURACY, PROACTIVE, SELF MOTIVATED, ADVANCED EXCEL/POWERPOINT SKILLS(GURU’S IN EXCEL), OTHER SKILLS/NICE TO HAVES: BACKGROUND OR KNOWLEDGE IN FINANCE, INDUSTRY EXPERIENCE/MULTINATIONAL COMPANY IS A PLUS, EXPERIENCE WITH WORKING WITH INTERNATIONAL TEAMS, SPANISH SPEAKING IS A PLUS DEAL BREAKERS: IF THEY DON’T HAVE EXPERIENCED EXCEL EXPERIENCE. WILL BE DOING V-LOOK UP’S/FORMULAS ETC SPECIFIC INDUSTRY EXPERIENCE REQUIRED: VERY NICE TO HAVE JOB OVERVIEW: KEY RESPONSIBILITIES: • MONITOR AND TRACK DAY-TO-DAY PROJECT ACTIVITIES, DELIVERABLES, AND STRATEGIC INITIATIVES TO ENSURE TIMELY COMPLETION. • COLLABORATE WITH HR BUSINESS PARTNERS, FINANCE AND COMPENSATION CENTER OF EXPERTISE (COE) TO UPDATE TRANSFORMATION PROJECT BUDGETS AND FINANCIAL MEASURES. • ASSIST IN UPDATING AND MANAGING HR PLANNING FORECASTS AND BUDGETS ALONGSIDE SENIOR HR BUSINESS PARTNERS, FINANCE AND COMPENSATION COE. • OVERSEE BUDGET CONTROL, PLANNING PROCESSES, HIRING PROCEDURES, AND OTHER HR-RELATED ACTIVITIES. • COORDINATE ANNUAL COMPENSATION BUDGETING, WORKING CLOSELY WITH HR BUSINESS PARTNERS, FINANCE AND COMPENSATION COE. • MAINTAIN HIRING REQUESTS AND VALIDATE BUDGETING APPROVALS WITH RELEVANT STAKEHOLDERS. • PREPARE INTERNAL COMMUNICATION REPORTS AS NEEDED. • SUPPORT HR STAFF IN VALIDATING REQUESTS AND ENSURING ACCURATE COMPLETION OF INTERNAL PROCESSES. QUALIFICATIONS AND REQUIREMENTS: • BACHELOR’S DEGREE. • MINIMUM OF 3 YEARS HR EXPERIENCE, PREFERABLY IN A RELATED INDUSTRY; MULTINATIONAL COMPANY EXPERIENCE IS A PLUS. • BACKGROUND OR KNOWLEDGE IN FINANCE IS ADVANTAGEOUS. • ABILITY TO THRIVE UNDER PRESSURE AND MANAGE MULTIPLE TASKS SIMULTANEOUSLY. • STRONG ATTENTION TO DETAIL AND ACCURACY. • PROACTIVE, SELF-MOTIVATED, AND FLEXIBLE ATTITUDE. • HIGHLY ANALYTICAL WITH A KEEN EYE FOR DETAIL AND ACCURACY. • ADVANCED PROFICIENCY IN MICROSOFT EXCEL AND POWERPOINT SKILLS. | ['HR experience', 'HR systems (SuccessFactors, Workday, SAP)', 'Workforce planning', 'Advanced Excel', 'PowerPoint', 'Budget control', 'Financial measures', 'Hiring procedures', 'Internal communication reporting', 'Analytical skills', 'Ability to thrive under pressure', 'Multi-tasking', 'Attention to detail', 'Proactive', 'Self-motivated', 'Flexible attitude', 'Collaboration', 'Communication', 'International teamwork', 'Spanish speaking'] |
3,901,176,444 | HR | Director of Human Resources | THIS NONPROFIT ORGANIZATION OPERATES IN APPROXIMATELY EIGHT STATES AND TWENTY CITIES; THE HR DIRECTOR MUST LEARN THE CHILD SERVICES PROGRAMMING AND DEVELOP A STRONG PARTNERSHIP WITH THE PROGRAM DEPUTIES, THE LEADERSHIP COUNCIL, THE ASSOCIATE CEO, AND PRESIDENT/CEO.CLIENT DETAILSW ARE AN ACCREDITED NON-PROFIT, HUMAN SERVICES AGENCY DEDICATED TO FAMILY SUPPORT AND PRESERVATION, TRAUMA-INFORMED CARE, AND SERVING VULNERABLE POPULATIONS WITH UNIQUE NEEDS. FOUNDED IN 1852 IN AUBURN, NY, WE HAVE A LONG HISTORY OF DELIVERING HIGH-QUALITY AND INNOVATIVE SERVICES TO INDIVIDUALS, CHILDREN, YOUTH AND FAMILIES. WE HAVE 22 LOCATIONS ACROSS 8 STATES AND SERVE OVER 10,000 INDIVIDUALS AND FAMILIES ANNUALLY.DESCRIPTIONOVERSEE THE DAILY OPERATIONS OF THE HR TEAM BASED IN AUBURN, PARTNERING WITH THE DEPUTY OF HUMAN RESOURCES BASED IN NYCADMINISTER, UPDATE, DEVELOP, AND COMMUNICATE PERSONNEL POLICIES AND PROCEDURES TO STAFF, ENSURING THAT STAFF UNDERSTANDS BEST PRACTICES FOR PROGRESSIVE DISCIPLINE, LEAVE MANAGEMENT, BENEFITS AND TRAININGLEAD, COACH AND MENTOR HR GENERALISTS BASED IN AUBURN AND PROVIDE SUPPORT TO THE HR TEAM MEMBERS IN OTHER SUBUNITSOVERSEE AND MANAGE EMPLOYEE RELATIONS, LIAISING WITH UPSTATE NEW YORK, DELAWARE, PITTSBURGH, DALLAS, CHICAGO, LOS ANGELES AND BALTIMORECONDUCT NEW-EMPLOYEE ORIENTATIONS; MONITOR CAREER-PATH PROGRAM AND EMPLOYEE RELATIONS COUNSELINGENSURE THE AGENCY COMPLIES WITH FEDERAL, STATE, AND LOCAL LEGAL REQUIREMENTS BY STUDYING EXISTING AND NEW LEGISLATION, ANTICIPATING LEGISLATION, ENFORCING ADHERENCE TO REQUIREMENTS; ADVISING MANAGEMENT ON NEEDED ACTIONSASSIST WITH MAINTENANCE AND WORK WITH THE TEAM TO UPDATE EMPLOYEE HANDBOOK AND STANDARD OPERATING PROCEDURES, PARTNERING WITH THE CQI AND COMPLIANCE TEAMSERVE AS A LIAISON AND PROVIDE EMPLOYEE RELATIONS ADVICE AND COUNSELING TO MANAGEMENT AND EMPLOYEESPROVIDE TRAINING TO OTHER DEPARTMENT DIRECTORS AND SUPERVISORS IN THE AREAS OF HIRING, FIRING, DOCUMENTATION, EVALUATIONS, PRIVACY, FMLA, PFL, WORKPLACE SAFETY, HARASSMENT, DISCRIMINATION, AND WORKPLACE VIOLENCECONDUCT REGULAR FOLLOW-UP WITH ASSISTANT DIRECTOR OF TALENT ACQUISITION TO DETERMINE THE EFFECTIVENESS OF RECRUITING PLANS AND IMPLEMENTATIONGUARDIAN AND EXECUTOR OF AGENCY COMPETENCIES, LIVES OUT OUR AGENCY COMPETENCIESRESPONSIBLE FOR COMPLYING WITH RULES AND REGULATIONS GOVERNING ACCESS TO PROTECTED HEALTH INFORMATION UNDER HIPAA. ACCESS PROTECTED HEALTH INFORMATION IS LIMITED TO THE EXTENT REQUIRED TO PERFORM RESPONSIBILITIES HEREIN, DICTATE THE LEVEL OF ACCESS, USE, AND DISCLOSURE OF CONFIDENTIAL INFORMATIONPERFORM OTHER DUTIES AS REQUESTED BY YOUR IMMEDIATE SUPERVISOR OR THE AGENCY'S C-SUITEPROFILE● BACHELOR'S DEGREE WITH A MINIMUM OF SIX TO EIGHT YEARS EXPERIENCE IN HUMAN RESOURCES, INCLUDING A MINIMUM OF 3-4 YEARS SUPERVISING A LARGE TEAM.● MASTER'S DEGREE AND PHR OR SHR CP OR SCP CERTIFICATION - REQUIRED● EXPERIENCE PROVIDING HUMAN RESOURCES FOR NOT FOR PROFIT AGENCY - PREFERRED● DEMONSTRATED TRACK RECORD IN DEVELOPING AND MAINTAINING SYSTEMS - REQUIRED● HIGHLY SKILLED IN MS OFFICE AND WORKING KNOWLEDGE OF WEB-BASED HRIS OR EQUIVALENT SYSTEMS - REQUIRED● EXCELLENT COMMUNICATION AND ORGANIZATIONAL SKILLS AND ABILITY TO WORK IN A FLEXIBLE TEAM CONTEXT● ABILITY TO HANDLE CONFIDENTIAL MATERIAL RESPONSIBLY● VALID NYS DRIVER'S LICENSE - REQUIRED● ABILITY TO TRAVEL TO ALL AGENCY LOCATIONSJOB OFFER160 HOURS OF VACATION TIME; 12 SICK DAYS PER YEAR● 10 HOLIDAYS, 3 PERSONAL DAYS, MEDICAL APPOINTMENT TIME● MEDICAL, DENTAL, AND VISION INSURANCE● PET AND LEGAL INSURANCE● EMPLOYEE ASSISTANCE PROGRAM● FSA, TRANSIT, AND PARKING SAVINGS ACCOUNTS● SUPPLEMENTAL LIFE INSURANCE, CRITICAL ILLNESS, ENHANCED SHORT-TERM DISABILITY BENEFITS● 401(K) MATCH UP TO 6 %● CORPORATE DISCOUNTS PROGRAM● SICK LEAVE POOL● IDENTITY PROTECTION● HYBRID - ELIGIBLE FOR ONE REMOTE DAY AFTER 90 DAYS OF EMPLOYMENT
MPI DOES NOT DISCRIMINATE ON THE BASIS OF RACE, COLOR, RELIGION, SEX, SEXUAL ORIENTATION, GENDER IDENTITY OR EXPRESSION, NATIONAL ORIGIN, AGE, DISABILITY, VETERAN STATUS, MARITAL STATUS, OR BASED ON AN INDIVIDUAL'S STATUS IN ANY GROUP OR CLASS PROTECTED BY APPLICABLE FEDERAL, STATE OR LOCAL LAW. MPI ENCOURAGES APPLICATIONS FROM MINORITIES, WOMEN, THE DISABLED, PROTECTED VETERANS AND ALL OTHER QUALIFIED APPLICANTS. | ['Human Resources Management', 'Employee Relations', 'Compliance with Labor Laws', 'MS Office', 'HRIS Systems', 'Training and Development', 'Policy Development', 'Recruitment Strategies', 'Data Analysis', 'Project Management', 'Communication', 'Leadership', 'Organizational Skills', 'Teamwork', 'Problem Solving', 'Confidentiality', 'Flexibility', 'Mentoring', 'Interpersonal Skills', 'Adaptability'] |
3,905,824,247 | HR | Human Resources Generalist |
SIGVARIS IS CURRENTLY LOOKING FOR A HUMAN RESOURCES GENERALIST TO JOIN OUR HR TEAM IN PEACHTREE CITY, GA. AS A LEADING COMPRESSION SOLUTION PROVIDER, WE ARE NOT JUST A COMPANY THAT MANUFACTURES PRODUCTS. WE ARE A GLOBAL TEAM ON A MISSION TO HELP PEOPLE FEEL THEIR BEST. UNDER THE GUIDANCE OF THE HUMAN RESOURCES DIRECTOR, THE HUMAN RESOURCES GENERALIST PERFORMS DUTIES AT THE PROFESSIONAL LEVEL IN SOME OR ALL OF THE FOLLOWING FUNCTIONAL AREAS: EMPLOYEE RELATIONS, TRAINING, EMPLOYMENT, BENEFITS MANAGEMENT, SAFETY AND PAYROLL FUNCTIONS. THIS POSITION REQUIRES AN EXTREMELY PERCEPTIVE PERSON WHO IS CAPABLE OF RELATING TO INDIVIDUALS AT ALL LEVELS WITHIN THE ORGANIZATION. THE HUMAN RESOURCES GENERALIST MUST BE SENSITIVE TO CORPORATE NEEDS, EMPLOYEE GOODWILL AND THE BUSINESS NEEDS IN ORDER TO MEET ESTABLISHED ORGANIZATIONAL GOALS AND OBJECTIVES.
DUTIES AND RESPONSIBILITIES: • ASSISTS HIRING MANAGER IN PROCESSING APPLICATIONS AND PRE-EMPLOYMENT SCREENINGS. • PARTICIPATES IN THE NEW EMPLOYEE ONBOARDING PROCESS. • MONITORS MONTHLY EMPLOYEE ELIGIBILITY FOR BENEFITS PLANS. • ENSURES COMPLIANCE WITH USCIS FORM I-9 EMPLOYMENT ELIGIBILITY VERIFICATION; PERIODICALLY AUDITS FORMS I-9 TO ENSURE COMPLIANCE. • ASSISTS DEPARTMENT IN CARRYING OUT VARIOUS HUMAN RESOURCES PROGRAMS AND PROCEDURES FOR ALL COMPANY EMPLOYEES. O ANSWERS OUTSIDE INQUIRIES FOR FACTUAL INFORMATION, SUCH AS VERIFICATION OF DATES OF EMPLOYMENT IN RESPONSE TO TELEPHONE CREDIT CHECKS ON EMPLOYEES. O SENDS OUT MONTHLY SAFETY TRAINING TO ALL DEPARTMENTS AND ENSURES COMPLETION FOR ALL APPLICABLE EMPLOYEES. O REGULARLY AUDITS AND ENSURES ISO FILES ARE MAINTAINED AND UP TO DATE. O PROVIDES BASIC PERSONNEL INFORMATION TO CURRENT AND PROSPECTIVE EMPLOYEES. O GATHERS INFORMATION IN PREPARATION FOR STANDARD TO COMPLEX REPORTS. O ASSISTS IN THE COORDINATION OF OTHER EMPLOYMENT ACTIVITIES, I.E., OPEN ENROLLMENTS, EMPLOYER SPONSORED EVENTS, EMPLOYEE COMMUNICATION MEETINGS, AUDITS, AND ANY OTHER HR PROJECTS. O PROVIDES ADMINISTRATIVE SUPPORT FOR EMPLOYEES HR REQUESTS. O DISTRIBUTES EMPLOYEE HUMAN RESOURCES INFORMATION AND COMMUNICATIONS. O ASSISTS WITH MAINTENANCE OF THE EMPLOYEE BULLETIN BOARDS, (I.E. JOB POSTINGS, EMPLOYER COMMUNICATIONS, FEDERAL AND STATE LAWS, OSHA, ETC.). O ASSISTS IN DEVELOPING AND MAINTAINING PRESENTATIONS FOR BREAK ROOM. O PRIORITIZES MAIL AND INTERNAL CORRESPONDENCE. O RETRIEVES AND REPLACES WORK RELATED DOCUMENTS (FILES, REPORTS, ETC.) FROM STORAGE AREAS. • ORGANIZES, FACILITATES, AND DELIVERS TRAINING PROGRAMS FOR ALL LEVELS OF THE ORGANIZATION. • ENSURES THAT SALES EMPLOYEES HAVE PROPER CREDENTIALS TO ENTER HOSPITAL/MEDICAL ENVIRONMENTS. • FOSTERS POSITIVE MORALE AMONG STAFF, BY PROMOTION OF OPEN COMMUNICATION WITH ALL DEPARTMENTS, TO HELP CREATE AND MAINTAIN AN INNOVATIVE AND COOPERATIVE STAFF RELATIONSHIP AND ENVIRONMENT. O INTERACTS WITH EXTERNAL AND INTERNAL CUSTOMERS IN A MANNER CONDUCIVE TO CONTINUED POSITIVE RELATIONSHIPS. O DISPLAYS PATIENCE, COURTESY AND TACT; DEMONSTRATES FLEXIBILITY, ENTHUSIASM AND WILLINGNESS TO COOPERATE WHILE WORKING WITH OTHERS OR IN PLACE OF OTHERS AS NECESSARY. • DEMONSTRATES EFFECTIVE COMMUNICATION METHODS. O THE HUMAN RESOURCES DIRECTOR AND/OR APPROPRIATE MANAGEMENT STAFF ARE KEPT INFORMED OF DEVELOPMENTS AFFECTING THEIR FUNCTIONS. O RESPONDS QUICKLY TO ALL ORAL AND WRITTEN COMMUNICATIONS. O MAINTAINS AND ENCOURAGES AN OPEN LINE OF COMMUNICATION WITH BOTH INTERNAL AND EXTERNAL CUSTOMERS. O CHECKS AND RESPONDS TO VOICE MAIL MESSAGES IN A TIMELY MANNER. O ACCURATELY AND LEGIBLY PRESENTS WRITTEN DATA TO AFFECTED INTERNAL/EXTERNAL CUSTOMER. • FOLLOWS ESTABLISHED COMPANY POLICIES AND PROCEDURES TO ENSURE COMPLIANCE WITH SIGVARIS POLICIES, INDUSTRY STANDARDS, ISO 13485 STANDARDS, AND FEDERAL, STATE AND LOCAL LAWS. • FOLLOWS ALL WORK INSTRUCTIONS, CREATES AND MAINTAINS ACCURATE RECORDS TO MEET ALL INTERNAL AND EXTERNAL REQUIREMENTS TO SUPPORT THE SIGVARIS QUALITY SYSTEM AND QUALITY POLICY. • ACCURATELY PERFORMS ANY OTHER DUTIES AND RESPONSIBILITIES AS ASSIGNED TO ENSURE AN EFFICIENT WORKFLOW.
MINIMUM REQUIREMENTS:
EDUCATION AND/OR WORK EXPERIENCE: • A BACHELOR'S DEGREE IN HUMAN RESOURCES MANAGEMENT, BUSINESS MANAGEMENT OR EQUIVALENT IN EDUCATION AND EXPERIENCE. • SEVEN (7) TO TEN (10) YEARS OF EXPERIENCE IN A HUMAN RESOURCES OR SIMILAR FUNCTION. • EXPERIENCE WORKING IN A MANUFACTURING ENVIRONMENT PREFERRED.
CRITICAL SKILLS: • DETAIL-ORIENTED AND ABILITY TO MULTI-TASK • EFFECTIVE PROBLEM-SOLVING SKILLS • COMPETENT KEYBOARD SKILLS TO PRODUCE ACCURATE AND WELL-PRESENTED REPORTS, TABLES, FORMS AND SPREADSHEETS • EFFECTIVE COMMUNICATOR BOTH VERBAL AND WRITTEN • PROFICIENT IN MICROSOFT EXCEL, WORD, OUTLOOK AND HRIS SOFTWARE • PROFICIENT WITH BASIC BUDGET MANAGEMENT AND CALCULATIONS • DEMONSTRATED ABILITY TO MEET DEADLINES AND DELIVER EFFECTIVE RESULTS • DEMONSTRATED ABILITY TO WORK UNDER PRESSURE
PHYSICAL REQUIREMENTS:THIS JOB OPERATES IN AN OFFICE ENVIRONMENT. THIS ROLE ROUTINELY USES STANDARD OFFICE EQUIPMENT SUCH AS COMPUTERS, PHONES, PHOTOCOPIERS, FILING CABINETS AND FAX MACHINES. • OCCASIONALLY REQUIRED TO SIT, WALK, USE HANDS TO FINGER, HANDLE OR FEEL, REACH WITH HANDS AND ARMS, TALK OR HEAR, BEND, LIFT OR CLIMB. • OCCASIONALLY REQUIRED TO LIFT LIGHT WEIGHTS (LESS THAN 25 POUNDS). • FINGER DEXTERITY AND HAND COORDINATION REQUIRED. • SPECIFIC VISION ABILITIES REQUIRED FOR THIS JOB INCLUDE: CLOSE VISION, DISTANCE VISION, ABILITY TO ADJUST OR FOCUS.
WHAT WE OFFER YOU: • COMPETITIVE SALARY • MEDICAL (CORE PLAN AND HIGH DEDUCTIBLE PLAN) • HEALTH SPENDING ACCOUNT (APPLIES TO HIGH DEDUCTIBLE PLAN) • FLEXIBLE SPENDING ACCOUNT • DENTAL PLAN • FREE LIFE INSURANCE, SHORT AND LONG TERM DISABILITY • VOLUNTARY BENEFITS INCLUDE VISION, TERM LIFE INSURANCE, ACCIDENT, CANCER AND HOSPITAL CONFINEMENT • 401(K) WITH COMPANY MATCH (DOLLAR FOR DOLLAR 100% UP TO THE FIRST 5% OF EMPLOYEE CONTRIBUTIONS TO THE PLAN) • PAID TIME OFF • 10 PAID HOLIDAYS PER YEAR • EMPLOYEE ASSISTANCE PROGRAM
SUCCESSFUL COMPLETION OF BACKGROUND CHECK AND DRUG TEST WILL BE REQUIRED IN ADVANCE OF HIRE.
SIGVARIS IS AN EOE. | ['employee relations', 'training', 'employment', 'benefits management', 'payroll functions', 'Microsoft Excel', 'Microsoft Word', 'budget management', 'reporting', 'pre-employment screening', 'onboarding', 'communication', 'problem solving', 'detail-oriented', 'multi-tasking', 'interpersonal skills', 'flexibility', 'teamwork', 'time management', 'customer service', 'compliance', 'HRIS software', 'Microsoft Outlook', 'ISO standards', 'patience'] |
3,905,340,218 | HR | Human Resources Assistant | THERMAL CONCEPTS IS LOOKING FOR A NEW HR ASSISTANT! THE IDEAL CANDIDATE WILL HAVE SOME EARLY CAREER HR EXPERIENCE, WITH A FRIENDLY AND EASY-GOING PERSONALITY. THIS POSITION WILL SIT AT THE ADMINISTRATIVE OFFICE FRONT DESK, SO IT WILL REQUIRE SOME FRONT DESK RECEPTION DUTIES AS WELL (GREETINGS GUESTS, ANSWERING PHONE CALLS, GOING THROUGH THE MAIL).
RESPONSIBILITIESVERIFY EMPLOYMENT ELIGIBILITY THROUGH THE E-VERIFY SYSTEMHANDLE JOB VERIFICATIONS FOR CURRENT AND FORMER EMPLOYEESORGANIZE AND MAINTAIN PHYSICAL AND DIGITAL EMPLOYEE RECORDSCREATE AND MAINTAIN EMPLOYEE PERSONNEL FILES (PHYSICAL + DIGITAL)FILE AND MAINTAIN IMPORTANT HR DOCUMENTSASSIST IN THE ONBOARDING PROCESS FOR NEW HIRESCOORDINATE AND SCHEDULE JOB INTERVIEWSCOORDINATE LOGISTICS FOR EMPLOYEE TRAINING SESSIONS AND ORIENTATIONS FOR NEW HIRESSUPPORT THE HR TEAM WITH DAILY ACTIVITIES, AS WELL AS SPECIAL HR PROJECTS AND INITIATIVESFRONT DESK / RECEPTIONIST DUTIES, INCLUDING: GREETING / DIRECTING GUESTS AS THEY ARRIVE AT THE OFFICE, ANSWERING THE TELEPHONE AND TAKING MESSAGES / FORWARDING CALLS, RECEIVE/HANDLE INCOMING AND OUTGOING MAIL, PERFORMING OTHER CLERICAL / ADMIN DUTIES AS NEEDED
REQUIREMENTS AND SKILLSDEMONSTRATED WORK EXPERIENCE IN HUMAN RESOURCESPROFICIENCY IN MICROSOFT OFFICEBILINGUAL (ENGLISH/SPANISH) PREFERREDPROFESSIONAL ATTITUDE AND APPEARANCESOLID WRITTEN AND VERBAL COMMUNICATION SKILLSABILITY TO BE RESOURCEFUL AND PROACTIVE WHEN ISSUES ARISEEXCELLENT ORGANIZATIONAL SKILLSCUSTOMER SERVICE ATTITUDE IS CRITICAL
THERMAL CONCEPTS IS AN EQUAL OPPORTUNITY EMPLOYER | ['Human Resources', 'Microsoft Office', 'Organizational Skills', 'Clerical Skills', 'Communication', 'Customer Service', 'Proactive Problem Solving', 'Professional Attitude', 'Team Support', 'E-Verify System', 'Bilingual (English/Spanish)'] |
3,902,344,478 | HR | Junior Human Resources Consultant | TERMS OF EMPLOYMENTW2 CONTRACT, 12 MONTHS (LIKELY PERMANENT CONVERSION)THIS IS A HYBRID POSITION. CANDIDATES MUST BE COMFORTABLE WORKING ONSITE TWO DAYS PER WEEK IN DELTA, PA (17314) AND REMOTELY THREE DAYS PER WEEK. ONCE UP TO SPEED, THERE WILL BE OPPORTUNITY TO WORK REMOTELY FOUR DAYS PER WEEK.
OVERVIEWOUR CLIENT IS LOOKING FOR A JUNIOR HUMAN RESOURCES GENERALIST TO PROVIDE ADMINISTRATIVE SUPPORT FOR AN HR TEAM THAT IS RESPONSIBLE FOR SUPPORTING EMPLOYEES WORKING AT AN ATOMIC POWER STATION. THIS IS AN EXCELLENT OPPORTUNITY FOR A RECENT HUMAN RESOURCES GRADUATE WITH MINIMAL EXPERIENCE OR A NON-HUMAN RESOURCES GRADUATE WITH A FEW YEARS OF RELEVANT EXPERIENCE TO JOIN A HIGHLY REPUTABLE ORGANIZATION AND RECEIVE HANDS-ON TRAINING IN ‘ALL THINGS’ HR. THE JUNIOR HUMAN RESOURCES GENERALIST WILL BE RESPONSIBLE FOR WORKING WITH HUMAN RESOURCES MANAGERS AND LEADERSHIP TO WRITE DISCIPLINE REPORTS, UPLOAD DISCIPLINE REPORTS IN HRIS, HOLD COACHING DISCUSSIONS WITH MANAGERS, HELP EMPLOYEES NAVIGATE VARIOUS HR SYSTEMS, HELP MANAGERS INTERPRET POLICIES AND PROCEDURES SO THEY ARE APPLIED CORRECTLY, PARTICIPATE IN HR-RELATED AUDITS, GO TO CAREER FAIRS, AND INTERACT WITH INTERNS AND NEW HIRES PERTAINING TO ONBOARDING AND ORIENTATION ACTIVITIES.
REQUIRED SKILLS & EXPERIENCEBACHELOR’S DEGREE IN HUMAN RESOURCES AND SOME PROFESSIONAL EXPERIENCE – OR – NON-HUMAN RESOURCES BACHELOR’S DEGREE AND 1+ YEAR OF HUMAN RESOURCES-RELATED EXPERIENCE.DEMONSTRATABLE EXPERIENCE WORKING WITHIN MICROSOFT WORD, POWERPOINT, AND EXCEL.EXCELLENT WRITTEN AND VERBAL COMMUNICATION SKILLS WITH AN EAGERNESS TO INTERACT WITH AND PRESENT TO A VARIETY OF PERSONALITIES.POSSESS A POSITIVE ATTITUDE WITH HIGH STANDARDS AROUND WORK OUTPUT AND ETHICS.ABILITY TO REPRESENT THEMSELVES AND THE COMPANY PROFESSIONALLY.STRONG ATTENTION TO DETAIL.PREFERRED SKILLS & EXPERIENCEEXPERIENCE LEVERAGING PIVOT TABLES AND/OR VLOOKUPS IN EXCEL. | ['Microsoft Word', 'Microsoft PowerPoint', 'Microsoft Excel', 'HRIS', 'Pivot Tables', 'VLOOKUP', 'Communication', 'Attention to Detail', 'Professionalism', 'Teamwork', 'Positive Attitude', 'Adaptability'] |
3,905,690,261 | HR | Human Resources Business Partner | COMPENSATION RANGE:
40-50
WELCOME TO INTEPROS, A CERTIFIED WOMAN-OWNED COMPANY SPECIALIZING IN INNOVATIVE AND RESULTS-ORIENTED RECRUITING AND STAFFING SOLUTIONS. WE TAKE IMMENSE PRIDE IN GENUINELY UNDERSTANDING WHAT DRIVES AND INSPIRES EXCEPTIONAL INDIVIDUALS LIKE YOU. YOUR SUCCESS IS OUR PRIORITY, AND WE ARE DEDICATED TO ACTIVELY SHAPING YOUR LONG-TERM CAREER JOURNEY. AT INTEPROS, WE BELIEVE IN COMPREHENSIVE WELL-BEING. YOU HAVE ACCESS TO OUR MEDICAL, DENTAL, VISION, AND MENTAL HEALTH PROGRAMS, ENSURING YOUR HEALTH AND WELLNESS ARE TAKEN CARE OF. TO SUPPORT YOUR CONTINUOUS GROWTH, WE ALSO PROVIDE A $1,500 PER YEAR EDUCATION AND PROFESSIONAL CERTIFICATION FUND. DIVERSITY AND INCLUSION ARE CORNERSTONES OF OUR COMPANY ETHOS. INTEPROS IS PROUD TO BE AN EQUAL OPPORTUNITY EMPLOYER. WE DO NOT DISCRIMINATE IN EMPLOYMENT ON THE BASIS OF RACE, COLOR, RELIGION, SEX, PREGNANCY, GENDER IDENTITY, NATIONAL ORIGIN, SEXUAL ORIENTATION, DISABILITY, AGE, VETERAN OR MILITARY STATUS, RETALIATION, OR ANY OTHER CHARACTERISTIC PROTECTED BY LAW. WE CELEBRATE THE RICH TAPESTRY OF BACKGROUNDS AND PERSPECTIVES THAT MAKE US STRONGER AS A TEAM. PLEASE NOTE THAT ONLY QUALIFIED INDIVIDUALS BEING CONSIDERED WILL BE CONTACTED. WE APPRECIATE YOUR INTEREST AND LOOK FORWARD TO POTENTIALLY EMBARKING ON A TRANSFORMATIVE JOURNEY TOGETHER.
INTEPROS IS HIRING AN HRBP FOR OUR PREMIER CLIENT IN KANKAKEE, IL! AS THE INDUSTRIAL RELATIONS HRBP (AMERICAS), YOU WILL HOLD A TWOFOLD ACCOUNTABILITY, IT IS ON ONE HAND A SUBJECT MATTER EXPERT FOR THE COUNTRIES FOR THE HRBP AGILE TEAM ON INDUSTRIAL RELATIONS WITHIN YOUR RESPECTIVE REGION (AMER, APAC, EMEA) AND ON THE OTHER IS A SENIOR HRBP MEMBER OF A GIVEN SQUAD IN A GIVEN GEOGRAPHICAL AREA, HOLDING A COHORT OF CLIENTS. THE PURPOSE COULD BE SUMMARIZED AS FOLLOWS:
INDUSTRIAL RELATIONS:
DELIVER ON INDUSTRIAL RELATIONS QUERIES ACROSS THE CLIENT BY PARTNERING WITH KEY STAKEHOLDERS TO PROVIDE PROFESSIONAL, TIMELY AND ACCURATE ADVICE, RESOLUTION AND/OR REPRESENTATION.BUILD STRONG PARTNERSHIPS WITH THE REGIONAL BUSINESS, SITE & HRBP AGILE SQUAD LEADS TO DEVELOP SHORT- AND LONG-TERM VIEW, SUPPORT PLANNING, DEVELOPMENT AND IMPLEMENTATION OF INDUSTRIAL RELATIONS ROADMAP AND PROBLEM-SOLVING APPROACHES WITH KEY STAKEHOLDERS THAT REPRESENT EMPLOYEES IN THE COUNTRIES ASSIGNED WITHIN THE REGION.BE THE SUBJECT MATTER EXPERT, DELIVER OPERATIONAL EXCELLENCE IN ALL ASSIGNMENTS AND PROJECTS ALLOCATED TO THE AREA OF INDUSTRIAL RELATIONS SO THAT THE RELATIONSHIPS WITH UNIONS, WORK COUNCILS AND OTHER EMPLOYEE REPRESENTATIVE COMMITTEES ARE CONSISTENTLY ALIGNED TO BOTH CLIENT VALUES AND CORE BUSINESS OBJECTIVES ACROSS THEIR COUNTRIES ASSIGNED.ANALYZE INSIGHTS FROM EMPLOYEE POPULATIONS AFFILIATED TO EMPLOYEE REPRESENTATIVE COMMITTEES ACROSS THEIR REMIT, MONITOR/BRING INSIGHTS OF EMPLOYMENT CONDITIONS IN THEIR REGION IN ORDER TO FORMULATE PROACTIVE INPUTS TO PEOPLE PROGRAMS OR POLICY THAT MAY DRIVE POSITIVE OUTCOMES.LEAD/PARTICIPATE IN PROJECTS/EFFORTS FOCUSED ON CONTINUOUS IMPROVEMENT OF THE INDUSTRIAL RELATIONS APPROACH WITHIN THE RESPECTIVE REGION.BE A MEMBER OF THEIR INDUSTRIAL RELATIONS COMMUNITY OF PRACTICE.CONTRIBUTE WITH THEIR SPECIFIC REGIONAL INSIGHTS TO GLOBAL HRBP AGILE PROJECTS AS REQUIRED (E.G., ORGANIZATIONAL DESIGN).COLLABORATE WITH EMPLOYEE RELATIONS TEAM WHERE ER MATTERS THAT MAY HAVE AN IR COMPONENT OR ANY OTHER CONSULTATION/NOTIFICATION/PARTNERSHIP REQUIREMENTS.LEAD THE STRATEGY SETTING AS A SUBJECT MATTER EXPERT FOR THE RESPECTIVE COLLECTIVE AGREEMENT NEGOTIATIONS, CONTRIBUTE TO THE EXECUTION IN PARTNERSHIP WITH THE RESPECTIVE HR SITE LEAD.
HUMAN RESOURCES BUSINESS PARTNERING:
AS AN HRBP FOR THE PROVIDED SQUAD, BUILD RELATIONSHIPS WITH BUSINESS LEADERS FOR THEIR RESPECTIVE CUSTOMER GROUP (MANUFACTURING, OPERATIONS, EF, COMMERCIAL, R&D) WITHIN THEIR GEOGRAPHICAL REGION (AMER, APAC, EMEA) THAT ENABLE THE CREATION OF AN HR OPERATIONAL PLAN THAT OUTLINES THE KEY PRIORITIES TO FOCUS TO ACHIEVE BUSINESS RESULTS WHILST ALIGNING WITH THE CLIENT’S ONE HR IMPERATIVES.AS ONE OF THE MOST SENIOR MEMBERS OF THE SQUAD, THE POSITION HOLDER IS EXPECTED TO BRING FORWARD PEOPLE SOLUTIONS, AND DELIVER ON THE DAY-TO-DAY MANAGEMENT PEOPLE PROCESSES, PROGRAMS AND INITIATIVES THAT DRIVE FORWARD BUSINESS OUTCOMES AND CONTRIBUTE AN EXCEPTIONAL EMPLOYEE EXPERIENCE.ACT AS A TRUE PARTNER FOR THE BUSINESS BY ADVISING PEOPLE LEADERS AND TEAM MEMBERS ON INDIVIDUAL, TEAM AND ORGANIZATION RELATED MATTERS.HELP SHAPE THE ORGANIZATION AND CULTURE OF THEIR RESPECTIVE CLIENT GROUP FOR FUTURE GROWTH (ORGANIZATIONAL CHANGES, LEADERSHIP, AND PEOPLE DEVELOPMENT) AND WORK CLOSELY WITH THE LEADERSHIP TEAM TO ACCELERATE PERFORMANCE AND BUILD FUTURE LEADERS.
| ['industrial relations', 'human resources management', 'employee relations', 'project management', 'data analysis', 'negotiation', 'HR operational planning', 'people development', 'communication', 'relationship building', 'problem solving', 'collaboration', 'strategic thinking', 'leadership', 'adaptability', 'influence', 'empathy', 'organizational design', 'compliance', 'cultural awareness'] |
3,900,984,023 | HR | Human Resources Solutions Manager | ABOUT LUMEN
LUMEN CONNECTS THE WORLD. WE ARE IGNITING BUSINESS GROWTH BY CONNECTING PEOPLE, DATA AND APPLICATIONS – QUICKLY, SECURELY, AND EFFORTLESSLY. TOGETHER, WE ARE BUILDING A CULTURE AND COMPANY FROM THE PEOPLE UP – COMMITTED TO TEAMWORK, TRUST AND TRANSPARENCY. PEOPLE POWER PROGRESS.
LUMEN’S COMMITMENT TO WORKPLACE INCLUSION AND EMPLOYEE SUPPORT SHINES BRIGHT. WE’VE MADE THE NEWSWEEK 2024 GREATEST WORKPLACES FOR DIVERSITY LIST AND ACHIEVED A PERFECT SCORE OF 100 ON THE HUMAN RIGHTS CAMPAIGN CORPORATE EQUALITY INDEX (CEI) FOR THE FIFTH CONSECUTIVE YEAR. PLUS, WE’RE THE TOP EMPLOYER IN THE COMMUNICATIONS AND TELECOM INDUSTRY, RANKING 12TH OVERALL ACROSS ALL INDUSTRIES IN THE AMERICAN OPPORTUNITY INDEX.
WE’RE LOOKING FOR TOP-TIER TALENT AND OFFER THE FLEXIBILITY YOU NEED TO THRIVE AND DELIVER LASTING IMPACT. JOIN US AS WE DIGITALLY CONNECT THE WORLD AND SHAPE THE FUTURE.
THE ROLE
THE HR SOLUTIONS MANAGER IS RESPONSIBLE FOR LEADING CROSS-FUNCTIONAL PROJECT TEAMS TO DEVELOP AND EXECUTE INNOVATIVE TALENT STRATEGIES THAT DRIVE BUSINESS IMPACT. AS A BUSINESS-FACING INTERNAL CONSULTANT AND TALENT LEADER, YOU WILL COLLABORATE WITH BUSINESS LEADERS, PEOPLE STRATEGISTS, AND HR CENTERS OF EXCELLENCE (COE). YOU WILL DRIVE THE EXECUTION OF ASSIGNED PROJECTS THAT CONTRIBUTE TO LUMEN’S CULTURAL TRANSFORMATION OBJECTIVES, INCLUDING DIVERSITY, INCLUSION, AND BELONGING INITIATIVES. YOU WILL LEVERAGE AGILE METHODOLOGIES, TAILORED TO PROJECT NEEDS, TO ENSURE THE SUCCESSFUL EXECUTION OF ASSIGNED PROJECTS.
THE MAIN RESPONSIBILITIES
LEAD MULTIPLE CROSS-FUNCTIONAL TEAMS TO PROVIDE ACTIONABLE INSIGHTS TO ASSIST BUSINESS LEADERS AND PEOPLE STRATEGISTS IN IDENTIFYING HIGH-IMPACT BUSINESS PROBLEMS WITH PEOPLE-RELATED ROOT CAUSES AND DEVELOP AND EXECUTE ON STRATEGIES TO IMPACT ORGANIZATIONAL PERFORMANCE.LEAD ORGANIZATIONAL CHANGE MANAGEMENT (OCM) TO CONNECT BUSINESS AND PEOPLE STRATEGIES, GUIDING THE ORGANIZATION THROUGH CHANGE.BUILD TRUST AND CREDIBILITY THROUGH COURAGEOUS LEADERSHIP AND BUSINESS ACUMEN, LEVERING ANALYTICS TO INFORM DECISION-MAKING AND INFLUENCING BUSINESS AND LEADERSHIP DECISIONS.COLLABORATE CLOSELY WITH PROJECT SPONSORS, CROSS-FUNCTIONAL TEAMS, AND ASSIGNED PROJECT OWNERS TO PLAN AND DEVELOP SCOPE, DELIVERABLES, REQUIRED RESOURCES, WORK PLAN, BUDGET, AND TIMING FOR NEW INITIATIVES.ANALYZE, EVALUATE, AND MITIGATE PROJECT RISKS, AND PROVIDE INPUTS ON PROJECT PRIORITIZATION, LEVERAGING THE ANALYTICAL ABILITY TO DELVE INTO DETAILS WHILE ALSO MAINTAINING A BROADER BUSINESS PERSPECTIVE.PROACTIVELY ENGAGE AND PARTNER WITH HR CENTERS OF EXCELLENCE (COES) TO IDENTIFY, DEVELOP, AND DRIVE KEY TRANSFORMATIONAL INITIATIVES AND PROGRAMS.ENSURE ON-TIME DELIVERY OF PROJECT UPDATES, RUN EFFECTIVE PROJECT TEAM MEETINGS, AND INSTILL ACCOUNTABILITY THROUGHOUT THE PROJECT LIFECYCLE.OUTLINE PROGRAM RISKS AND GENERATE COMPREHENSIVE REPORTS FOR MANAGEMENT AND STAKEHOLDERS.INTEGRATE EMPLOYEE ENGAGEMENT AND EXPERIENCE STRATEGIES, ALONG WITH LUMEN’S CULTURAL TRANSFORMATION OBJECTIVES, INTO PROJECTS.
QUALIFICATIONS
WHAT WE LOOK FOR IN A CANDIDATE
BACHELOR'S DEGREE IN HR OR RELATED FIELD, OR EQUIVALENT EXPERIENCE6+ YEARS OF PROGRESSIVE HR EXPERIENCE WITH EXPERTISE IN SEVERAL KEY AREAS OF THE FIELD3+ YEARS OF DIRECT OR MATRIXED LEADERSHIP EXPERIENCE.STRONG STRATEGIC AGILITY, COLLABORATION SKILLS AND ABILITY TO INFLUENCE BUSINESS-UNIT OR FUNCTIONAL LEADERS.EXCEPTIONAL ORGANIZATIONAL SKILLS AND THE ABILITY TO LEAD MULTIPLE HIGH-PRIORITY PROJECTS SIMULTANEOUSLY.AGILE MINDSET AND STRONG PROJECT MANAGEMENT SKILLS.EXCELLENT TIME AND PROCESS MANAGEMENT SKILLS.FOSTERS A CONTINUOUS IMPROVEMENT MINDSET.EXHIBITS STRONG BUSINESS ACUMEN.SELF-MOTIVATED AND SELF-DIRECTED LEADERSHIP ATTRIBUTES.DEMONSTRATED ANALYTICAL AND PROBLEM-SOLVING SKILLS.HIGH LEARNING AGILITY AND ABILITY TO ADAPT TO AMBIGUITY AND SHIFTING PRIORITIES.
PREFERRED QUALIFICATIONS
PRIOR EXPERIENCE IN PROJECT MANAGEMENTPRIOR EXPERIENCE IN AN AGILE WORK MODEL
COMPENSATION
THE STARTING SALARY FOR THIS ROLE DIFFERS BASED ON THE EMPLOYEE'S PRIMARY WORK LOCATION. EMPLOYEES TYPICALLY DO NOT START AT THE TOP OF THE RANGE, THOUGH COMPENSATION DEPENDS ON EACH INDIVIDUAL'S QUALIFICATIONS.
LOCATION BASED PAY RANGES
$94420 - $125890 IN THESE STATES: AR, ID, KY, LA, ME, MS, NE, SC, AND SD.
$99390 - $132510 IN THESE STATES: AZ, AL, FL, GA, IN, IA, KS, MO, MT, NM, ND, OH, OK, PA, TN, UT, VT, WV, WI, AND WY.
$104360 - $139140 IN THESE STATES: CO, HI, MI, MN, NV, NH, NC, OR, AND RI.
$109330 - $145770 IN THESE STATES: AK, CA, CT, DE, DC, IL, MD, MA, NJ, NY, TX, VA, AND WA.
AS WITH THE PAY RANGE VARIETY THAT'S BASED ON THE REGION OF A COUNTRY, SPECIFIC OFFERS ARE DETERMINED BY VARIOUS FACTORS SUCH AS EXPERIENCE, EDUCATION, SKILLS, CERTIFICATIONS AND OTHER BUSINESS NEEDS.
REQUISITION #: 332732
BACKGROUND SCREENING
IF YOU ARE SELECTED FOR A POSITION, THERE WILL BE A BACKGROUND SCREEN, WHICH MAY INCLUDE CHECKS FOR CRIMINAL RECORDS AND/OR MOTOR VEHICLE REPORTS AND/OR DRUG SCREENING, DEPENDING ON THE POSITION REQUIREMENTS. FOR MORE INFORMATION ON THESE CHECKS, PLEASE REFER TO THE POST OFFER SECTION OF OUR FAQ PAGE. JOB-RELATED CONCERNS IDENTIFIED DURING THE BACKGROUND SCREENING MAY DISQUALIFY YOU FROM THE NEW POSITION OR YOUR CURRENT ROLE. BACKGROUND RESULTS WILL BE EVALUATED ON A CASE-BY-CASE BASIS.
PURSUANT TO THE SAN FRANCISCO FAIR CHANCE ORDINANCE, WE WILL CONSIDER FOR EMPLOYMENT QUALIFIED APPLICANTS WITH ARREST AND CONVICTION RECORDS.
EQUAL EMPLOYMENT OPPORTUNITIES
WE ARE COMMITTED TO PROVIDING EQUAL EMPLOYMENT OPPORTUNITIES TO ALL PERSONS REGARDLESS OF RACE, COLOR, ANCESTRY, CITIZENSHIP, NATIONAL ORIGIN, RELIGION, VETERAN STATUS, DISABILITY, GENETIC CHARACTERISTIC OR INFORMATION, AGE, GENDER, SEXUAL ORIENTATION, GENDER IDENTITY, GENDER EXPRESSION, MARITAL STATUS, FAMILY STATUS, PREGNANCY, OR OTHER LEGALLY PROTECTED STATUS (COLLECTIVELY, “PROTECTED STATUSES”). WE DO NOT TOLERATE UNLAWFUL DISCRIMINATION IN ANY EMPLOYMENT DECISIONS, INCLUDING RECRUITING, HIRING, COMPENSATION, PROMOTION, BENEFITS, DISCIPLINE, TERMINATION, JOB ASSIGNMENTS OR TRAINING.
DISCLAIMER
THE JOB RESPONSIBILITIES DESCRIBED ABOVE INDICATE THE GENERAL NATURE AND LEVEL OF WORK PERFORMED BY EMPLOYEES WITHIN THIS CLASSIFICATION. IT IS NOT INTENDED TO INCLUDE A COMPREHENSIVE INVENTORY OF ALL DUTIES AND RESPONSIBILITIES FOR THIS JOB. JOB DUTIES AND RESPONSIBILITIES ARE SUBJECT TO CHANGE BASED ON EVOLVING BUSINESS NEEDS AND CONDITIONS.
SALARY RANGE
SALARY MIN
94420
SALARY MAX
145770
THIS INFORMATION REFLECTS THE ANTICIPATED BASE SALARY RANGE FOR THIS POSITION BASED ON CURRENT NATIONAL DATA. MINIMUMS AND MAXIMUMS MAY VARY BASED ON LOCATION. INDIVIDUAL PAY IS BASED ON SKILLS, EXPERIENCE AND OTHER RELEVANT FACTORS.
THIS POSITION IS ELIGIBLE FOR EITHER SHORT-TERM INCENTIVES OR SALES COMPENSATION. DIRECTOR AND VP POSITIONS ALSO ARE ELIGIBLE FOR LONG-TERM INCENTIVE. TO LEARN MORE ABOUT OUR BONUS STRUCTURE, YOU CAN VIEW ADDITIONAL INFORMATION HERE. WE'RE ABLE TO ANSWER ANY ADDITIONAL QUESTIONS YOU MAY HAVE AS YOU MOVE THROUGH THE SELECTION PROCESS.
AS PART OF OUR COMPREHENSIVE BENEFITS PACKAGE, LUMEN OFFERS A BROAD RANGE OF HEALTH, LIFE, VOLUNTARY LIFESTYLE AND OTHER BENEFITS AND PERKS THAT ENHANCE YOUR PHYSICAL, MENTAL, EMOTIONAL AND FINANCIAL WELLBEING. YOU CAN LEARN MORE BY CLICKING HERE.
NOTE: FOR UNION-REPRESENTED POSTINGS, WAGE RATES AND RANGES ARE GOVERNED BY APPLICABLE COLLECTIVE BARGAINING AGREEMENT PROVISIONS. | ['project management', 'data analysis', 'business acumen', 'employee engagement strategies', 'leadership', 'collaboration', 'communication', 'problem solving', 'strategic agility', 'time management', 'adaptability', 'self-motivation', 'continuous improvement mindset', 'agile methodologies', 'organizational change management', 'risk analysis'] |
3,905,835,705 | HR | Human Resources Generalist | THE HUMAN RESOURCES GENERALIST WILL BE RESPONSIBLE FOR THE ADMINISTRATION OF COMPANY POLICIES AND PRACTICES, PAYROLL, BENEFITS, AND LEAVES, ALONG WITH PROVIDING HR ADMINISTRATIVE SUPPORT.
JOB DUTIES AND RESPONSIBILITIESPROCESS PAYROLL FOR ALL EMPLOYEES ON A BIWEEKLY SCHEDULEMAINTAIN EMPLOYEE AND PAYROLL RECORDS TO ENSURE COMPLIANCE WITH ALL APPLICABLE LAWS AND REGULATIONSENSURE TIMELY AND ACCURATE SUBMISSION OF PAYROLL TAXES, SOCIAL SECURITY, AND OTHER GOVERNMENT-MANDATED REPORTSCONDUCT AUDITS TO ENSURE COMPLIANCE WITH ALL EMPLOYMENT LAWS, REGULATIONS, PAYROLL PROCEDURES AND POLICIESDEVELOP AND MAINTAIN PAYROLL PROCEDURES AND DOCUMENTATION TO ENSURE CONSISTENCY AND ACCURACYSTAY CURRENT WITH CHANGES IN PAYROLL LAWS AND REGULATIONS TO MANAGE COMPLIANCEADMINISTER VARIOUS EMPLOYEE RELATED BENEFIT PROGRAMS SUCH AS HEALTH INSURANCE, FMLA, PAID TIME OFF, EMPLOYEE RECOGNITIONS, ETC.GENERATE AND DISTRIBUTE REPORTS AS REQUIRED OR REQUESTED.ASSIST WITH ONBOARDING AND OFFBOARDING EFFORTS, ENSURING A SMOOTH TRANSITION FOR NEW HIRES AND DEPARTING EMPLOYEES.ASSIST WITH CREATING A POSITIVE WORK ENVIRONMENT BY PARTICIPATING IN VARIOUS EMPLOYEE RELATED ACTIVITIES AND COMMITTEES PROVIDE GUIDANCE AND SUPPORT TO EMPLOYEES REGARDING HR POLICIES AND PROCEDURESADDRESS EMPLOYMENT-RELATED INQUIRIES FROM ALL PARTIES, REFERRING COMPLEX AND/OR SENSITIVE MATTERS TO THE APPROPRIATE STAFFPERFORMS OTHER DUTIES AS ASSIGNEDQUALIFICATIONS: BACHELOR’S DEGREE IN HUMAN RESOURCEA MINIMUM OF THREE YEARS OF EXPERIENCE IN PAYROLL ADMINISTRATION ONE TO THREE YEARS OF EXPERIENCE IN HUMAN RESOURCESOLID KNOWLEDGE OF PAYROLL, HR LAWS AND REGULATIONSDETAILED ORIENTED WITH STRONG ORGANIZATIONAL SKILLS AND THE ABILITY TO MULTI-TASKSABLE TO COMMUNICATE EFFECTIVELY WRITTEN OR ORALLY WITH ALL LEVELS OF THE ORGANIZATIONABILITY TO HANDLE CONFIDENTIAL INFORMATION WITH DISCRETIONABILITY TO WORK INDEPENDENTLY AND AS PART OF A TEAM | ['payroll administration', 'HR laws and regulations', 'employee benefits administration', 'onboarding and offboarding processes', 'communication', 'organizational skills', 'teamwork', 'discretion', 'independence', 'problem solving', 'compliance auditing', 'report generation', 'documentation management', 'attention to detail'] |
3,891,011,926 | HR | Human Resources Generalist | SEEKING AN EXPERIENCED HUMAN RESOURCES (HR) GENERALIST TO JOIN OUR TEAM AND CONTRIBUTE TO OUR ONGOING SUCCESS. THE IDEAL CANDIDATE WILL HAVE A STRONG BACKGROUND IN EITHER THE CONSTRUCTION, MANUFACTURING, RETAIL, OR SIMILAR INDUSTRIES AND A SUCCESSFUL TRACK RECORD OF MANAGING AND ADVANCING HR PROCESSES.
RESPONSIBILITIES:YOU WILL BE A CRITICAL MEMBER OF OUR TEAM, RESPONSIBLE FOR ENSURING THAT OUR HR STRATEGIES ALIGN WITH OUR BUSINESS GOALS AND SUPPORTING OUR TEAM MEMBERS IN THEIR PROFESSIONAL GROWTH. YOU WILL BE A KEY PLAYER IN DRIVING THE MANAGEMENT AND CONTINUED GROWTH OF OUR HR PROCESSES. YOUR MAIN RESPONSIBILITIES WILL INCLUDE:STRATEGIC HR PARTNERSHIP: COLLABORATE WITH SENIOR LEADERSHIP AND DEPARTMENT HEADS TO UNDERSTAND BUSINESS OBJECTIVES AND PROVIDE STRATEGIC HR GUIDANCE. TRANSLATE BUSINESS NEEDS INTO HR STRATEGIES AND INITIATIVES THAT DRIVE ORGANIZATIONAL PERFORMANCE AND GROWTH.EMPLOYEE RELATIONS: ACT AS A POINT OF CONTACT FOR EMPLOYEES AT ALL LEVELS REGARDING HR-RELATED MATTERS, INCLUDING CONFLICT RESOLUTION, PERFORMANCE IMPROVEMENT, AND CAREER DEVELOPMENT.TALENT ACQUISITION AND ONBOARDING: WORK CLOSELY WITH HIRING MANAGERS TO IDENTIFY STAFFING NEEDS, CREATE JOB DESCRIPTIONS, AND LEAD THE RECRUITMENT PROCESS. OVERSEE THE ONBOARDING PROCESS TO ENSURE A SEAMLESS EXPERIENCE FOR NEW HIRES.PERFORMANCE MANAGEMENT: IMPLEMENT PERFORMANCE MANAGEMENT PROCESSES THAT ALIGN WITH COMPANY GOALS, INCLUDING GOAL SETTING, PERFORMANCE EVALUATIONS, AND DEVELOPMENT PLANS.DIGITAL TRANSFORMATION: LEVERAGE YOUR EXPERIENCE WITH HRIS AND DIGITAL TOOLS TO LEAD THE TRANSFORMATION OF HR PROCESSES. STREAMLINE AND AUTOMATE ADMINISTRATIVE TASKS, SUCH AS PAYROLL, BENEFITS ADMINISTRATION, AND LEAVE MANAGEMENT, TO IMPROVE EFFICIENCY AND ACCURACY.EMPLOYEE DEVELOPMENT: IDENTIFY TRAINING AND DEVELOPMENT NEEDS WITHIN THE ORGANIZATION. DESIGN AND DELIVER TRAINING PROGRAMS TO ENHANCE EMPLOYEES' SKILLS AND CAPABILITIES.COMPLIANCE AND POLICY DEVELOPMENT: ENSURE COMPLIANCE WITH RELEVANT LABOR LAWS AND REGULATIONS. DEVELOP AND UPDATE HR POLICIES AND PROCEDURES TO REFLECT BEST PRACTICES AND INDUSTRY STANDARDS.CHANGE MANAGEMENT: GUIDE EMPLOYEES AND MANAGERS THROUGH ORGANIZATIONAL CHANGES, INCLUDING THE IMPLEMENTATION OF NEW TECHNOLOGIES AND PROCESSES, TO MINIMIZE DISRUPTION AND MAXIMIZE ADOPTIONQUALIFICATIONS:BACHELOR'S DEGREE IN HUMAN RESOURCES, BUSINESS ADMINISTRATION, OR A RELATED FIELD.5 YEARS OF PROGRESSIVE HR EXPERIENCE.PROVEN EXPERIENCE AND PROFICIENCY IN UTILIZING HRIS, HCM, AND/OR HRMS AS A MEANS TO MANAGE HUMAN RESOURCE SYSTEMSIN-DEPTH KNOWLEDGE OF HR BEST PRACTICES, LABOR LAWS, AND REGULATIONS.STRONG INTERPERSONAL AND COMMUNICATION SKILLS, WITH THE ABILITY TO BUILD RELATIONSHIPS AT ALL LEVELS OF THE ORGANIZATION.EXCELLENT PROBLEM-SOLVING AND CONFLICT-RESOLUTION ABILITIES.EXCEPTIONAL ORGANIZATIONAL SKILLS WITH ATTENTION TO DETAIL.HR CERTIFICATION (E.G., PHR, SHRM-CP) IS PREFERRED.BILINGUAL – SPANISH IS PREFERRED. | ['HRIS', 'labor laws', 'policy development', 'performance management', 'talent acquisition', 'onboarding', 'digital tools', 'conflict resolution', 'communication', 'interpersonal skills', 'problem solving', 'organizational skills', 'change management', 'team collaboration', 'relationship building', 'attention to detail', 'HCM', 'HRMS', 'training program design'] |
3,903,808,419 | HR | Supervisory Human Resources Specialist | JOB SUMMARYTHIS POSITION IS IN THE DISTRICT DEPARTMENT OF TRANSPORTATION (DDOT), TALENT BUSINESS AND STRATEGY ADMINISTRATION (TBSA), ADMINISTRATIVE SERVICES DIVISION (ASD). THIS POSITION SERVES AS THE BRANCH MANAGER TO PROVIDE EXPERTISE, LEADERSHIP, COORDINATION, MANAGEMENT AND OVERSIGHT OF THE AGENCY’S BENEFITS, COMPENSATION, AND REWARDS SERVICES, HELPING TO ENGAGE AND RETAIN A WORKFORCE OF OVER 1,500 AND DRIVE EMPLOYEE PERFORMANCE AT ONE OF WASHINGTON, D.C.’S MOST DYNAMIC AGENCIES.
THE BRANCH MANAGER WORKS DIRECTLY WITH THE ASD ASSOCIATE DIRECTOR TO ADVANCE HUMAN RESOURCES MANAGEMENT-RELATED ACTIVITIES REQUIRING THE FACILITATION OF CONFIDENTIAL AND/OR SENSITIVE INFORMATION AND PARTNERS ACROSS THE AGENCY TO DEVELOP AND DELIVER ENGAGING MESSAGES THAT SUPPORT AGENCY-WIDE PROGRAMS AND INITIATIVES. THEY WILL SERVE AS AN HR REPRESENTATIVE TO THE OFFICE OF THE CHIEF FINANCIAL OFFICER (OCFO) AND THE DISTRICT DEPARTMENT OF HUMAN RESOURCES (DCHR) IN MATTERS RELATED TO COMPENSATION, BENEFITS, RECOGNITION AND REWARDS, AND AD-HOC EMPLOYEE MATTERS. THE BRANCH MANAGER SUPERVISES EMPLOYEES RESPONSIBLE FOR UPDATING, DEVELOPING, AND FINALIZING STANDARD OPERATING PROCEDURES (SOPS) BASED ON HR POLICIES AND PRACTICES, IMPLEMENTING WRITTEN GUIDELINES AND RECOMMENDATIONS FOR HR INTERNAL CONTROLS. ADDITIONALLY, THE BRANCH MANAGER WILL MEASURE NEW AND EXISTING PROCESSES TO ENSURE APPROPRIATE QUALITY STANDARDS ARE MET, PROCESSING IS EFFICIENT AND ACCURATE, AND SYSTEMS AND PROCEDURES FOLLOW STANDARDS AND GUIDELINES, IMPLEMENTING IMPROVEMENTS AND SIMPLIFICATIONS TO STREAMLINE PROCESSES AND TO INCREASE EFFICIENCY AND EFFECTIVENESS.
DUTIES AND RESPONSIBILITIESTHE INCUMBENT IS RESPONSIBLE FOR WORKING WITH THE OFFICE OF THE CHIEF FINANCIAL OFFICER (OCFO) IN THE IDENTIFICATION, DISTRIBUTION, ALLOCATION, AND CONTROL OF FTES THROUGHOUT THE AGENCY. ESTABLISHES A VIABLE AGENCY POSITION CONTROL SYSTEM TO MAXIMIZE AVAILABLE MANPOWER ALLOCATION, AND PLAN FOR UNIQUE HUMAN RESOURCE NEEDS. WORKS WITH OCFO IN AGENCY PERSONNEL BUDGET PREPARATION AND CHANGES. THE INCUMBENT PROVIDES HUMAN RESOURCES POLICY GUIDANCE, TECHNICAL EXPERTISE, AND CONSULTATION TO OTHER MANAGERS AND STAFF WITHIN THE AGENCY. ENSURES THAT CONTROLS ARE IN PLACE TO IDENTIFY STAFF DEVELOPMENT AND TRAINING NEEDS RELATIVE TO THE MISSION AND FUNCTION OF THE AGENCY, AND THAT AGENCY EMPLOYEES RECEIVE THE NECESSARY TRAINING.
THE INCUMBENT RECOMMENDS HUMAN RESOURCE POLICY OR OPERATIONS CHANGES, CONSISTENT WITH DISTRICT HUMAN RESOURCE LAWS, RULES, REGULATIONS, PRIORITIES, OBJECTIVES, AND ANY NEW MANDATES TO THE AGENCY HEAD AND MONITORS IMPLEMENTATION WHEN APPROVED. COORDINATES THE HUMAN RESOURCES LIAISON FUNCTION INCLUDING ESTABLISHING A MONITORING AND REPORTING SYSTEM AND RESPONDING TO HUMAN RESOURCE PROBLEMS. WORKS WITH THE DEPARTMENT OF HUMAN RESOURCES (DCHR) ENTITIES, AS APPROPRIATE/NECESSARY, TO ENSURE ACCURATE BENEFITS AND RETIREMENT ADMINISTRATION, POSITION CLASSIFICATION, AND RECRUITMENT AND PLACEMENT OF PERSONNEL FOR/WITHIN THE AGENCY. LASTLY, THE INCUMBENT WILL MAKE DECISIONS ON NON-ROUTINE, COSTLY, OR CONTROVERSIAL TRAINING NEEDS AND REQUESTED TRAINING REQUESTS RELATED TO EMPLOYEES OF THE DEPARTMENT. RECOMMENDS AWARDS FOR BONUSES FOR SUBORDINATE EMPLOYEES.
QUALIFICATIONS AND EDUCATIONAPPLICANT MUST HAVE AT LEAST ONE (1) YEAR OF SPECIALIZED EXPERIENCE EQUIVALENT TO AT LEAST THE NEXT LOWEST GRADE LEVEL, OR ITS NON-DISTRICT EQUIVALENT, GAINED FROM THE PUBLIC OR PRIVATE SECTOR. THIS MEANS THAT ALL APPLICANTS MUST HAVE AT LEAST ONE YEAR OF EXPERIENCE AT A GRADE 13 LEVEL OR SUFFICIENT EXTERNAL EXPERIENCE TO DEMONSTRATE THE ABILITY TO COMPLETE THE ROLE OF THIS GRADE 14 POSITION. SPECIALIZED EXPERIENCE IS DEFINED AS EXPERIENCE THAT HAS EQUIPPED THE APPLICANT WITH THE PARTICULAR KNOWLEDGE, SKILLS, AND ABILITIES TO SUCCESSFULLY PERFORM THE DUTIES OF THE POSITION, SUCH AS DEMONSTRATED SUCCESS LEADING OR SUPERVISING HUMAN RESOURCES TEAMS OR PROJECTS; ADVANCED KNOWLEDGE OF AND DEMONSTRATED EXPERIENCE IN COMPENSATION OR BENEFITS; ABILITY TO UNDERSTAND AND INTERPRET THE DISTRICT PERSONNEL MANUEL (DPM) AND OTHER RELATED REGULATIONS, POLICIES, AND PROCEDURES; AND THOROUGH KNOWLEDGE OF HUMAN RESOURCE THEORIES, PRINCIPLES, PRACTICES, AND TECHNIQUES AS WELL AS LAWS, REGULATIONS AND STANDARDS RELATED TO SUCH PRACTICES IN THE PUBLIC OR PRIVATE SECTOR.
A BACHELOR’S DEGREE IN HUMAN RESOURCES, BUSINESS ADMINISTRATION, OR A RELATED FIELD IS PREFERRED.AT LEAST EIGHT YEARS OF INCREASINGLY RESPONSIBLE, DIRECTLY RELATED EXPERIENCE IN HUMAN RESOURCES IS PREFERRED.
LICENSES AND CERTIFICATIONSPROFESSIONAL IN HR (PHR OR SHRM-CP) OR SENIOR PROFESSIONAL IN HR (SPHR OR SHRM-SCP) CERTIFICATION IS STRONGLY PREFERRED.
WORKING CONDITIONS/ENVIRONMENTTHE WORK IS PERFORMED IN THE OFFICE AND IN A CONFERENCE, MEETING AND TRAINING ROOMS, AND AS APPROPRIATE AT THE EMPLOYEE’S WORK SITE.
OTHER SIGNIFICANT FACTSTOUR OF DUTY: VARIESPAY PLAN, SERIES, AND GRADE: MS-0201-14DURATION OF APPOINTMENT: MANAGEMENT SUPERVISORY SERVICE (MSS) – AT WILL. THIS IS A MANAGEMENT SUPERVISORY SERVICE (MSS) APPOINTMENT. PERSONS APPOINTED TO MSS POSITIONS DO NOT ACQUIRE PERMANENT STATUS BUT SERVE AT THE PLEASURE OF APPOINTMENT PERSONNEL AUTHORITY AND MAY BE TERMINATED AT ANY TIME.PROMOTIONAL POTENTIAL: NO KNOWN PROMOTION POTENTIAL.
POSITION DESIGNATION(S): THE INCUMBENT OF THIS POSITION WILL BE SUBJECT TO ENHANCED SUITABILITY SCREENING PURSUANT TO CHAPTER 4 OF DC PERSONNEL REGULATIONS, SUITABILITY - SECURITY SENSITIVE. ACCORDINGLY, THE INCUMBENT WILL BE SUBJECT TO PRE-EMPLOYMENT CHECKS (CRIMINAL BACKGROUND CHECKS, CONSUMER CREDIT CHECK, TRAFFIC RECORD CHECKS, IF APPLICABLE) AS A CONDITION OF EMPLOYMENT, AND WILL BE SUBJECT TO PERIODIC CRIMINAL BACKGROUND CHECKS FOR THE DURATION OF YOUR TENURE.
EMPLOYEE BENEFITS MAY INCLUDE:DDOT IS AN EMPLOYER OF CHOICE FOR ANY JOB SEEKER WHO HAS PASSION, ENERGY, AND ENTHUSIASM ABOUT OUR CITY. EMPLOYEE BENEFITS INCLUDE:HEALTH AND LIFE INSURANCE BENEFITS AND RETIREMENT BENEFITS (MORE INFORMATION ABOUT THESE BENEFITS IS AVAILABLE ON THE D.C. DEPARTMENT OF HUMAN RESOURCES (DCHR) WEBSITE AT WWW.DCHR.DC.GOV.)COMPLIMENTARY CAPITAL BIKESHARE MEMBERSHIPCONTINUED PROFESSIONAL DEVELOPMENT, AND PROFESSIONAL GROWTH THROUGH D.UNIVERSITY, THE IN-HOUSE TRAINING AVAILABLE FOR ALL DDOT EMPLOYEESFLEXIBLE WORK SCHEDULE (TEAM AND ROLE DEPENDENT)EMPLOYER ASSISTED HOUSING LOAN PROGRAM, PROVIDING PAYMENT AND/OR CLOSING COST FINANCING FOR FIRST-TIME HOME BUYERS (RESTRICTIONS APPLY).
IF THE POSITION YOU ARE APPLYING FOR IS IN THE CAREER, MANAGEMENT SUPERVISORY, OR EDUCATIONAL SERVICE AT AN ANNUAL SALARY OF ONE HUNDRED FIFTY THOUSAND DOLLARS ($150,000) OR MORE, YOU MUST ESTABLISH RESIDENCY IN THE DISTRICT OF COLUMBIA WITHIN ONE HUNDRED EIGHTY (180) DAYS OF THE EFFECTIVE DATE OF THE APPOINTMENT AND CONTINUE TO MAINTAIN RESIDENCY WITHIN THE DISTRICT OF COLUMBIA THROUGHOUT THE DURATION OF THE APPOINTMENT.
EEO STATEMENT: THE DISTRICT OF COLUMBIA GOVERNMENT IS AN EQUAL OPPORTUNITY EMPLOYER. ALL QUALIFIED CANDIDATES WILL RECEIVE CONSIDERATION WITHOUT REGARD RACE, COLOR, SEX, RELIGION, NATIONAL ORIGIN, AGE, DISABILITY, MARITAL STATUS, PERSONAL APPEARANCE, SEXUAL ORIENTATION, GENDER IDENTITY OR EXPRESSION, FAMILY RESPONSIBILITIES, GENETIC INFORMATION, MATRICULATION, POLITICAL AFFILIATION, CREDIT INFORMATION, HOMELESS STATUS, AND/OR VICTIMS OR FAMILY MEMBERS OF VICTIMS OF DOMESTIC VIOLENCE, SEXUAL OFFENSE OR STALKING. | ['Human Resources Management', 'Employee Training and Development', 'Human Resource Theories and Principles', 'Performance Measurement', 'Data Analysis', 'Leadership', 'Communication', 'Team Management', 'Problem Solving', 'Interpersonal Skills', 'Confidentiality', 'Collaboration', 'Adaptability', 'Decision Making', 'Compensation and Benefits', 'Policy Development', 'Standard Operating Procedures (SOPs)', 'Budget Preparation', 'Regulatory Compliance', 'Strategic Thinking'] |
3,904,415,999 | HR | Human Resources Coordinator - A&F Co. | COMPANY DESCRIPTION
JOB DESCRIPTION
THIS ROLE WILL BE SUPPORTING THE A&F CO. HUMAN RESOURCES TEAM. A&F CO. HR TEAM IS DEDICATED TO IDENTIFYING, ACQUIRING, DEVELOPING AND RETAINING THE BEST TALENT WITHIN THE RETAIL INDUSTRY AND BEYOND, OUR HR TEAM EMBODIES OUR CORPORATE PURPOSE TO BE HERE FOR YOU ON YOUR JOURNEY. THEY COLLABORATE ON TALENT ACQUISITION, I&D INITIATIVES, ASSOCIATE RELATIONS, LEARNING AND DEVELOPMENT, BENEFITS, GLOBAL GIVING AND MORE.
THIS JOB IS LOCATED AT OUR GLOBAL HOME OFFICE IN COLUMBUS, OHIO.
WHAT WILL YOU BE DOING?
MANAGE LOGISTICS AND OPERATIONS SUPPORTING AREAS OF OUR HR TEAMBUILD AND MAINTAIN STRONG CROSS-FUNCTIONAL RELATIONSHIPS INTERNALLY WITH GLOBAL HOME OFFICE ASSOCIATES AS WELL AS EXTERNAL PARTNERSCOLLABORATE WITH TEAM TO BUILD STRATEGIC ITINERARIES, CALENDAR INVITES, AND COMPLEX SCHEDULES. COORDINATE EXTERNAL VISITS, INCLUDING BOOKING TRAVEL AND ACCOMMODATIONS, SCHEDULING KEY BUSINESS PARTNERS FOR MEETINGS AND PREPARING NECESSARY PAPERWORK AND SUPPLIESPROMOTE A&F CULTURE AND VALUES THROUGH HIGH QUALITY CANDIDATE INTERACTIONS VIA EMAIL AND IN-PERSONAPPROPRIATELY HANDLE SENSITIVE ISSUES ON A DAILY BASIS, MAINTAINING CONFIDENTIALITY FOR ASSOCIATES AND CANDIDATES AT ALL TIMESCONTRIBUTING TO TEAM OBJECTIVES BY ACCOMPLISHING RELATED TASKS AND AD HOC PROJECTSCREATE AND COLLABORATE WITH TEAM TO BUILD AND SHIP CANDIDATE & PARTNER GIFTING
WHAT DO YOU NEED TO BRING?
BACHELOR’S DEGREE OR RELATED EXPERIENCEATTENTION TO DETAIL AND ACCURACY ARE CRITICALPLANNING AND ORGANIZATIONAL SKILLS; CAPABLE OF MULTI-TASKING ACROSS SEVERAL PROJECTS.PREVIOUS EXPERIENCE IN A TRANSACTIONAL DATA ENVIRONMENTABILITY TO ADAPT AND WORK IN A FAST-PACED ENVIRONMENTPROFICIENCY IN MS OFFICE AND EXCELA COLLABORATIVE APPROACH TO WORKING WITH CROSS-FUNCTIONAL PARTNERS TO ACHIEVE THE VISION OF THE DEPARTMENT AND ORGANIZATIONPERSONAL ATTRIBUTES: CONFIDENT, SELF-STARTER, STRONG WORK ETHIC, HIGHLY MOTIVATED, TEAM ORIENTED
OUR COMPANY
ABERCROMBIE & FITCH CO. (A&F CO.) IS A GLOBAL RETAILER OF FIVE ICONIC, OMNICHANNEL LIFESTYLE BRANDS CATERING TO THE KID THROUGH MILLENNIAL CUSTOMER: ABERCROMBIE & FITCH, ABERCROMBIE KIDS, HOLLISTER, GILLY HICKS AND SOCIAL TOURIST. AT A&F CO., WE’RE HERE FOR OUR ASSOCIATES, CUSTOMERS AND COMMUNITIES ON THE JOURNEY TO BEING AND BECOMING WHO THEY ARE – AND BECAUSE NO JOURNEY IS THE SAME, WE STRIVE TO CREATE AN INCLUSIVE CULTURE, WHERE EVERYONE IS FREE TO SHARE IDEAS.
OUR VALUES
WE LEAD WITH PURPOSE AND ALWAYS PUT OUR PEOPLE FIRST, WHICH IS EVIDENCED BY OUR GREAT PLACE TO WORK™ CERTIFICATION, AS WELL AS BEING A 2021 RECIPIENT OF FORTUNE’S BEST WORKPLACES IN RETAIL, AND NAMED A BEST PLACE TO WORK FOR LGBTQ+ EQUALITY BY THE HUMAN RIGHTS CAMPAIGN FOR 16 CONSECUTIVE YEARS. WE’RE PROUD TO OFFER EQUITABLE COMPENSATION AND BENEFITS, INCLUDING FLEXIBILITY AND COMPETITIVE PAID TIME OFF, AS WELL AS EDUCATION AND ENGAGEMENT EVENTS, INCLUDING VARIOUS ASSOCIATE RESOURCE GROUPS, VOLUNTEER OPPORTUNITIES AND ADDITIONAL TIME OFF TO GIVE BACK TO OUR GLOBAL COMMUNITIES.
WHAT YOU'LL GET
AS AN ABERCROMBIE & FITCH CO. (A&F CO.) ASSOCIATE, YOU’LL BE ELIGIBLE TO PARTICIPATE IN A VARIETY OF BENEFIT PROGRAMS DESIGNED TO FIT YOU AND YOUR LIFESTYLE. A&F IS COMMITTED TO PROVIDING SIMPLE, COMPETITIVE, AND COMPREHENSIVE BENEFITS THAT ALIGN WITH OUR COMPANY’S CULTURE AND VALUES, BUT MOST IMPORTANTLY – WITH YOU! WE ALSO PROVIDE COMPETITIVE INCENTIVES TO REWARD THE COMMITMENT OUR ASSOCIATES HAVE FOR MOVING OUR GLOBAL BUSINESS FORWARD:
INCENTIVE BONUS PROGRAM401(K) SAVINGS PLAN WITH COMPANY MATCHANNUAL COMPANYWIDE REVIEW PROCESSFLEXIBLE SPENDING ACCOUNTSMEDICAL, DENTAL, AND VISION INSURANCELIFE AND DISABILITY INSURANCEASSOCIATE ASSISTANCE PROGRAMPAID PARENTAL AND ADOPTION LEAVEACCESS TO FERTILITY AND ADOPTION BENEFITS THROUGH CARROTACCESS TO MENTAL HEALTH AND WELLNESS APP, HEADSPACEPAID CAREGIVER LEAVEMOBILE STIPENDPAID TIME OFF & ONE PAID VOLUNTEER DAY PER YEAR, ALLOWING YOU TO GIVE BACK TO YOUR COMMUNITYWORK FROM ANYWHERE (MONDAYS AND FRIDAYS ARE “WORK FROM ANYWHERE” DAYS FOR MOST ROLES & SIX WORK FROM ANYWHERE WEEKS PER YEAR)SEVEN ASSOCIATE WELLNESS HALF DAYS PER YEARONSITE FITNESS CENTERMERCHANDISE DISCOUNT ON ALL OF OUR BRANDSOPPORTUNITIES FOR CAREER ADVANCEMENT, WE BELIEVE IN PROMOTING FROM WITHINACCESS TO MULTIPLE ASSOCIATE RESOURCE GROUPSGLOBAL TEAM OF PEOPLE WHO WILL CELEBRATE YOU FOR BEING YOU!
ADDITIONAL INFORMATION
ABERCROMBIE & FITCH CO. IS AN EQUAL OPPORTUNITY EMPLOYER | ['MS Office', 'Excel', 'Data Management', 'Attention to Detail', 'Organizational Skills', 'Communication', 'Teamwork', 'Adaptability', 'Confidentiality', 'Problem Solving', 'Self-Motivation', 'Logistics Coordination', 'Scheduling'] |
3,884,899,919 | HR | Human Resources Recruiter | DESCRIPTION:
MUST LIVE IN OR AROUND OTTUMWA, IOWA- NOT A REMOTE POSITION
INTERESTED IN MAKING A DIFFERENCE IN YOUNG ADULTS' LIVES BETWEEN THE AGES OF 16-24? IF SO WE MAY HAVE THE PERFECT JOB FOR YOU.
JOB CORPS IS A GOVERNMENT-FUNDED, NO-COST EDUCATION AND VOCATIONAL TRAINING PROGRAM ADMINISTERED BY THE U.S. DEPARTMENT OF LABOR THAT HELPS SOCIOECONOMICALLY DISADVANTAGED YOUTH. WE STRIVE TO FULFILL THIS MISSION BY FOLLOWING OUR CORE VALUES OF SAFETY, INDIVIDUAL ACCOUNTABILITY, RESPECT, INTEGRITY, GROWTH, AND COMMITMENT.
COME AND SURROUND YOURSELF WITH TALENTED AND PROFESSIONAL INDIVIDUALS WHO HAVE ALSO TAKEN THE NEXT STEP OF MAKING A DIFFERENCE IN SOMEONE'S LIFE.
YOU WOULD NOT ONLY HAVE A GREAT AND DEDICATED TEAM TO WORK WITH, BUT YOU MAY ALSO BE ELIGIBLE TO TAKE ADVANTAGE OF A COMPREHENSIVE BENEFITS PLAN WHICH INCLUDES MEDICAL, DENTAL, VISION, LIFE INSURANCE, 401(K), LEGAL AND PTO.
THE HUMAN RESOURCES RECRUITER PERFORMS STAFF RECRUITING FUNCTIONS, INCLUDING SCREENING OF ALL APPLICATIONS, CONDUCTING PHONE INTERVIEWS, MAKING RECOMMENDATIONS TO COMPANY OFFICIALS, PROCESSING ALL BACKGROUND INFORMATION, AND SCHEDULING FORMAL INTERVIEWS WITH HIRING MANAGERS.
DUTIES/RESPONSIBILITIES:POSTS ALL POSITIONS IN ATS AND TO EXTERNAL RECRUITMENT WEBSITES.COMMUNICATES WITH HIRING MANAGERS TO DETERMINE STAFFING NEEDS AND KEEPS THE HUMAN RESOURCES MANAGER INFORMED OF ALL RECRUITING ACTIVITIES AND PROGRESS.PERFORMS INITIAL IN-PERSON OR VIRTUAL SCREENING INTERVIEWS.ESTABLISHES OUTREACH PROGRAMS WITHIN THE COMMUNITY, WITH BUSINESSES, COLLEGES, UNIVERSITIES, ETC.PERFORMS REFERENCE AND BACKGROUND CHECKS.MAKES RECOMMENDATIONS TO HIRING MANAGERS.COORDINATES INTERVIEWS WITH HIRING MANAGERS.BUILDS RELATIONSHIPS WITH EXTERNAL CLIENTS TO ENSURE ALL STAFFING NEEDS ARE MET.COMMUNICATES TO APPLICANTS.STAYS CURRENT ON ALL COMPANY POLICIES, AND ALL FEDERAL AND STATE LAWS REGARDING EMPLOYMENT PRACTICES.
REQUIREMENTS:
MINIMUM: HIGH SCHOOL GRADUATE OR EQUIVALENT. ONE YEAR'S EXPERIENCE IN RECRUITING/HUMAN RESOURCES.
PREFERRED: BACHELOR'S DEGREE IN HUMAN RESOURCES. EXPERIENCE IN RECRUITING.
GENERAL INFORMATION: IN ORDER TO PERFORM THE ESSENTIAL JOB FUNCTIONS OF THIS POSITION, CANDIDATE MUST HAVE REGULAR ATTENDANCE.
KNOWLEDGE REQUIRED:ABILITY TO PROFICIENTLY OPERATE PERSONAL COMPUTER; WORKING KNOWLEDGE OF WORD PROCESSING AND MATH SPREADSHEET SOFTWARE APPLICATIONS.ABILITY TO TYPE ACCURATELY AT A MODERATE SPEED.FAMILIARITY WITH BASIC EEO/AAP LEGISLATION.KNOWLEDGE OF BASIC INTERVIEWING SKILLS.SOUND BUSINESS TELEPHONE TECHNIQUES.ABILITY TO USE PROPER BUSINESS ENGLISH, PROOFREAD AND CORRECT GRAMMATICAL, PUNCTUATION AND SPELLING ERRORS.
PM22
PI239178762 | ['human resources', 'computer proficiency', 'communication', 'relationship building', 'teamwork', 'problem solving', 'accountability', 'commitment', 'adaptability', 'recruiting', 'background checks', 'interviewing skills', 'ATS (Applicant Tracking System)', 'word processing software', 'spreadsheet software', 'EEO/AAP legislation', 'business English', 'integrity'] |
3,901,662,440 | HR | Human Resources Intern | WE ARE INSPIRED TO SERVE. JOIN US!
THIS POSITION WILL BE A PART OF THE TALENT ACQUISITION TEAM AND PROVIDE SOURCING AND RECRUITMENT MARKETING SUPPORT TO THE RECRUITING TEAM BY CONTACTING JOB SEEKERS AND CREATING AWARENESS ABOUT JOB OPPORTUNITIES AT COVENANT LIVING. THE INDIVIDUAL IN THIS ROLE WILL BE RESPONSIBLE FOR BUILDING AND NURTURING PASSIVE TALENT PIPELINES. THIS POSITION WILL REPORT TO THE VP OF TALENT ACQUISITION BUT WILL WORK CLOSELY WITH THE RECRUITING MANAGER AND MARKETING.
JOB DUTIES
CREATE AND EXECUTE SOCIAL MEDIA CONTENT HANDLE OUTREACH TO ORGANIZATIONS VIA CIRCA PORTAL (WORKFORCE DEVELOPMENT, VETERANS, PEOPLE WITH DISABILITIES, ETC.) MANAGE WEEKLY EMAIL AND TEXT CAMPAIGNS FOR ALL NURSING AND DINING POSITIONS PERFORM CRM CLEAN-UP CREATE AND UPDATE JOB POSTINGS MAY ASSIST WITH SCHEDULING INTERVIEWS MAY ASSIST WITH FOLLOWING UP ON BACKGROUND CHECKS AND ENSURE COMPLIANCE STANDARDS ARE MET THIS ROLE MAY ALSO SUPPORT OTHER PROJECTS WITHIN THE HUMAN RESOURCES DEPARTMENT
SKILLS AND KNOWLEDGE NEEDED
ABILITY TO LEARN VARIOUS TECHNOLOGIES KNOWLEDGE OF MICROSOFT PRODUCTS: OUTLOOK, EXCEL, POWERPOINT, AND WORD STRONG WRITTEN AND ORAL COMMUNICATION SKILLS USED IN STORY TELLING STRONG TIME MANAGEMENT AND ORGANIZATIONAL SKILLS EXPERIENCE USING SOCIAL MEDIA TO INFLUENCE A PLUS CRITICAL THINKING SKILLS, ALONG WITH GOOD DECISION MAKING AND JUDGEMENT ABILITY TO MAINTAIN CONFIDENTIALITY
KEY TAKEAWAYS
THE CANDIDATE IN THIS ROLE WILL DEVELOP PROJECT MANAGEMENT SKILLS, WRITTEN AND ORAL COMMUNICATION SKILLS, AND INCREASE KNOWLEDGE OF HOW TO DEVELOP AND EXECUTE RECRUITMENT MARKETING CAMPAIGNS USING MULTIPLE TECHNOLOGIES AND TOOLS.
FOR FULL TIME EMPLOYEES, WE OFFER A GENEROUS BENEFITS PACKAGE THAT INCLUDES:
MEDICAL, DENTAL AND VISION INSURANCEEMPLOYER PAID GROUP TERM LIFE AND DISABILITYPAID TIME OFF (PTO) & SIX PAID HOLIDAYS403(B) WITH A 3% EMPLOYER MATCHFITNESS CENTER USE AT MOST FACILITIES.VARIOUS VOLUNTARY BENEFITS:LIFE, AD&DTUITION ASSISTANCE AND SCHOLARSHIPSEMPLOYEE ASSISTANCE PROGRAMLEGAL SERVICES, HOME/AUTO INSURANCE, DISCOUNT PURCHASING PROGRAMPET INSURANCE
FOR MORE INFORMATION ABOUT COVENANT LIVING AND COVENANTCARE AT HOME, PLEASE VISIT WWW.COVLIVING.ORG OR WWW.COVENANTCAREATHOME.ORG.
COVENANT LIVING AND COVENANTCARE AT HOME ARE EQUAL OPPORTUNITY EMPLOYERS. ALL QUALIFIED APPLICANTS WILL RECEIVE CONSIDERATION FOR EMPLOYMENT WITHOUT REGARD TO RACE, COLOR, SEX, SEXUAL ORIENTATION, GENDER IDENTITY OR EXPRESSION, RELIGION, NATIONAL ORIGIN OR ANCESTRY, AGE, DISABILITY, MARITAL STATUS, PREGNANCY, PROTECTED VETERAN STATUS, PROTECTED GENETIC INFORMATION, OR ANY OTHER CHARACTERISTICS PROTECTED BY LOCAL LAWS, REGULATIONS, OR ORDINANCES. | ['Microsoft Excel', 'Microsoft PowerPoint', 'Microsoft Word', 'Project Management', 'Communication', 'Time Management', 'Organizational Skills', 'Critical Thinking', 'Decision Making', 'Microsoft Outlook', 'Social Media Marketing', 'CRM Management', 'Confidentiality'] |
3,891,070,846 | HR | Human Resources Manager | VISHAY MANUFACTURES ONE OF THE WORLD’S LARGEST PORTFOLIOS OF DISCRETE SEMICONDUCTORS AND PASSIVE ELECTRONIC COMPONENTS THAT ARE ESSENTIAL TO INNOVATIVE DESIGNS IN THE AUTOMOTIVE, INDUSTRIAL, COMPUTING, CONSUMER, TELECOMMUNICATIONS, MILITARY, AEROSPACE, AND MEDICAL MARKETS. WE HELP THE WORLD’S MOST IN-DEMAND TECHNOLOGIES COME TO LIFE. EVERY DAY OUR PRODUCTS TOUCH YOUR LIFE AND THE LIVES OF PEOPLE ACROSS THE WORLD, THOUGH YOU LIKELY DO NOT KNOW IT. COME JOIN US AND HELP US BUILD THE DNA OF TECH.™
VISHAY INTERTECHNOLOGY, INC. IS A FORTUNE 1,000 COMPANY LISTED ON THE NYSE (VSH). LEARN MORE AT WWW.VISHAY.COM.
WHAT YOU WILL BE DOING:
RESPONSIBLE FOR THE SMOOTH AND EFFICIENT RUNNING OF THE HUMAN RESOURCES FUNCTION AT THE DIVISION LEVEL INCLUDING RECRUITMENT/SELECTION, BENEFITS, COMPENSATION, EMPLOYEE RELATIONS, HRIS, PAYROLL, AAP/EEO, WORKERS COMPENSATION/SAFETY, EMPLOYEE ACTIVITIES, TRAINING, TEAM BUILDING, ETC. DEPENDING ON DIVISION SIZE, MAY OVERSEE STAFF.
MANAGES COMPLETE EMPLOYMENT PROCESSES AND ENSURES THE QUALITY OF THE WORKFORCE CONTINUALLY REMAINS AT A HIGH LEVEL. INCLUDES THE SOURCING, INTERVIEWING, COORDINATION WITH HIRING MANAGER AND SELECTION OF NON-EXEMPT AND EXEMPT POSITIONS.COUNSELS' MANAGEMENT AND EMPLOYEE REGARDING EMPLOYEE RELATIONS MATTERS AND IS PERSONALLY INVOLVED IN INTERNAL INVESTIGATIONS AND DISCIPLINARY MATTERS.EFFECTIVELY LEADS AND MANAGES HR STAFF, WHERE APPLICABLE. PROVIDES NECESSARY DIRECTION AND DEVELOPMENT OPPORTUNITIES WHILE CONTINUALLY STRIVING TO IMPROVE PEOPLE AND PROCESSES.PARTNERS WITH MANAGEMENT, LOSS-CONTROL PROFESSIONALS AND EMPLOYEES TO REDUCE RISK AND PROVIDE A SAFE WORK ENVIRONMENT FOR EVERYONE. CONDUCTS TRAINING SESSIONS REGARDING LEADERSHIP, POLICIES, PROCEDURES AND BEST PRACTICES TO CONTINUALLY REFINE OUR WORKFORCE.ADMINISTERS COMPANY POLICIES AND PROCEDURES AND COMPLIES WITH ALL STATE AND FEDERAL LAWS INCLUDING ADA, AAP, FMLA, EEO AND OSHA REQUIREMENTS.ADMINISTERS CORPORATE COMPENSATION AND BENEFITS PROGRAMS. PERFORMS LOCAL MARKET ANALYSIS TO MAINTAIN COMPETITIVE POSITION AND INTERNAL EQUITY.ENSURES THE COMPLETION AND ACCURACY OF MONTHLY HEADCOUNT REPORTS AND WORKS ON SPECIAL PROJECTS AS ASSIGNED.
WHAT YOU WILL BRING ALONG:
10 YEARS HUMAN RESOURCES EXPERIENCE WITH KNOWLEDGE OF MICROSOFT OFFICE. WORKDAY EXPERIENCE A PLUS.BACHELOR'S DEGREE IN RELATED DISCIPLINE.
WHAT CAN WE OFFER YOU FOR YOUR TALENT:
VISHAY OFFERS A COMPREHENSIVE SUITE OF BENEFIT PROGRAMS INCLUDING HEALTH CARE COVERAGE, FINANCIAL SUPPORT PROGRAMS AND OTHER RESOURCES DESIGNED TO HELP YOU ACHIEVE YOUR PERSONAL AND PROFESSIONAL GOALS. WITH US, YOU’LL EXPERIENCE UNIQUE CAREER PATHS, AN OPEN AND COLLABORATIVE CULTURE, A STABLE BUSINESS THAT WILL BE THERE FOR YOU, AND OPPORTUNITIES TO WORK GLOBALLY AND LOCALLY. BENEFITS INCLUDE MEDICAL, VISION AND DENTAL INSURANCE, 401K WITH COMPANY MATCH, PAID TIME OFF, EMPLOYEE ASSISTANCE PROGRAM, AND TUITION REIMBURSEMENT.
DO YOU HAVE THE SKILLS WE NEED? ARE YOU READY TO POWER YOUR CAREER AS YOU POWER THE WORLD? IF SO, APPLY TODAY.
VISHAY IS COMMITTED TO A WORKPLACE FREE OF HARASSMENT AND UNLAWFUL DISCRIMINATION. WE DO NOT ENGAGE IN DISCRIMINATION OR HARASSMENT BASED ON RACE, COLOR, AGE, GENDER, SEXUAL ORIENTATION, GENDER IDENTITY AND EXPRESSION, ETHNICITY OR NATIONAL ORIGIN, DISABILITY, PREGNANCY, RELIGION, POLITICAL AFFILIATION, UNION MEMBERSHIP, COVERED VETERAN STATUS, PROTECTED GENETIC INFORMATION OR MARITAL STATUS IN HIRING AND EMPLOYMENT PRACTICES.
THIS POSITION REQUIRES ACCESS TO INFORMATION SUBJECT TO THE INTERNATIONAL TRAFFIC IN ARMS REGULATIONS AND/OR THE EXPORT ADMINISTRATION REGULATIONS. AS SUCH, THIS POSITION IS OPEN ONLY TO APPLICANTS WHO QUALIFY AS “U.S. PERSONS” AS DEFINED BY 22 C.F.R. §120.15 IS REQUIRED. “U.S. PERSON” INCLUDES U.S. CITIZEN, LAWFUL PERMANENT RESIDENT, REFUGEE, OR ASYLEE.
IT IS THE POLICY OF VISHAY TO PROVIDE EQUAL EMPLOYMENT AND ADVANCEMENT OPPORTUNITIES TO ALL COLLEAGUES AND APPLICANTS FOR EMPLOYMENT WITHOUT REGARD TO RACE, COLOR, ETHNICITY, RELIGION, GENDER, PREGNANCY/CHILDBIRTH, AGE, NATIONAL ORIGIN, SEXUAL ORIENTATION, GENDER IDENTITY OR EXPRESSION, DISABILITY OR PERCEIVED DISABILITY, GENETIC INFORMATION, CITIZENSHIP, VETERAN OR MILITARY STATUS OR A PERSON’S RELATIONSHIP OR ASSOCIATION WITH A PROTECTED VETERAN, INCLUDING SPOUSES AND OTHER FAMILY MEMBERS, MARITAL OR DOMESTIC PARTNER STATUS, OR ANY OTHER CATEGORY PROTECTED BY FEDERAL, STATE AND/OR LOCAL LAWS.
AS AN EQUAL OPPORTUNITY EMPLOYER, VISHAY IS COMMITTED TO A DIVERSE WORKFORCE. IN ORDER TO ENSURE REASONABLE ACCOMMODATION FOR INDIVIDUALS PROTECTED BY SECTION 503 OF THE REHABILITATION ACT OF 1973, THE VIETNAM VETERANS’ READJUSTMENT ACT OF 1974, AND TITLE I OF THE AMERICANS WITH DISABILITIES ACT OF 1990, APPLICANTS THAT REQUIRE ACCOMMODATION IN THE JOB APPLICATION PROCESS MAY CONTACT [email protected] ASSISTANCE. | ['Human Resources Management', 'Recruitment', 'Employee Relations', 'HRIS', 'Payroll Management', 'Compensation Analysis', 'Benefits Administration', 'Training and Development', 'Microsoft Office', 'Compliance with Labor Laws', 'Market Analysis', 'Leadership', 'Communication', 'Problem Solving', 'Team Building', 'Collaboration', 'Conflict Resolution', 'Adaptability', 'Interpersonal Skills', 'Organizational Skills', 'Strategic Thinking', 'Workday'] |
3,901,661,179 | HR | Chief Human Resource Officer | HEALTHCARE EXPERIENCE REQUIRED
JOB SUMMARY THE CHIEF HUMAN RESOURCES OFFICER IS DIRECTLY RESPONSIBLE FOR OVERSEEING HR TASKS AND HR SYSTEMS, HANDLING EMPLOYEE RELATIONS, ENSURING COMPLIANCE OF LAWS AND REGULATIONS ARE FOLLOWED, MANAGING BUDGETS, ASSESSING STAFF NEEDS, HIRING, TERMINATION, PROMOTION, PERFORMANCE, DESIGNING AND IMPLEMENTING TRAINING PROGRAMS, REVIEWING AND CREATING HR POLICIES, AND DEVELOPING COMPENSATION PLANS FOR OVER 200 EMPLOYEES.
ESSENTIAL FUNCTIONS:PROMOTES THE MISSION, VISION, AND VALUES OF WESTON COUNTY HEALTH SERVICES (WCHS)PROMOTES SERVICE EXCELLENCE STANDARDS.DEVELOPS ORGANIZATION STRATEGIES BY IDENTIFYING AND RESEARCHING HUMAN RESOURCES ISSUES.IMPLEMENTS HUMAN RESOURCES STRATEGIES BY ESTABLISHING DEPARTMENT ACCOUNTABILITIES, INCLUDING TALENT ACQUISITION, STAFFING, EMPLOYMENT PROCESSING, AND COMPENSATION.MANAGES HUMAN RESOURCES OPERATIONS BY RECRUITING, SELECTING, ORIENTATING, TRAINING, COACHING, AND COUNSELING STAFF.DEVELOPS HUMAN RESOURCES OPERATIONS FINANCIAL STRATEGIES BY ESTIMATING, FORECASTING, AND ANTICIPATING REQUIREMENTS.ACCOMPLISHES SPECIAL PROJECT RESULTS BY IDENTIFYING AND CLARIFYING ISSUES AND PRIORITIES.SUPPORTS MANAGEMENT BY PROVIDING HUMAN RESOURCES ADVICE, COUNSEL, AND DECISIONS.GUIDES MANAGEMENT AND EMPLOYEE ACTIONS BY RESEARCHING, DEVELOPING, WRITING, AND UPDATING POLICIES.COMPLIES WITH FEDERAL, STATE, AND LOCAL LEGAL REQUIREMENTS BY STUDYING EXISTING AND NEW LEGISLATION.UPDATES JOB KNOWLEDGE BY PARTICIPATING IN CONFERENCES AND EDUCATIONAL OPPORTUNITIES.RESPONSIBLE FOR ORIENTATION PROGRAM OF NEW EMPLOYEES, CONTRACTORS, INTERNS, AND STUDENTS.REVIEWS, TRACKS, AND DOCUMENTS COMPLIANCE WITH MANDATORY AND NON-MANDATORY TRAINING, CONTINUING EDUCATION, AND WORK ASSESSMENTS. THIS MAY INCLUDE SAFETY TRAINING, ANTI-HARASSMENT TRAINING, PROFESSIONAL LICENSURE, AND MANDATORY COMPLIANCE TRAINING.ASSISTS IN RECRUITING, INTERVIEWING, AND HIRING OF QUALIFIED JOB APPLICANTS FOR OPEN POSITIONS; COLLABORATES WITH DEPARTMENT MANAGERS TO UNDERSTAND SKILLS AND COMPETENCIES REQUIRED FOR OPENINGS.MAINTAINS AND TRACKS STRATEGIC AND OPERATIONAL DATA SUCH AS OVERTIME, TURNOVER RATE & TURNOVER COST, AND MARKETING IMPACT AND COSTS.COLLABORATES WITH SENIOR LEADERSHIP TO UNDERSTAND THE ORGANIZATIONS GOALS AND STRATEGY RELATED TO STAFFING, RECRUITING, AND RETENTION.PLANS, LEADS, DEVELOPS, COORDINATES, AND IMPLEMENTS POLICIES, PROCESSES, TRAINING, INITIATIVES, AND SURVEYS TO SUPPORT THE ORGANIZATIONS HUMAN RESOURCE COMPLIANCE AND STRATEGY NEEDS.ADMINISTERS OR OVERSEES THE ADMINISTRATION OF HUMAN RESOURCE PROGRAMS INCLUDING, BUT NOT LIMITED TO, COMPENSATION, BENEFITS, AND LEAVE; DISCIPLINARY MATTERS; DISPUTES AND INVESTIGATIONS; PERFORMANCE AND TALENT MANAGEMENT; PRODUCTIVITY, RECOGNITION, AND MORALE; OCCUPATIONAL HEALTH AND SAFETY; AND TRAINING AND DEVELOPMENT.IDENTIFIES STAFFING AND RECRUITING NEEDS; DEVELOPS AND EXECUTES BEST PRACTICES FOR HIRING AND TALENT MANAGEMENT.CONDUCTS RESEARCH AND ANALYSIS OF ORGANIZATIONAL TRENDS INCLUDING REVIEW OF REPORTS AND METRICS FROM THE ORGANIZATIONS HUMAN RESOURCE INFORMATION SYSTEM (HRIS) OR TALENT MANAGEMENT SYSTEM.MONITORS AND ENSURES THE ORGANIZATIONS COMPLIANCE WITH FEDERAL, STATE, AND LOCAL EMPLOYMENT LAWS AND REGULATIONS, AND RECOMMENDED BEST PRACTICES; REVIEWS AND MODIFIES POLICIES AND PRACTICES TO MAINTAIN COMPLIANCE.MAINTAINS KNOWLEDGE OF TRENDS, BEST PRACTICES, REGULATORY CHANGES, AND NEW TECHNOLOGIES IN HUMAN RESOURCES, TALENT MANAGEMENT, AND EMPLOYMENT LAW; APPLIES THIS KNOWLEDGE TO COMMUNICATE CHANGES IN POLICY, PRACTICE, AND RESOURCES TO UPPER MANAGEMENT.DEVELOPS AND IMPLEMENTS DEPARTMENTAL BUDGET.FACILITATES PROFESSIONAL DEVELOPMENT, TRAINING, AND CERTIFICATION ACTIVITIES FOR HR STAFF.OVERSEES FMLA, PPL, AND EIAB USE AND POLICY.OVERSEES EMPLOYEE BENEFIT PLAN SUCH AS HEALTH, DENTAL, AND VISION.OVERSEES EMPLOYEE RETIREMENT PLAN.OVERSEES ANNUAL WAGE ANALYSIS FOR OVER 200 EMPLOYEES.OVERSEES AND CONDUCTS AUDITS TO ENSURE COMPLIANCE IS MET.OVERSEES AND IMPLEMENTS EMPLOYEE AND WORKPLACE CULTURE IMPROVEMENT INITIATIVES. MONITORS AND ADDRESSES SITUATIONS THAT WOULD OTHERWISE IMPACT A POSITIVE COMPANY CULTURE.OVERSEES, CREATES, REVIEWS, AMENDS, AND MAINTAINS EMPLOYEE JOB DESCRIPTIONS.OVERSEES HR RETENTION PROGRAM.ACTS AS MEDIATOR AT THE REQUEST OF STAFF AND OTHER LEADERSHIP.MAINTAINS AN OPEN-DOOR POLICY AND AN APPROACHABLE DEMEANOR FOR STAFF TO INTERACT WITH HR DIRECTOR.ENGAGES WITH STAFF AND OTHER LEADERSHIP TO ENSURE EMPLOYEE SATISFACTION IS MAINTAINED.OVERSEES LEARNING MANAGEMENT SYSTEM AND ANNUAL EMPLOYEE COMPLIANCE TRAINING.OVERSEES PAYROLL AND THE PAYROLL PROCESS AND ENSURES FEDERAL AND STATE LAWS AND REGULATIONS (AS WELL AS ORGANIZATIONAL POLICIES) ARE FOLLOWEDOVERSEES, CONDUCTS OR ACQUIRES BACKGROUND CHECKS AND EMPLOYEE ELIGIBILITY VERIFICATIONS.OVERSEES OR CONDUCTS NEW HIRE ORIENTATION AND EMPLOYEE RECOGNITION.PERFORMS ROUTINE TASKS REQUIRED TO ADMINISTER AND EXECUTE HUMAN RESOURCE PROGRAMS INCLUDING BUT NOT LIMITED TO COMPENSATION, BENEFITS, AND LEAVE; DISCIPLINARY MATTERS; DISPUTES AND INVESTIGATION; PERFORMANCE AND TALENT MANAGEMENT; PRODUCTIVITY, RECOGNITION, AND MORALE; OCCUPATIONAL HEALTH AND SAFETY; AND TRAINING AND DEVELOPMENT.HANDLES EMPLOYEE-RELATED INQUIRIES FROM APPLICANTS, EMPLOYEES, AND SUPERVISORS, REFERRING COMPLEX AND/OR SENSITIVE MATTERS.ANTICIPATES AS NEEDED IN EMPLOYEE DISCIPLINARY MEETINGS, TERMINATIONS, AND INVESTIGATIONS.MAINTAINS COMPLIANCE WITH FEDERAL, STATE, AND LOCAL EMPLOYMENT LAWS AND REGULATIONS, AND RECOMMENDED BEST PRACTICES; REVIEWS POLICIES AND PRACTICES TO MAINTAIN COMPLIANCE.MAINTAINS KNOWLEDGE OF TRENDS, BEST PRACTICES, REGULATORY CHANGES, AND NEW TECHNOLOGIES IN HUMAN RESOURCES, TALENT MANAGEMENT, AND EMPLOYMENT LAW.PERFORMS ALL ASSIGNED TASKS IN A PROFESSIONAL MANNER IN ORDER TO REFLECT THE HIGHEST INTEGRITY OF THE HUMAN RESOURCES DEPARTMENT AND WCHS.COMPLETES WORK ASSIGNMENTS IN A TIMELY MANNER.ASSISTS VISITORS WITH DIRECTIONS WHENEVER REQUESTED.ALWAYS INTRODUCES SELF TO PATIENTS, RESIDENTS, FAMILIES, AND VISITORS WHEN APPROPRIATE.REPORTS SAFETY HAZARDS AS APPROPRIATE.REPLENISHES SUPPLIES AS NEEDED.FOLLOWS ALL INFECTION CONTROL PRACTICES INCLUDING HAND WASHING TECHNIQUES, STANDARD PRECAUTIONS AND ISOLATION PRECAUTIONS.MAINTAINS SET QUALITY STANDARDS WHEN PERFORMING JOB DUTIES.HAS THE ABILITY TO DO WORK ON HIS/HER OWN WITH NORMAL SUPERVISION.OBSERVES SAFETY-PRECAUTIONS.MAINTAINS SPECIFIC SAFETY PRECAUTIONS.HAS THE ABILITY TO APPLY COMMON SENSE UNDERSTANDING TO CARRY OUT DETAILED BUT UNINVOLVED WRITTEN OR ORAL INSTRUCTIONS.HAS THE ABILITY TO READ AND UNDERSTAND EQUIPMENT OPERATION MANUAL.COOPERATES WITH OTHER PERSONNEL TO ACHIEVE DEPARTMENTAL OBJECTIVES, MAINTAIN GOOD EMPLOYEE RELATIONS, AND INTERDEPARTMENTAL OBJECTIVES.ENHANCES PROFESSIONAL GROWTH AND DEVELOPMENT THROUGH PARTICIPATION IN EDUCATIONAL PROGRAMS, TRAININGS, CURRENT LITERATURE, IN-SERVICE MEETINGS AND WORKSHOPS; SHOWS RESPONSIBILITY FOR OWN PROFESSIONAL PRACTICE AND ONGOING EDUCATION AND LEARNING.
SUPERVISORY RESPONSIBILITIES: SUPERVISES THE HR GENERALIST AND HR ASSISTANT, RECRUITS, INTERVIEWS, HIRES, AND TRAINS NEW STAFF IN THE DEPARTMENT.OVERSEES THE DAILY WORKFLOW OF THE DEPARTMENT.PROVIDES CONSTRUCTIVE AND TIMELY PERFORMANCE EVALUATIONS.HANDLES DISCIPLINE AND TERMINATION OF EMPLOYEES IN ACCORDANCE WITH COMPANY POLICY. NON-ESSENTIAL FUNCTIONS PERFORMS OTHER DUTIES AS ASSIGNED. PROFESSIONAL REQUIREMENTS ADHERES TO DRESS CODE, APPEARANCE IS NEAT AND CLEAN.COMPLETES ANNUAL EDUCATION REQUIREMENTSMAINTAINS PATIENT CONFIDENTIALITY AT ALL TIMES.REPORTS TO WORK ON TIME AND AS SCHEDULED.WEARS IDENTIFICATION WHILE ON DUTY.MAINTAINS REGULATORY REQUIREMENTS, INCLUDING ALL STATE, FEDERAL, AND LOCAL REGULATIONS.REPRESENTS WCHS IN A POSITIVE AND PROFESSIONAL MANNER AT ALL TIMES.COMPLIES WITH ALL WCHS POLICIES AND STANDARDS REGARDING ETHICAL BUSINESS PRACTICES.COMMUNICATES THE MISSION, ETHICS, AND GOALS OF WCHS.PARTICIPATES IN PERFORMANCE IMPROVEMENT AND CONTINUOUS QUALITY IMPROVEMENT ACTIVITIES.ATTENDS REGULAR STAFF MEETINGS AND IN-SERVICES.EXCELLENT VERBAL AND WRITTEN COMMUNICATION SKILLS.EXCELLENT INTERPERSONAL, NEGOTIATION, AND CONFLICT RESOLUTION SKILLS.EXCELLENT ORGANIZATIONAL SKILLS AND ATTENTION TO DETAIL.EXCELLENT TIME MANAGEMENT SKILLS WITH A PROVEN ABILITY TO MEET DEADLINES.STRONG ANALYTICAL AND PROBLEM-SOLVING SKILLS.HAS THE ABILITY TO PRIORITIZE TASKS AND TO DELEGATE THEM WHEN APPROPRIATE.HAS THE ABILITY TO ACT WITH INTEGRITY, PROFESSIONALISM, AND CONFIDENTIALITY.HAS, AND CONTINUES TO GAIN, THOROUGH KNOWLEDGE OF EMPLOYMENT-RELATED LAWS AND REGULATIONS.PROFICIENT WITH OR HAS THE ABILITY TO QUICKLY LEARN THE ORGANIZATIONS HRIS AND TALENT MANAGEMENT SYSTEMS. QUALIFICATIONS BACHELOR’S DEGREE IN HUMAN RESOURCES, BUSINESS ADMINISTRATION OR OTHER RELATABLE DEGREE REQUIRED.AT LEAST 5 YEARS OF HUMAN RESOURCES MANAGEMENT OR 7 YEARS OF HR GENERALIST EXPERIENCE OR A COMBINATION OF HR MANAGEMENT AND HR GENERALIST EXPERIENCE REQUIRED. | ['HR Management', 'Employee Relations', 'Compliance', 'Talent Acquisition', 'Training Program Design', 'Performance Management', 'Regulatory Compliance', 'Employee Orientation', 'Professional Development', 'Communication', 'Leadership', 'Interpersonal Skills', 'Problem Solving', 'Time Management', 'Teamwork', 'Integrity', 'Approachability', 'Adaptability', 'Professionalism', 'Attention to Detail', 'Delegation', 'Budget Management', 'HR Policies Development', 'Compensation Planning', 'HRIS', 'Data Analysis', 'Conflict Resolution', 'Safety Training', 'Background Checks', 'Employee Benefits Administration', 'Workplace Culture Improvement', 'Organizational Strategy Development', 'Payroll Management', 'HR Audits', 'Analytical Skills', 'Negotiation', 'Conflict Management'] |
3,901,982,681 | HR | Human Resources Assistant | ABOUT THE COMPANYFOUNDED IN 1888, LEE KUM KEE, A HONG KONG-BASED GLOBAL FOOD COMPANY, SPECIALIZES IN CREATING CONDIMENTS AND SAUCES THAT PROMOTE CHINESE CUISINE WORLDWIDE. WITH MORE THAN 200 PRODUCTS TO CHOOSE FROM, LEE KUM KEE TAKES THE MYSTERY OUT OF COOKING AUTHENTIC AND DELICIOUS ASIAN FOODS IN THE COMFORT OF YOUR KITCHEN. LEE KUM KEE IS COMMITTED TO PROVIDING AUTHENTIC AND INNOVATIVE CONDIMENTS AND SAUCES FEATURING THE HIGHEST QUALITY INGREDIENTS. ARMED WITH A UNIQUE MANAGEMENT CULTURE, STRINGENT QUALITY CONTROL, SUPERB AND INNOVATIVE PRODUCTS, COUPLED WITH THE CENTURY-LONG BRAND REPUTATION, LEE KUM KEE HAS ACHIEVED UNANIMOUS RECOGNITION AND WON NUMEROUS PRESTIGIOUS AWARDS. LEE KUM KEE (USA) INC., A DIVISION OF LEE KUM KEE INTERNATIONAL HOLDINGS LTD., HAS ITS HEADQUARTERS AND MANUFACTURING FACILITIES IN SOUTHERN CALIFORNIA WITH MORE THAN 300 EMPLOYEES. WE ARE LOOKING FOR THE BEST AND BRIGHTEST TALENTS TO JOIN OUR COMPANY AND WORK TOGETHER TO BRING THE NEXT LEVEL OF SUCCESS!BENEFITSMEDICAL, DENTAL, LIFE INSURANCE COVERED BY THE COMPANY401(K) RETIREMENT PLAN WITH COMPANY MATCHTWO (2) WEEKS VACATIONSTEN (10) PAID HOLIDAYS
POSITION SUMMARYTHE HUMAN RESOURCES ASSISTANT WILL BE RESPONSIBLE FOR MANAGING EMPLOYEE RECORDS AND PERFORMING DAY-TO-DAY HUMAN RESOURCES AND ADMINISTRATIVE TASKS AND SERVICES TO ENSURE THE SMOOTH AND EFFICIENT OPERATIONS OF THE DEPARTMENT. ESSENTIAL FUNCTIONSREASONABLE ACCOMMODATIONS MAY BE MADE TO ENABLE INDIVIDUALS WITH DISABILITIES TO PERFORM THE ESSENTIAL FUNCTIONS.ASSIST IN THE TIME AND ATTENDANCE PROCESS TO ENSURE TIMELY AND ACCURATE RECORD-KEEPING TRANSACTIONS, INCLUDING BUT NOT LIMITED TO CHECKING ALL THE TIMECARDS, TRACKING TIMECLOCK ADJUSTMENT FORMS, FOLLOWING UP WITH SUPERVISORS FOR ANY TIMECARD ERRORS. ASSIST WITH PAYROLL FUNCTIONS BY DISTRIBUTING CHECKS TO RESPECTIVE FUNCTIONS.ASSIST WITH EMPLOYEE RELATIONS AND WALK-IN CUSTOMERS ACTIVITIES IN HR OFFICE, INCLUDING ADDRESSING THEIR QUERIES AND ISSUES, AND TRANSLATING AS NEEDED. COORDINATE NEW HIRES ORIENTATIONS AND THE RESPECTIVE PAPERWORK INCLUDING ONBOARDING/ TRAINING SCHEDULES, ADP ONBOARDING FORMS, NEW HIRES FORMS, ETC. RESPONSIBLE FOR ORGANIZING, COMPILING, UPDATING, FILING PERSONNEL RECORDS AND DOCUMENTATION.MAINTAIN EMPLOYEE RECORDS IN THE HRIS AND ADP SYSTEMS AND ENSURE ACCURACY AND COMPLIANCE WITH LEGAL REQUIREMENTS. TAKE AN ACTIVE ROLE IN COORDINATING EMPLOYEE AND CORPORATE-WIDE EVENTS SUCH AS VOLUNTEER ACTIVITIES, EMPLOYEE OUTINGS, LUNCHEONS, CORPORATE CULTURE EVENTS, SERVICE AWARD CEREMONIES, MASS COMMUNICATION EVENTS, ANNUAL DINNERS ETC. PROVIDES CLERICAL SUPPORT TO THE HRA FUNCTIONS AND RUN ERRANDS FOR THE FUNCTION.ACT AS A RECEPTIONIST DURING THE ABSENCE OR LUNCH BREAK OF THE RECEPTIONIST AT INC AND PLANT. PERFORM OTHER DUTIES AS REQUIRED OR ASSIGNED. COMPETENCIESPROBLEM SOLVINGACTION ORIENTEDPLANNING & ORGANIZINGCUSTOMER FOCUSSELF-DEVELOPMENT SUPERVISORY RESPONSIBILITIESTHIS POSITION HAS NO SUPERVISORY RESPONSIBILITIES. QUALIFICATIONSTO PERFORM THIS JOB SUCCESSFULLY, AN INDIVIDUAL MUST BE ABLE TO PERFORM EACH MAJOR RESPONSIBILITY SATISFACTORILY. THE REQUIREMENTS LISTED BELOW ARE REPRESENTATIVE OF THE KNOWLEDGE, SKILL, AND/OR ABILITY REQUIRED. REASONABLE ACCOMMODATIONS MAY BE MADE TO ENABLE INDIVIDUALS WITH DISABILITIES TO PERFORM THE MAJOR RESPONSIBILITIES. EDUCATION AND/OR EXPERIENCEMINIMUM A.S./A.A. DEGREE IN HUMAN RESOURCES OR RELATED DISCIPLINE FROM AN ACCREDITED UNIVERSITY/COLLEGE WITH A MINIMUM OF 3 YEARS OF RELATED WORK EXPERIENCE. BACHELOR’S DEGREE IS HIGHLY PREFERRED.MUST BE PROFICIENT IN MICROSOFT OFFICE SUITE – WORD, EXCEL, OUTLOOK & POWERPOINT.EXPERIENCE IN HRIS AND/OR PAYROLL SOFTWARE. STRONG ORGANIZATIONAL, TIME MANAGEMENT, CRITICAL THINKING AND ANALYTICAL SKILLS.MUST BE A FAST LEARNER WITH SELF-MOTIVATION AND AN ABILITY TO PRIORITIZE AND MULTITASK SEVERAL PROJECTS AT THE SAME TIME; FOLLOW THROUGH AND COMPLETE THE ASSIGNED DUTIES ON TIME.MUST BE PROACTIVE, ORGANIZED AND DETAIL-ORIENTED.ABILITY TO MAINTAIN CONFIDENTIALITY AND HANDLE SENSITIVE INFORMATION. STRONG INTERPERSONAL SKILLS WITH AN ABILITY TO DEAL WITH ALL LEVELS OF EMPLOYEES.ABILITY TO DEAL WITH PROBLEMS INVOLVING FEW CONCRETE VARIABLES IN COMPLEX SITUATION. LANGUAGE SKILLSTHIS INDIVIDUAL MUST POSSESS EXCELLENT COMMUNICATION AND PRESENTATION SKILLS BOTHWRITTEN AND VERBAL IN ENGLISH.BILINGUAL SKILLS (READ, SPEAK AND WRITE) IN CHINESE/SPANISH IS A PLUS. MATHEMATICAL SKILLSMUST BE ABLE TO APPLY BASIC MATHEMATICAL CONCEPTS TO PERFORM DAILY FUNCTIONS. ABILITY TO ADD, SUBTRACT, MULTIPLY, AND DIVIDE IN ALL UNITS OF MEASURE, USING WHOLE NUMBERS, COMMON FRACTIONS, AND DECIMALS. ABILITY TO COMPUTE RATE, RATIO, AND PERCENTAGE AND TO DRAW AND INTERPRET BAR GRAPHS. PHYSICAL DEMANDS THE PHYSICAL DEMANDS DESCRIBED HERE ARE REPRESENTATIVE OF THOSE THAT MUST BE MET BY AN EMPLOYEE TO SUCCESSFULLY PERFORM THE ESSENTIAL FUNCTIONS OF THIS JOB. REASONABLE ACCOMMODATIONS MAY BE MADE TO ENABLE INDIVIDUALS WITH DISABILITIES TO PERFORM THE ESSENTIAL FUNCTIONS.REGULARLY REQUIRED TO USE HANDS, ARMS AND FINGERS WHILE WORKING AT COMPUTER KEYBOARD AND OFFICE EQUIPMENT TO PERFORM DAILY JOB FUNCTIONS. REQUIRED TO STAND, SIT, KNEEL, AND WALK WHEN PERFORMING ESSENTIAL JOB FUNCTIONS. OCCASIONAL LIFTING AND/OR MOVING UP TO 20 POUNDS. WORK ENVIRONMENT THE WORK ENVIRONMENT CHARACTERISTICS DESCRIBED HERE ARE REPRESENTATIVE OF THOSE AN EMPLOYEE ENCOUNTERS WHILE PERFORMING THE ESSENTIAL FUNCTIONS OF THIS JOB. THE NOISE LEVEL IN THE WORK ENVIRONMENT IS LIGHT. THE POSITION IS SITED IN AN OFFICE SETTING BUT REQUIRES SITTING AT OR VISITING THE PLANT AND WAREHOUSE FROM TIME TO TIME. THIS IS A 100% ONSITE POSITION. IT IS LEE KUM KEE’S POLICY TO SEEK AND EMPLOY THE MOST QUALIFIED PERSONS IN ALL JOBS IN A MANNER WHICH WILL ENSURE EQUAL EMPLOYMENT OPPORTUNITY AS WELL AS ADMINISTER PERSONNEL ACTIONS IN A MANNER AS TO NOT DISCRIMINATE AGAINST ANY PERSON ON THE BASIS OF RACE, COLOR, RELIGION, NATIONAL ORIGIN, AGE, SEX, SEXUAL ORIENTATION, DISABILITY OR PROTECTED VETERAN STATUS. REASONABLE ACCOMMODATIONS MAY BE MADE TO ENABLE INDIVIDUALS WITH DISABILITIES TO PERFORM THE ESSENTIAL FUNCTIONS.
| ['HRIS', 'Payroll Software', 'Time Management', 'Communication Skills', 'Interpersonal Skills', 'Problem Solving', 'Organizational Skills', 'Self-Motivation', 'Attention to Detail', 'Customer Focus', 'Planning & Organizing', 'Critical Thinking', 'Microsoft Office Suite', 'Analytical Skills', 'Mathematical Skills', 'Bilingual (Chinese/Spanish)'] |
3,906,086,110 | HR | Human Resources Generalist | BASIC QUALIFICATIONS | EDUCATION: BACHELOR’S DEGREE IS REQUIRED. 5+ YEARS’ EXPERIENCE IN CLIENT-FACING HRBP ROLES. DEMONSTRATED EXPERIENCE DEVELOPING RELATIONSHIPS AND LEADING PROCESSES WITH REMOTEBUSINESS PARTNERS AND HR COLLEAGUES. DEMONSTRATED ABILITY TO LEVERAGE BUSINESS ACUMEN AND INTERPERSONAL SAVVY TO INFLUENCEVERY SENIOR BUSINESS LEADERS. DEMONSTRATED CAPABILITY IN ALIGNING LEADERSHIP AROUND ORGANIZATION DIRECTION, DESIGN,AND GOVERNANCE/DECISION RIGHTS. DEMONSTRATED TRACK RECORD OF DEVELOPING AND IMPLEMENTING A WORKFORCE/TALENT STRATEGYTO ACHIEVE DIFFERENTIATED BUSINESS OUTCOMES. EXPERIENCE DEPLOYING PRIORITIES ACROSS MULTIPLE LOCATIONS (ACROSS MULTIPLE COUNTRIES ANDCULTURES IS HIGHLY DESIRABLE). DEMONSTRATED TRACK RECORD OF SUCCESS IN DEVELOPING AND DRIVING ORGANIZATIONALEFFECTIVENESS AND IMPROVEMENT INITIATIVES (E.G., HIGH PERFORMING TEAMS, LARGE SCALETRANSFORMATION/CHANGE INITIATIVES, ETC.). HAS MATRIX MANAGEMENT SKILL, ABILITY TO DEFINE RESOURCE REQUIREMENTS AND PULL FROMSUPPORT FUNCTIONS AND DELIVER THE RESULTS THROUGH COLLABORATION. ADVANCED KNOWLEDGE OF ALL FACETS OF HUMAN RESOURCES INCLUDING TALENT ACQUISITION, TOTALREWARDS, TALENT ASSESSMENT AND DEVELOPMENT, CULTURE AND EMPLOYEE ENGAGEMENT, ANDPERFORMANCE MANAGEMENT
INTAKE CALL NOTES: GENERALIST PERSPECTIVE, ACTIVELY LISTENS AND COLLABORATES WITH THE SITE. WILL HANDLE INQUIRIES, IS TRANSACTIONAL. EXPERIENCE WITH EXCEL/MICROSOFT 360, PIVOT TABLES, HRIS SYSTEMS. ABILITY TO NAVIGATE WORKDAY IS A PLUS.
DUTIES:WILL BE JOINING THE LATERAL FLOW BUSINESS HUMAN RESOURCE TEAM IN WESTBROOK. SUPPORTS ABOUT 400 CONTINGENT AND FTE WORKERS BETWEEN BOTH SITES (WESTBROOK AND SCARBOROUGH). NEEDS SOMEONE WITH EXPERIENCE WHO CAN HIT THE GROUND RUNNING. HANDLE MOST OF DAY TO DAY COLLABORATING WITH PEOPLE LEADERS AS WELL AS DIRECT INQUIRIES WITH FTE'S. EXPERIENCE WITH WORKDAY, EXCEL AND PIVOT TABLE IS IMPORTANT. HRIS SYSTEM IS WORKDAY. PROFICIENCY IN MICROSOFT OFFICE. 100% ONSITE AS IT IS A MANUFACTURING FACILITY. SOMEONE WHO IS AGILE, ADAPTABLE AND FLEXIBLE IS IMPORTANT.NO BENEFITS EXPERIENCE REQUIRED.
TOP 3 TECHNICAL/SOFT SKILLS: MICROSOFT OFFICE, ABILITY TO UNDERSTAND HRIS, ACTIVE LISTENING/LEADING WITH EMPATHY.
ADDITIONAL DETAILS: THIS ROLE IS A GENERALIST/HR BUSINESS PARTNER. REFER TO THE ATTACHED JOB DESCRIPTION FOR ADDITIONAL DETAILS.
EDUCATION: BACHELOR'S DEGREE HIGHLY PREFERRED, ASSOCIATES OR HIGHSCHOOL DIPLOMA FINE WITH 5-7+ YEARS OF EXPERIENCE. 3-5 YEARS OF EXPERIENCE AS HR GENERALIST OR HR BUSINESS PARTNER ROLE IS REQUIRED.
LOCATION: 100% ONSITE | ["Bachelor's Degree", 'HRBP Experience', 'Business Acumen', 'Workforce/Talent Strategy Development', 'Organizational Effectiveness', 'Microsoft Office', 'Talent Acquisition', 'Performance Management', 'Collaboration', 'Interpersonal Skills', 'Adaptability', 'Influencing Senior Leaders', 'Relationship Building', 'Communication', 'HRIS Systems (Workday)', 'Excel', 'Pivot Tables', 'Active Listening', 'Agility', 'Empathy', 'Flexibility'] |
3,906,258,049 | HR | Principal Human Resources Business Partner |
JOB DESCRIPTION BAE SYSTEMS IS SEEKING A SEASONED HUMAN RESOURCES BUSINESS PARTNER IN SUPPORT OF OUR COMBAT MISSION SYSTEMS (CMS) BUSINESS. IN THIS ROLE, THE HUMAN RESOURCES BUSINESS PARTNER IMPLEMENTS HUMAN RESOURCES POLICIES AS A GENERALIST, PARTNERING WITH BUSINESS OPERATIONS TO ENSURE A COMPLETE UNDERSTANDING OF BUSINESS NEEDS AND OBJECTIVES AND RESOLVES HR ISSUES. RESPONSIBLE FOR AND/OR SERVES AS A HR LIAISON FOR MOST OF THE FOLLOWING AREAS: SUCCESSION PLANNING, TALENT MANAGEMENT, EMPLOYMENT, EMPLOYEE RELATIONS, COMPENSATION, BENEFITS, EEO, AND/OR TRAINING AND DEVELOPMENT.
LOCATION/SCHEDULE/TRAVEL:
THIS POSITION IS ON-SITE OPPORTUNITY IN EITHER THE STERLING HEIGHTS, MI OR MINNEAPOLIS, MN SITE.THE ROLE WORKS A 9/80 SCHEDULE WHERE YOU WILL HAVE EVERY OTHER FRIDAY OFF.THERE MAY BE UP TO 10% OF TRAVEL TO CORPORATE EVENTS AND OFF SITES.
RESPONSIBILITIES
PROVIDE PROACTIVE AND REACTIVE EMPLOYEE RELATIONS, MANAGER COACHING, AND PARTNER WITH ASSIGNED MANAGERS TO CREATE A CULTURE THAT SUPPORTS BUSINESS GROWTH OR BUSINESS RIGHT SIZING.COLLABORATE WITH THE CENTERS OF EXPERTISE (COES) AND ALL ELEMENTS OF THE HR DELIVERY MODEL TO ENSURE THE DELIVERY OF WORLD CLASS HR SERVICES AND PROGRAMS TO ADDRESS CRITICAL BUSINESS NEEDS AND EMPLOY EFFECTIVE MEASURES OF SUCCESS.PARTNER WITH ASSIGNED MANAGERS TO IDENTIFY TOP TALENT AND SUCCESSION CANDIDATES AND PROVIDE SUPPORT TO THE MANAGEMENT READINESS REVIEW PLANNING PROCESS AT THE BUSINESS UNIT LEVEL.SUPPORT BUSINESS ACTIVITIES THAT SUPPORT A CULTURE THAT IS DIVERSE AND INCLUSIVE.WORK WITH MANAGEMENT TO DEVELOP AN EFFECTIVE WORKFORCE PLAN/STRATEGY AND COLLABORATE WITH TALENT ACQUISITION TO TRANSLATE THE REQUIREMENTS INTO AN EXECUTABLE PLAN.ACT AS A CHANGE AGENT FOR KEY HR AND BUSINESS CHANGES AND PROVIDE PROJECT MANAGEMENT FOR ASSIGNED KEY HR PROJECTS.
REQUIRED EDUCATION, EXPERIENCE, & SKILLS
TYPICALLY REQUIRES A BACHELORS DEGREE AND SIX (6) YEARS OF RELATED EXPERIENCE IN AN HR GENERALIST OR HR BUSINESS PARTNER ROLE, OR THE OVERALL EQUIVALENT;STRONG EMPLOYEE RELATIONS BACKGROUND INCLUDING EXPERIENCE RESOLVING FEDERAL AND STATE EMPLOYMENT ISSUES INCLUDING EEO/AAP;EXCELLENT COMMUNICATION SKILLS, VERBAL AND WRITTEN;PROFICIENCY IN MS OFFICE SUITE AND INDUSTRY RELATED SOFTWARE (I.E. PEOPLESOFT, ORACLE);ABILITY TO PREPARE APPROPRIATE REPORTS, DOCUMENTS, AND PRESENTATIONS;ABLE TO MAKE DECISIONS USING SOUND JUDGMENT WHILE COMPLYING WITH POLICIES, PROCEDURES, APPROPRIATE PRINCIPLES AND APPLICABLE STATE AND FEDERAL LAWS AND REGULATIONS.EXPERIENCE TRAINING AND COACHING;ABILITY TO MAINTAIN CONFIDENTIALITY;ABLE TO SUPPORT A HYBRID WORK SCHEDULE WITH ON-SITE PRESENCE OF ~2-3 DAYS A WEEK.
PREFERRED EDUCATION, EXPERIENCE, & SKILLS
MASTERS DEGREE IN HUMAN RESOURCESSPHR/SHRM-SCP CERTIFICATIONEXPERIENCE IN A MANUFACTURING ENVIRONMENTSTRONG PROBLEM SOLVING SKILLSEXPERIENCE WORKING WITHIN SHARED SERVICES HR DELIVERY MODEL; PROJECT MANAGEMENT CAPABILITYABILITY TO DEAL WITH AMBIGUITY
PAY INFORMATION
FULL-TIME SALARY RANGE: $96470 - $164010
PLEASE NOTE: THIS RANGE IS BASED ON OUR MARKET PAY STRUCTURES. HOWEVER, INDIVIDUAL SALARIES ARE DETERMINED BY A VARIETY OF FACTORS INCLUDING, BUT NOT LIMITED TO: BUSINESS CONSIDERATIONS, LOCAL MARKET CONDITIONS, AND INTERNAL EQUITY, AS WELL AS CANDIDATE QUALIFICATIONS, SUCH AS SKILLS, EDUCATION, AND EXPERIENCE.
EMPLOYEE BENEFITS: AT BAE SYSTEMS, WE SUPPORT OUR EMPLOYEES IN ALL ASPECTS OF THEIR LIFE, INCLUDING THEIR HEALTH AND FINANCIAL WELL-BEING. REGULAR EMPLOYEES SCHEDULED TO WORK 20+ HOURS PER WEEK ARE OFFERED: HEALTH, DENTAL, AND VISION INSURANCE; HEALTH SAVINGS ACCOUNTS; A 401(K) SAVINGS PLAN; DISABILITY COVERAGE; AND LIFE AND ACCIDENT INSURANCE. WE ALSO HAVE AN EMPLOYEE ASSISTANCE PROGRAM, A LEGAL PLAN, AND OTHER PERKS INCLUDING DISCOUNTS ON THINGS LIKE HOME, AUTO, AND PET INSURANCE. OUR LEAVE PROGRAMS INCLUDE PAID TIME OFF, PAID HOLIDAYS, AS WELL AS OTHER TYPES OF LEAVE, INCLUDING PAID PARENTAL, MILITARY, BEREAVEMENT, AND ANY APPLICABLE FEDERAL AND STATE SICK LEAVE. EMPLOYEES MAY PARTICIPATE IN THE COMPANY RECOGNITION PROGRAM TO RECEIVE MONETARY OR NON-MONETARY RECOGNITION AWARDS. OTHER INCENTIVES MAY BE AVAILABLE BASED ON POSITION LEVEL AND/OR JOB SPECIFICS.
ABOUT BAE SYSTEMS PLATFORMS & SERVICES BAE SYSTEMS, INC. IS THE U.S. SUBSIDIARY OF BAE SYSTEMS PLC, AN INTERNATIONAL DEFENSE, AEROSPACE AND SECURITY COMPANY WHICH DELIVERS A FULL RANGE OF PRODUCTS AND SERVICES FOR AIR, LAND AND NAVAL FORCES, AS WELL AS ADVANCED ELECTRONICS, SECURITY, INFORMATION TECHNOLOGY SOLUTIONS AND CUSTOMER SUPPORT SERVICES. IMPROVING THE FUTURE AND PROTECTING LIVES IS AN AMBITIOUS MISSION, BUT IT’S WHAT WE DO AT BAE SYSTEMS. WORKING HERE MEANS USING YOUR PASSION AND INGENUITY WHERE IT COUNTS – DEFENDING NATIONAL SECURITY WITH BREAKTHROUGH TECHNOLOGY, SUPERIOR PRODUCTS, AND INTELLIGENCE SOLUTIONS. AS YOU DEVELOP THE LATEST TECHNOLOGY AND DEFEND NATIONAL SECURITY, YOU WILL CONTINUALLY HONE YOUR SKILLS ON A TEAM—MAKING A BIG IMPACT ON A GLOBAL SCALE. AT BAE SYSTEMS, YOU’LL FIND A REWARDING CAREER THAT TRULY MAKES A DIFFERENCE.
THE PLATFORMS & SERVICES (P&S) SECTOR UNDER BAE SYSTEMS, INC DOES THE BIG STUFF: THE ARMORED COMBAT VEHICLES, NAVAL GUNS, MISSILE LAUNCHERS, AND NAVAL SHIP REPAIR…JUST TO NAME A FEW. OUR EMPLOYEES TAKE PRIDE IN THE WORK THEY DO AND WHY THEY DO IT. THEY ARE ON THE FRONT LINES EVERY DAY, BUILDING OUR PRODUCTS TO PROTECT THE LIVES OF THOSE WHO SERVE. WE MAY BE BIASED, BUT WE THINK P&S DOES SOME OF THE COOLEST WORK AROUND, AND WE THINK YOU WILL TOO.
OUR COMMITMENT TO DIVERSITY, EQUITY, AND INCLUSION
AT BAE SYSTEMS, WE WORK HARD EVERY DAY TO NURTURE AN INCLUSIVE CULTURE WHERE EMPLOYEES ARE VALUED AND FEEL LIKE THEY BELONG. WE ARE CONSCIOUS OF THE NEED FOR ALL EMPLOYEES TO SEE THEMSELVES REFLECTED AT EVERY LEVEL OF THE COMPANY AND KNOW THAT IN ORDER TO UNLOCK THE FULL POTENTIAL OF OUR WORKFORCE, EVERYONE MUST FEEL CONFIDENT BEING THEIR BEST, MOST SINCERE SELF AND BE EQUIPPED TO THRIVE. WE PROVIDE IMPACTFUL PROFESSIONAL DEVELOPMENT EXPERIENCES TO OUR EMPLOYEES AND INVEST IN SOCIAL IMPACT PARTNERSHIPS TO UPLIFT COMMUNITIES AND DRIVE PURPOSEFUL CHANGE. HERE YOU WILL FIND SIGNIFICANT OPPORTUNITIES TO DO MEANINGFUL WORK IN AN ENVIRONMENT INTENTIONALLY DESIGNED TO BE ONE WHERE YOU WILL LEARN, GROW AND BELONG. | ['Employee Relations', 'HR Generalist', 'Talent Management', 'Compensation', 'Benefits Administration', 'Training and Development', 'Project Management', 'MS Office Suite', 'Oracle', 'Report Preparation', 'Decision Making', 'Confidentiality', 'Communication', 'Problem Solving', 'Collaboration', 'Change Management', 'Judgment', 'Adaptability', 'Leadership', 'EEO Compliance', 'PeopleSoft', 'Coaching', 'Hybrid Work Management', 'Cultural Awareness', 'Diversity and Inclusion Advocacy'] |
3,884,809,131 | HR | Human Resources Business Partner | ARE YOU A TALENTED HR PROFESSIONAL LOOKING TO JOIN A FAST-PACED, PASSIONATE HR TEAM? WE ARE LOOKING FOR SOMEONE WITH A GROWTH MINDSET WHO CAN PLAY A VITAL PART IN OUR SCALING PROCESS. THIS PERSON WILL SUPPORT MANUFACTURING SITE STRATEGY AND COMPANY VISION WITH PLENTY OF OPPORTUNITIES TO TAKE ON NEW INITIATIVES AND PROJECTS.
RESPONSIBILITIES:
PARTNER WITH SENIOR SITE LEADERSHIP TO DEVELOP AND IMPLEMENT EFFECTIVE HR POLICIES AND PRACTICES THAT WILL SUPPORT THE STRATEGIC GROWTH OF THE BUSINESS.OFFER THOUGHT LEADERSHIP REGARDING ORGANIZATIONAL AND PEOPLE-RELATED STRATEGY AND EXECUTION.PROVIDE TIMELY INFORMATION AND/OR EDUCATION FOR ALL LEVELS OF THE COMPANY ON HR ISSUES.EDUCATE, COACH, AND PARTNER WITH MANAGERS ON PERFORMANCE MANAGEMENT AND EMPLOYEE DEVELOPMENT GOALS.PROVIDE HR EXPERTISE IN THE AREAS OF FEEDBACK, EMPLOYEE RELATIONS, DEVELOPMENT AND COACHING, COMPENSATION, AND ORGANIZATIONAL DEVELOPMENT.PARTICIPATE IN THE CONTINUAL DEVELOPMENT OF HR PROGRAMS, SUCH AS RECRUITING, RETENTION, COMPENSATION, LEARNING AND DEVELOPMENT, AND BENEFITS.COLLABORATE WITH THE HR TEAM TO CHAMPION AND ACCELERATE A CULTURE OF EXCELLENCE IN WHICH PEOPLE FEEL ENGAGED AND INSPIRED TO DELIVER TOP BUSINESS RESULTS.DEVELOP PEOPLE STRATEGIES AND DESIGN APPROACHES FOR DIAGNOSING AND ENHANCING ORGANIZATIONAL EFFECTIVENESS AND EMPLOYEE SATISFACTION.EDUCATE TEAM MEMBERS ON COMPENSATION PRACTICES, INCLUDING COMPENSATION, PERFORMANCE FEEDBACK, PERFORMANCE CALIBRATION, AND CAREER TRANSITIONS.
REQUIREMENTS:
BACHELOR'S DEGREE WITH A MINIMUM OF 5 YEARS OF PROGRESSIVE HR EXPERIENCE.SUCCESSFUL EXPERIENCE AS AN HR PARTNER IN A FAST-PACED COMPANY WITH EXPERIENCE WORKING WITH INTERNAL CLIENTS AND ALL LEVELS OF EMPLOYEES.DEMONSTRATED EXPERIENCE IN THE VARIOUS HR FUNCTIONAL AREAS, ESPECIALLY ORGANIZATION EMPLOYEE RELATIONS.A DEEP KNOWLEDGE OF HR PROGRAMS AND PRACTICES, INCLUDING APPLICABLE STATE AND FEDERAL EMPLOYMENT LAWS AND REGULATIONS. | ['HR policies', 'employee relations', 'performance management', 'organizational development', 'compensation practices', 'recruiting', 'learning and development', 'data analysis', 'communication', 'collaboration', 'coaching', 'problem solving', 'growth mindset', 'leadership', 'strategic thinking', 'engagement', 'adaptability', 'federal employment laws', 'state employment laws'] |
3,905,239,401 | HR | Human Resources Director | WE ARE SEEKING AN EXPERIENCED AND DYNAMIC PROFESSIONAL TO OUR TEAM AS DIRECTOR OF HUMAN RESOURCES! THIS IS A PIVOTAL ROLE THAT WILL PLAY A KEY PART IN SHAPING AND DRIVING OUR PEOPLE STRATEGY AS WE CONTINUE TO GROW AND INNOVATE IN THE SUSTAINABLE AGRICULTURE SECTOR. PLEASE NOTE THAT THIS IS AN ONSITE POSITION IN SAN RAMON.
RESPONSIBILITIES:DEVELOP AND EXECUTE A COMPREHENSIVE PEOPLE STRATEGY ALIGNED WITH OVERALL BUSINESS GOALS.DRIVE INITIATIVES TO ENHANCE EMPLOYEE ENGAGEMENT, RETENTION, AND OVERALL SATISFACTION.COLLABORATE WITH LEADERSHIP TO ENSURE A DIVERSE AND INCLUSIVE WORKPLACE.OVERSEE THE END-TO-END RECRUITMENT PROCESS TO ATTRACT TOP-TIER TALENT.IMPLEMENT INNOVATIVE AND EFFECTIVE SOURCING STRATEGIES.DESIGN AND IMPLEMENT PROFESSIONAL DEVELOPMENT PROGRAMS.FOSTER A CULTURE OF CONTINUOUS LEARNING AND GROWTH.LEAD PERFORMANCE MANAGEMENT PROCESSES, INCLUDING GOAL SETTING AND REGULAR PERFORMANCE REVIEWS.IMPLEMENT INITIATIVES TO SUPPORT EMPLOYEE WELL-BEING AND WORK-LIFE BALANCE.UTILIZE YOUR EXPERIENCE TO BUILD AND LEAD THE HR TEAM FROM SCRATCH.DEVELOP A HIGH-PERFORMING HR TEAM OTHER DUTIES AS ASSIGNED
REQUIREMENTS:BACHELOR'S DEGREE IN HUMAN RESOURCES, BUSINESS ADMINISTRATION, OR A RELATED FIELD. MASTER'S DEGREE PREFERRED.7+ YEARS OF PROGRESSIVE EXPERIENCE IN HR, WITH AT LEAST 5 YEARS IN A LEADERSHIP ROLE.DEMONSTRATED EXPERIENCE IN BUILDING HR TEAMS FROM THE GROUND UP.PROVEN TRACK RECORD OF DEVELOPING AND IMPLEMENTING SUCCESSFUL HR STRATEGIES.PROVEN EXPERIENCE IN WORKING FOR TECHNOLOGY START-UPS IS A MUSTEXPERIENCE IN THE AGRICULTURE SECTOR IS A PLUS.EXCEPTIONAL INTERPERSONAL AND COMMUNICATION SKILLS. | ['Human Resources Management', 'Recruitment', 'Employee Engagement', 'Performance Management', 'Team Building', 'HR Strategy Development', 'Data Analysis', 'Agriculture Sector Knowledge', 'Leadership', 'Communication', 'Interpersonal Skills', 'Collaboration', 'Problem Solving', 'Adaptability', 'Continuous Learning', 'Professional Development Programs', 'Sourcing Strategies', 'Technology Start-up Experience', 'Cultural Awareness'] |
3,900,977,307 | HR | Human Resources Specialist | ONSITE - JACKSONVILLE, FLORIDA
NLP LOGIX IS SEARCHING FOR HR SPECIALIST TO JOIN THEIR DYNAMIC TEAM! THIS POSITION IS FOR A FULL-TIME EMPLOYEE, WILL BE BASED OUT OF JACKSONVILLE, FL AND WILL REQUIRE LESS THAN 5% TRAVEL.
NLP LOGIX IS A DATA SCIENCE PRODUCT AND SERVICES COMPANY BASED IN JACKSONVILLE, FL, THAT SPECIALIZES IN AI SOLUTION DEVELOPMENT, MACHINE LEARNING, AND ADVANCED ANALYTICS FOR A VARIETY OF USE CASES, INDUSTRIES, AND CUSTOMERS ACROSS THE UNITED STATES.
WE ARE SEEKING A DYNAMIC AND ORGANIZED HR SPECIALIST WITH OFFICE MANAGER RESPONSIBILITIES TO JOIN OUR TEAM. THE IDEAL CANDIDATE WILL BE RESPONSIBLE FOR OVERSEEING VARIOUS HUMAN RESOURCES FUNCTIONS WHILE ALSO MANAGING THE DAILY OPERATIONS OF OUR OFFICE ENVIRONMENT. THIS ROLE REQUIRES A DETAIL-ORIENTED INDIVIDUAL WITH EXCEPTIONAL COMMUNICATION SKILLS AND THE ABILITY TO MULTITASK EFFECTIVELY.
JOB SUMMARY
HUMAN RESOURCES
FACILITATE THE END-TO-END RECRUITMENT PROCESS, FROM JOB REQUISITION TO ONBOARDING, ENSURING A SEAMLESS EXPERIENCE FOR CANDIDATES AND NEW HIRES.COORDINATE EMPLOYEE TRAINING AND DEVELOPMENT INITIATIVES, IDENTIFYING TRAINING NEEDS, SOURCING TRAINING PROGRAMS, AND EVALUATING THEIR EFFECTIVENESS.ADMINISTER EMPLOYEE BENEFITS PROGRAMS, INCLUDING ENROLLMENT, CHANGES, AND INQUIRIES, WHILE ENSURING COMPLIANCE WITH RELEVANT REGULATIONS.ACT AS A POINT OF CONTACT FOR EMPLOYEE RELATIONS MATTERS, PROVIDING GUIDANCE, CONFLICT RESOLUTION, AND ENSURING FAIR TREATMENT OF ALL EMPLOYEES.ASSIST IN PROCESSING PAYROLL ACCURATELY AND TIMELY, CALCULATING WAGES, DEDUCTIONS, AND TAXES WHILE ADHERING TO FEDERAL, STATE, AND LOCAL REGULATIONS.MANAGE PAYROLL-RELATED INQUIRIES, DISCREPANCIES, AND ADJUSTMENTS, PROVIDING PROMPT AND ACCURATE RESOLUTION TO EMPLOYEES' CONCERNS.MAINTAIN ACCURATE HR RECORDS AND DATABASES, INCLUDING PERSONNEL FILES, TIME AND ATTENDANCE RECORDS, AND PERFORMANCE EVALUATIONS.STAY ABREAST OF EMPLOYMENT LAWS, REGULATIONS, AND INDUSTRY TRENDS TO ENSURE COMPLIANCE AND BEST PRACTICES IN HR PROCESSES.
OFFICE MANAGEMENT
OVERSEE THE DAY-TO-DAY OPERATIONS OF THE OFFICE, INCLUDING MANAGING SUPPLIES, EQUIPMENT, AND FACILITIES MAINTENANCE.COORDINATE OFFICE EVENTS AND MEETINGS, INCLUDING SCHEDULING, LOGISTICS, AND CATERING ARRANGEMENTS.MANAGE OFFICE BUDGETS AND EXPENSES, ENSURING COST-EFFECTIVE SOLUTIONS WHILE MAINTAINING QUALITY STANDARDS.SERVE AS THE PRIMARY POINT OF CONTACT FOR VENDORS, BUILDING MANAGEMENT, AND OTHER EXTERNAL STAKEHOLDERS.IMPLEMENT AND MAINTAIN OFFICE POLICIES AND PROCEDURES TO PROMOTE A PRODUCTIVE AND POSITIVE WORK ENVIRONMENT.ENSURE COMPLIANCE WITH HEALTH AND SAFETY REGULATIONS AND ADDRESS ANY POTENTIAL HAZARDS OR CONCERNS.SUPERVISE ADMINISTRATIVE STAFF AND DELEGATE TASKS AS NEEDED TO ENSURE SMOOTH OFFICE OPERATIONS.
QUALIFICATIONS
BACHELOR'S DEGREE IN HUMAN RESOURCES, BUSINESS ADMINISTRATION, OR RELATED FIELD.3+ YEARS PROVEN EXPERIENCE IN HR ROLES, DEMONSTRATING KNOWLEDGE OF HR PRACTICES, EMPLOYMENT LAWS, AND REGULATORY COMPLIANCE.EXPERIENCE IN PAYROLL ADMINISTRATION AND PROFICIENCY IN ADP WORKFORCE NOW PREFERRED.EXCELLENT COMMUNICATION AND INTERPERSONAL SKILLS, WITH THE ABILITY TO BUILD RAPPORT AND EFFECTIVELY COMMUNICATE WITH EMPLOYEES AT ALL LEVELS.EXCEPTIONAL ORGANIZATIONAL SKILLS AND ATTENTION TO DETAIL, WITH THE ABILITY TO MANAGE MULTIPLE TASKS AND PRIORITIZE RESPONSIBILITIES EFFECTIVELY.ABILITY TO MAINTAIN CONFIDENTIALITY AND HANDLE SENSITIVE INFORMATION WITH DISCRETION.PROACTIVE PROBLEM-SOLVING SKILLS AND ADAPTABILITY TO CHANGING PRIORITIES AND DEADLINES.
NLP LOGIX'S VALUES
NLP LOGIX BELIEVES “DATA SCIENCE IS A TEAM SPORT.®” AND ENCOURAGES A SPIRIT OF COOPERATION AND FOSTERS AN ENVIRONMENT OF PROFESSIONAL GROWTH WHERE EMPLOYEES CAN EXERCISE THEIR LEADERSHIP ABILITY, CREATIVITY, TECHNICAL COMPETENCE, WITH AN OVERALL FOCUS IN HELPING NLP LOGIX FULFILL ITS MISSION.
NLP LOGIX IS AN EQUAL OPPORTUNITY EMPLOYER COMMITTED TO ESTABLISHING A DIVERSE WORKFORCE.
| ['HR practices', 'regulatory compliance', 'payroll administration', 'ADP Workforce Now', 'data management', 'office management', 'event coordination', 'training and development', 'communication', 'interpersonal skills', 'organizational skills', 'attention to detail', 'problem-solving', 'multitasking', 'confidentiality', 'adaptability', 'teamwork', 'employment laws', 'budget management'] |
3,884,440,664 | HR | Human Resources Assistant | POSITIONS AVAILABLE IN HAWAII DISTRICT, HONOLULU DISTRICT, KAUAI DISTRICT AND LEEWARD DISTRICT
JOB SUMMARY:PROVIDES HUMAN RESOURCES (HR) CLERICAL TRANSACTIONAL PROCESSING AND SUPPORT WITHIN A REGIONAL AREA OF THE DEPARTMENT OF EDUCATION (DEPARTMENT); ASSISTS THE PERSONNEL REGIONAL OFFICER (PRO), COMPLEX AREA LEADERSHIP, DISTRICT SUPPORT STAFF, AND SCHOOL PERSONNEL WITH VARIOUS INQUIRIES AND ACTIONS TO ENSURE COMPLIANCE WITH THE DEPARTMENT AND STATE RULES, REGULATIONS, POLICIES AND PROCEDURES; PROVIDES LIAISON SUPPORT BETWEEN THE RESPECTIVE SCHOOLS AND STATE LEVEL CLERICAL STAFF AND/OR SUBJECT MATTER EXPERT (SME) BY TROUBLESHOOTING AND CONSULTING WITH STATE LEVEL SME'S ON VARIOUS SITUATIONS; SERVES AS THE ON-SITE REGIONAL REPRESENTATIVE OF THE DEPARTMENT'S TALENT MANAGEMENT MODEL; MAINTAINS THE ADMINISTRATIVE OPERATIONS OF THE DAY-TO-DAY SERVICES OF THE PERSONNEL REGIONAL OFFICE; MAY SUPERVISE LOWER LEVEL STAFF; AND PERFORMS OTHER RELATED DUTIES AS ASSIGNED.MINIMUM QUALIFICATION REQUIREMENTS:APPLICANTS MUST MEET ALL THE REQUIREMENTS FOR THE POSITION THEY ARE SEEKING AS OF THE DATE OF THE APPLICATION, UNLESS OTHERWISE SPECIFIED. UNLESS SPECIFICALLY INDICATED, THE REQUIRED EDUCATION AND EXPERIENCE MAY NOT BE GAINED CONCURRENTLY.
NOTE: CALCULATION OF EXPERIENCE IS BASED ON FULL-TIME, 40-HOUR WORKWEEKS. PART-TIME EXPERIENCE IS PRO-RATED. EXAMPLE: TWELVE MONTHS OF EXPERIENCE AT 20 HOURS/WEEK IS EQUIVALENT TO SIX MONTHS OF EXPERIENCE, NOT ONE YEAR. ALSO, HOURS WORKED IN EXCESS OF 40 HOURS/WEEK WILL NOT BE CREDITED. EXAMPLE: TWELVE MONTHS OF EXPERIENCE AT 60 HOURS/WEEK IS EQUIVALENT TO ONE YEAR OF EXPERIENCE, NOT ONE AND A HALF YEARS.
TO QUALIFY, YOU MUST MEET ALL OF THE FOLLOWING REQUIREMENTS:
EXPERIENCE REQUIREMENTS:EXCEPT FOR THE SUBSTITUTIONS PROVIDED FOR, APPLICANTS MUST HAVE HAD PROGRESSIVELY RESPONSIBLE EXPERIENCE OF THE KIND AND QUALITY DESCRIBED IN THE STATEMENTS BELOW AND IN THE AMOUNTS SHOWN, OR ANY EQUIVALENT COMBINATION OF TRAINING AND EXPERIENCE:
GENERAL EXPERIENCE:ONE (1) YEAR OF PROGRESSIVELY RESPONSIBLE EXPERIENCE INVOLVING GENERAL OFFICE CLERICAL WORK, WHICH INVOLVED THE PERFORMANCE OF A VARIETY OF CLERICAL TASKS. SUCH TASKS MUST DEMONSTRATE THE KNOWLEDGE OF OFFICE PRACTICES AND PROCEDURES, ABILITY TO DELIVER PROCEDURES IN WORK SYSTEMS, OPERATE VARIOUS OFFICE EQUIPMENT, AND USE OF TECHNOLOGY (I.E., SOFTWARE PROGRAMS SUCH AS MICROSOFT WORD/EXCEL, INTERNET APPLICATIONS, E-MAIL, ETC.)
SPECIALIZED EXPERIENCE:ONE (1) YEAR FOR THE PERSONNEL REGIONAL ASSISTANT (PRA) I, TWO (2) YEARS FOR THE PRA II, AND FOR THE PRA III, THREE (3) YEARS OF RESPONSIBLE CLERICAL EXPERIENCE IN AN OFFICE WHERE THE WORK REQUIRED KNOWLEDGE, UNDERSTANDING, AND APPLICATION OF PERTINENT HR RULES, REGULATIONS, PROCEDURES, AND PROGRAM REQUIREMENTS. SUCH EXPERIENCE MUST ALSO DEMONSTRATE PROFICIENCY IN INTERACTING AND COMMUNICATING WITH THE PUBLIC AND COLLABORATING WITH COWORKERS. EXPERIENCE AS A SCHOOL ADMINISTRATIVE SERVICES ASSISTANT, SECRETARY, OR OFFICE MANAGER MAY QUALIFY PROVIDED THAT A PORTION OF THE EXPERIENCE REQUIRED AN UNDERSTANDING AND DELIVERY OF PERSONNEL POLICIES, TRANSACTIONS AND ADMINISTRATIVE SUPPORT OF THE ORGANIZATION.
EMPLOYEES ARE ELIGIBLE FOR A RANGE OF BENEFITS:
HOLIDAYS: YOU MAY BE ELIGIBLE FOR 13 PAID HOLIDAYS EACH YEAR; 14 HOLIDAYS DURING AN ELECTION YEAR. TEN MONTH EMPLOYEES COVERED BY A SPECIFIC COLLECTIVE BARGAINING AGREEMENT MUST REFER TO THE PROVISIONS OF THAT AGREEMENT.
VACATION: EMPLOYEES OF BARGAINING UNITS 1, 2, 3, 4, 9, 10 AND 13 EARN 21 DAYS PER YEAR. TEN MONTH EMPLOYEES COVERED BY A SPECIFIC COLLECTIVE BARGAINING AGREEMENT MUST REFER TO THE PROVISIONS OF THAT AGREEMENT.
SICK LEAVE: EMPLOYEES OF BARGAINING UNITS 1, 2, 3, 4, 9, 10 AND 13 EARN 21 DAYS PER YEAR. ACCUMULATED (UNUSED) CREDITS MAY BE USED TOWARD COMPUTING RETIREMENT BENEFITS. TEN MONTH EMPLOYEES COVERED BY A SPECIFIC COLLECTIVE BARGAINING AGREEMENT MUST REFER TO THE PROVISIONS OF THAT AGREEMENT.
HEALTH INSURANCE: IF ELIGIBLE, THE STATE PAYS A PART OF THE PREMIUMS FOR EACH EMPLOYEE'S ENROLLMENT IN A STATE SPONSORED MEDICAL, DRUG, VISION, AND ADULT DENTAL PLAN.
GROUP LIFE INSURANCE: THE STATE PROVIDES A FREE LIFE INSURANCE POLICY FOR EMPLOYEES BETWEEN $7,245 TO $36,225 DEPENDING ON THE EMPLOYEE'S AGE AND $2,272 FOR RETIREES.
PREMIUM CONVERSION PLAN: PARTICIPATING EMPLOYEES MAY INCREASE THEIR TAKE-HOME PAY BY HAVING THE STATE DEDUCT THE COST OF HEALTH CARE PREMIUMS BEFORE PAYROLL TAXES ARE WITHHELD.
FLEXIBLE SPENDING ACCOUNTS: EFFECTIVE JULY 1, 2000, ELIGIBLE EMPLOYEES CAN REDUCE THEIR FEDERAL AND STATE INCOME TAXES AND SOCIAL SECURITY TAXES THROUGH A TAX-SAVINGS BENEFIT PROGRAM CALLED ISLAND FLEX. THIS PROGRAM ALLOWS EMPLOYEES TO SET ASIDE MONEY FROM THEIR PAYCHECKS TO PAY FOR OUT-OF-POCKET HEALTH CARE EXPENSES AND ELIGIBLE DEPENDENT CARE EXPENSES ON A BEFORE-TAX BASIS.
RETIREMENT PLAN: THE STATE CONTRIBUTES TO A RETIREMENT PLAN FOR ELIGIBLE EMPLOYEES. GENERALLY, EMPLOYEES WITH AT LEAST 10 YEARS OF CREDITED SERVICE AND WHO HAVE REACHED 62 YEARS OF AGE OR HAVE 30 YEARS OF CREDITED SERVICE AND ARE 55 YEARS OLD MAY RETIRE AND RECEIVE BENEFITS. A NORMAL BENEFIT IS BASED ON AN EMPLOYEE'S YEARS OF CREDITED SERVICE TIMES 1.25% OF THE AVERAGE OF THE EMPLOYEE'S THREE HIGHEST YEARS OF PAY.
TAX SHELTER ANNUITY (TSA): IF ELIGIBLE, DEPARTMENT OF EDUCATION EMPLOYEES ARE ABLE TO PARTICIPATE IN A TAX SHELTER ANNUITY PROGRAM. THE TSA PLAN ALLOWS ELIGIBLE EMPLOYEES TO CONTRIBUTE PRE-TAX DOLLARS TO AN EMPLOYEE-SELECTED INVESTMENT SERVICE PROVIDER AUTHORIZED TO PROVIDE TSA PRODUCTS.
DEFERRED COMPENSATION: THE STATE OFFERS EMPLOYEES A TAX DEFERRED (SHELTERED) RETIREMENT INVESTMENT PROGRAM. THIS PROGRAM IS AN OPPORTUNITY TO BUILD A RETIREMENT NEST EGG THROUGH VOLUNTARY PAYROLL DEDUCTIONS. SEVERAL INVESTMENT OPTIONS ARE AVAILABLE.
TEMPORARY DISABILITY INSURANCE: QUALIFIED EMPLOYEES MAY BE ELIGIBLE TO RECEIVE BENEFITS FOR A DISABILITY CAUSED BY A NON-WORK RELATED INJURY OR ILLNESS UNDER THIS PROGRAM. | ['HR rules and regulations', 'office clerical work', 'Microsoft Word', 'Microsoft Excel', 'internet applications', 'email communication', 'personnel policies', 'administrative support', 'communication', 'collaboration', 'problem solving', 'customer service', 'supervision', 'attention to detail'] |
3,905,292,617 | HR | Administrative Assistant - Human Resources | JOB DETAILS
JOB LOCATION
IRVINE HEADQUARTERS - IRVINE, CA
REMOTE TYPE
HYBRID
POSITION TYPE
FULL TIME
EDUCATION LEVEL
HIGH SCHOOL/G.E.D
TRAVEL PERCENTAGE
RARELY
JOB SHIFT
1ST
JOB CATEGORY
ADMIN - CLERICAL
DESCRIPTION
ABOUT HYUNDAI GLOVIS AMERICA INC.
GLOVIS AMERICA, INC. IS A THIRD-PARTY LOGISTICS PROVIDER HEADQUARTERED IN IRVINE, CA. SINCE OUR INCEPTION IN 2002, WE ARE COMMITTED TO DELIVERING OUR CUSTOMER'S PRODUCTS VIA TRUCK, RAIL, OR OCEAN VESSEL THROUGHOUT THE U.S., CANADA, AND MEXICO. GLOVIS AMERICA MAKES EVERY EFFORT TO EXCEED STANDARDS BY PROVIDING QUALITY SERVICE TO OUR CUSTOMERS AND VENDORS OF THE AUTOMOTIVE, FREIGHT FORWARDING, PARTS DISTRIBUTION, USED CAR, AND FUEL INDUSTRIES. WE CATER LOGISTICS STRATEGIES AND PROCESSES TO OUR CUSTOMERS' NEEDS BY UTILIZING THE LATEST INFORMATION SYSTEMS AND ADVANCED TECHNOLOGIES.
SUMMARY
UNDER GENERAL DIRECTION, THE ADMINISTRATIVE ASSISTANT - HUMAN RESOURCES POSITION WILL PROVIDE ADMINISTRATIVE SUPPORT TO THE ER & OD AND HR LEADERSHIP TEAMS IN A PROFESSIONAL, EFFICIENT AND CONFIDENTIAL MANNER. THEY WILL INDEPENDENTLY ANSWER PHONES, SORT THROUGH AND DISTRIBUTE MAIL, ASSIST WITH PRESENTATIONS AND THE WELLNESS PROGRAM; COORDINATE OFFICE FUNCTIONS & CONDUCT HR TASKS AS REQUESTED BY MEMBERS OF THE HR TEAM.
RESPONSIBILITIES
PRIMARY GREET PERSONS ENTERING ESTABLISHMENT, DETERMINE NATURE AND PURPOSE OF VISIT, AND DIRECT OR ESCORT THEM TO SPECIFIC DESTINATIONS SCHEDULE APPOINTMENTS AND MAINTAIN AND UPDATE APPOINTMENT CALENDARS MAINTAINS RECEPTION AREA IN NEAT AND ORDERLY CONDITION ASSISTS VISITORS AND STAFF WITH QUESTIONS AND INFORMATION ISSUE VISITOR(S) PASS WHEN REQUIRED TYPE MEMOS, CORRESPONDENCE, REPORTS, AND OTHER DOCUMENTS OPERATE TELEPHONE CONSOLE TO RECEIVE INCOMING MESSAGES COLLECT AND DISTRIBUTE MAIL AND MESSAGES PERFORM VARIETY OF CLERICAL DUTIES AND OTHER DUTIES PERTINENT TO TYPE OF ESTABLISHMENT TAKE INVENTORY AND MANAGE OFFICE SUPPLY ORDERS PROCESS BUSINESS CARD ORDERS ASSISTS WITH PRESENTATIONS SECONDARY SUPPORTS ORGANIZATIONAL DEVELOPMENT COORDINATION (OFFICE LUNCHES, COMPANY PARTIES, EMPLOYEE MORALE EVENTS ETC...) INITIATES, COORDINATES, AND/OR PARTICIPATES IN ALL EFFORTS TO PUBLICIZE CORPORATE EVENTS ARRANGES FOR FOOD AND BEVERAGE, SAMPLES FOOD, AND SELECTS CHEFS OR CATERING COMPANIES TO PREPARE SELECTED FOOD FOR EVENT ASSISTS WITH SET-UP AND BREAKDOWN OF OF EMPLOYEE LUNCHEONS AND OTHER EVENTS TERTIARY HR PROJECTS & VARIOUS MISCELLANEOUS ADMINISTRATIVE ACTIVITIES SUCH AS PROMOTIONAL FLYERS FOR EVENTS AND COMPANY-WIDE "WEEKLY DOSE OF WELLNESS" E-MAILS
COMPENSATION RANGE
$48,000 - $52,000 PER YEAR(SUBJECT TO COMPENSATION STUDY UPON CANDIDATE SELECTION)
BENEFITS OF WORKING AT HYUNDAI GLOVIS AMERICA INC.
MEDICAL INSURANCE VISION INSURANCE DENTAL INSURANCE HEALTH CARE & DEPENDENT CARE FLEXIBLE SPENDING ACCOUNTS (FSA) BASIC LIFE AND AD&D AS WELL AS SHORT-TERM & LONG-TERM DISABILITY PAID VACATION, HOLIDAYS, AND SICK LEAVE PET INSURANCE HOSPITAL AND CRITICAL ILLNESS INSURANCE WELLNESS PROGRAM AND GYM REIMBURSEMENT* 401(K) WITH GENEROUS MATCHING REFERRAL BONUSES* AUTO ALLOWANCE* QUARTERLY EMPLOYEE LUNCHES, SUMMER REFRESHMENTS, AND MONTHLY TEAM BUILDING ACTIVITIES* DISCRETIONARY BONUSES* TUITION REIMBURSEMENT* BENEFITS MAY VARY BY LOCATION. ALL BENEFITS PURSUANT TO COMPANY POLICY
QUALIFICATIONS
SKILLS & QUALIFICATIONS
EXCELLENT WRITTEN AND VERBAL COMMUNICATION SKILLS REQUIRED PROFICIENT COMPUTER SKILLS REQUIRED BASIC KNOWLEDGE OF MICROSOFT SUITE (EXCEL, WORD, POWERPOINT, ETC.) REQUIRED PROBLEM-SOLVING AND CRITICAL THINKING REQUIRED MULTI-TASKING ABILITY REQUIRED
EDUCATION & EXPERIENCE
HIGH SCHOOL DIPLOMA/G.E.D REQUIRED ASSOCIATES DEGREE PREFERRED 0 - 1 YEAROF EXPERIENCE IN A RELATED FIELD REQUIRED 1 YEAR OF DIRECT EXPERIENCE AS AN ADMINISTRATIVE ASSISTANT OR IN HUMAN RESOURCES PREFERRED TRAINING IN HR DEPARTMENTAL DISCIPLINE TRAINING PREFERRED
PHYSICAL REQUIREMENTS
ABILITY TO SIT IN FRONT OF A DESK AND/OR IN FRONT OF THE COMPUTER FOR LONG PERIODS REPETITIVE USE OF HAND/GRASPING PRODUCT, WRITING, AND TYPING STAND/WALK
REASONABLE ACCOMMODATIONS MAY BE MADE TO ENABLE INDIVIDUALS WITH DISABILITIES TO PERFORM THE ESSENTIAL FUNCTIONS OF THIS JOB.
WORKING AND ENVIRONMENTAL CONDITIONS
THE WORK ENVIRONMENT CHARACTERISTICS DESCRIBED HERE ARE REPRESENTATIVE OF THOSE AN EMPLOYEE ENCOUNTERS WHILE PERFORMING THE ESSENTIAL FUNCTIONS OF THIS JOB.
TYPICAL OFFICE ENVIRONMENT WITH LOW-LEVEL NOISE EXPOSURE. COMMUNICATION WITH EMPLOYEES AND FIELD PARTNERS WILL BE PRIMARILY CONDUCTED VIA PHONE AND EMAIL.
THE ABOVE STATEMENTS ARE INTENDED TO DESCRIBE THE GENERAL NATURE OF WORK PERFORMED BY EMPLOYEES ASSIGNED TO THIS POSITION. THEY ARE NOT INTENDED TO BE A COMPLETE LIST OF ALL JOB DUTIES PERFORMED BY PERSONS IN THE POSITION. GLOVIS AMERICA RESERVES THE RIGHT TO REVISE OR AMEND DUTIES AT ANY TIME AS THE NEEDS OF THE COMPANY AND REQUIREMENTS OF THE JOB CHANGE. | ['computer skills', 'administrative support', 'data entry', 'problem-solving', 'critical thinking', 'multi-tasking', 'communication', 'teamwork', 'organization', 'customer service', 'confidentiality', 'Microsoft Suite'] |
3,902,339,909 | HR | Human Resources Manager | EXCITING OPPORTUNITY ALERT!ARE YOU READY TO BE THE HEARTBEAT OF OUR DYNAMIC COMPANY? DO YOU HAVE A PASSION FOR FOSTERING POSITIVE WORKPLACE ENVIRONMENTS AND ENSURING THAT EMPLOYEES ARE SUPPORTED IN REACHING THEIR FULL POTENTIAL? IF SO, WE'VE GOT THE PERFECT ROLE FOR YOU! WE'RE ON THE HUNT FOR A VIBRANT AND EXPERIENCED HUMAN RESOURCE MANAGER TO JOIN CLIENT’S TEAM AND HELP DRIVE THEM TO EVEN GREATER HEIGHTS!
ABOUT COMPANYTHEY ARE NOT JUST A COMPANY, THEY ARE A FAMILY. DEDICATED TO PUSHING BOUNDARIES, FOSTERING INNOVATION, AND CREATING A WORKPLACE WHERE EVERYONE FEELS VALUED AND INSPIRED TO DO THEIR BEST WORK. WITH A FOCUS ON COLLABORATION AND GROWTH, THEY’RE SHAPING THE FUTURE AND MAKING A REAL IMPACT IN THE WORLD.
OVERVIEWAS OUR HR MANAGER / ASSISTANT TO CEO, YOU'LL BE THE DRIVING FORCE BEHIND OUR PEOPLE-CENTRIC APPROACH. YOU'LL BE RESPONSIBLE FOR CRAFTING AND EXECUTING HUMAN RESOURCE STRATEGIES THAT ALIGN WITH OUR BUSINESS OBJECTIVES, WHILE ALSO SERVING AS THE VITAL LINK BETWEEN OUR EMPLOYEES AND EXECUTIVES. FROM RECRUITMENT AND PERFORMANCE MANAGEMENT TO ENSURING COMPLIANCE WITH LABOR LAWS, YOU'LL WEAR MANY HATS AND PLAY A PIVOTAL ROLE IN SHAPING OUR COMPANY CULTURE.
DIRECT HIRE ONSITE IN ADAIRSVILLE 5 DAYS A WEEK EXCELLENT SALARY AND BENEFITS - $100K RANGE +/- EXCELLENT COMPANY CULTURE
RESPONSIBILITIES:PLAN AND EXECUTE HUMAN RESOURCE STRATEGIES TO SUPPORT BUSINESS OBJECTIVES.ACT AS A COMMUNICATION LINK BETWEEN EXECUTIVES AND EMPLOYEES, ADDRESSING CONCERNS AND GRIEVANCES.ENHANCE EMPLOYEE HUMAN CAPITAL TO MEET PRESENT AND FUTURE BUSINESS NEEDS.FOSTER A COLLABORATIVE, IMPARTIAL, AND POSITIVE WORKING ENVIRONMENT.ESTABLISH PERFORMANCE APPRAISAL SYSTEMS AND MANAGE REGULATED PAY PLANS AND BENEFIT PROGRAMS.CONDUCT AND OVERSEE TRAINING SESSIONS, PROVIDING NECESSARY TRAINING SUPPLIES.EVALUATE EMPLOYEE PERFORMANCE AND MAKE IMPARTIAL JUDGMENTS BASED ON HR METRICS.OVERSEE BI-MONTHLY PAYROLL PROCESSES.ENSURE CLEAR JOB DESCRIPTIONS FOR EACH POSITION.STAY UP-TO-DATE ON DISCRIMINATION LAWS AND LABOR LAWS.PERIODICALLY TRAVEL TO THE WAREHOUSE IF NEEDEDASSIST THE CEO WITH TASKS AS DIRECTED.
QUALIFICATIONS:BACHELOR DEGREE A PLUS NOT A MUST4+ HUMAN RESOURCES EXPERIENCE AS A GENERALIST PREFERREDKNOWLEDGEABLE IN LABOR LAWS, HR PRACTICES, AND HUMAN RESOURCE MANAGEMENT.STRONG LEADERSHIP SKILLS WITH THE ABILITY TO DEVELOP AND IMPLEMENT EFFECTIVE STRATEGIES.EFFECTIVE NEGOTIATION SKILLS AND THE ABILITY TO MAKE IMPARTIAL JUDGMENTS BASED ON HR METRICS.STRONG INTERPERSONAL SKILLS FOR BUILDING PROFESSIONAL RELATIONSHIPS ACROSS DIFFERENT LEVELS.ABILITY TO HANDLE POTENTIAL AND ACTUAL EMPLOYEE-RELATED LEGAL MATTERS AND ARBITRATION.BILINGUAL IS A PLUS.
IF YOU ARE A STRATEGIC HR PROFESSIONAL WITH EXCELLENT COMMUNICATION AND LEADERSHIP SKILLS, READY TO CONTRIBUTE TO A POSITIVE WORK CULTURE AND SUPPORT BUSINESS GROWTH, WE ENCOURAGE YOU TO APPLY. JOIN THEIR TEAM AND PLAY A KEY ROLE IN SHAPING A WORKFORCE FOR SUCCESS! SEND RESUME FOR CONSIDERATION TO [email protected] | ['human resource management', 'labor laws', 'performance management', 'recruitment', 'training and development', 'HR metrics', 'strategic planning', 'leadership', 'communication', 'interpersonal skills', 'problem solving', 'collaboration', 'impartial judgment', 'employee relations', 'adaptability', 'conflict resolution', 'payroll processing', 'negotiation', 'bilingual'] |
3,901,942,387 | HR | Human Resources Business Partner | PRYSMIAN IS THE WORLD LEADER IN THE ENERGY AND TELECOM CABLE SYSTEMS INDUSTRY. EACH YEAR, THE COMPANY MANUFACTURES THOUSANDS OF MILES OF UNDERGROUND AND SUBMARINE CABLES AND SYSTEMS FOR POWER TRANSMISSION AND DISTRIBUTION, AS WELL AS MEDIUM LOW VOLTAGE CABLES FOR THE CONSTRUCTION AND INFRASTRUCTURE SECTORS. WE ALSO PRODUCE A COMPREHENSIVE RANGE OF OPTICAL FIBERS, COPPER CABLES AND CONNECTIVITY FOR VOICE, VIDEO AND DATA TRANSMISSION FOR THE TELECOMMUNICATION SECTOR.
WE ARE 30,000 EMPLOYEES, ACROSS 50+ COUNTRIES. EVERYONE AT PRYSMIAN HAS THE POTENTIAL TO MAKE THEIR MARK; BECAUSE WHATEVER YOU DO, WHEREVER YOU ARE BASED, YOU WILL BE PART OF A COMPANY THAT IS HELPING TRANSFORM THE WORLD AROUND US.
REPORTING TO THE CLAREMONT SITE HR MANAGER, THE HUMAN RESOURCE BUSINESS PARTNER (HRBP) IS BOTH A STRATEGIC AND HANDS-ON ROLE THAT PROVIDES FULL CYCLE HUMAN RESOURCES SUPPORT TO OUR CLAREMONT FIBER PLANT. THIS ROLE IS CRITICAL IN EXECUTING OUR PEOPLE INITIATIVES, PROVIDING GREAT INTERNAL CUSTOMER SUPPORT, DRIVING HR FUNCTIONAL EXCELLENCE AND PROCESS IMPROVEMENT. THIS POSITION WILL BE RESPONSIBLE FOR MANAGING AND OVERSEEING ALL HR RELATED ACTIVITIES AT THE FACILITY AND PROVIDING HR GUIDANCE TO OPERATIONS LEADERSHIP AT THE PLANT.
THE HRBP GUIDES EFFECTIVE AND EFFICIENT IMPLEMENTATION OF HR BEST PRACTICES INCLUDING EMPLOYEE RELATIONS, REGULATORY COMPLIANCE, PERFORMANCE MANAGEMENT, TALENT MANAGEMENT, STAFFING, SUCCESSION PLANNING, COMMUNICATIONS, POLICIES, PAYROLL, COMPENSATION, AND BENEFIT ADMINISTRATION. THE HRBP PARTNERS WITH PLANT LEADERSHIP TO DELIVER A HIGH-PERFORMANCE CULTURE, PROMOTING OWNERSHIP, GOAL ATTAINMENT, ASSOCIATE LEADERSHIP AND CONTINUOUS LEARNING AND IMPROVEMENT AT ALL LEVELS OF THE FACILITY.
PRINCIPAL DUTIES & RESPONSIBILITIES:RESPONSIBLE FOR PLANNING, ORGANIZING, DIRECTING AND PERFORMING OF THE RECRUITING/PLACEMENT ACTIVITIES FOR ASSIGNED FUNCTIONAL AREAS INCLUDING DEVELOPING/COORDINATING INTERVIEW SCHEDULES, STAFFING ADVERTISEMENT DEVELOPMENT/PLACEMENT, DISCUSSIONS/COORDINATION WITH EMPLOYMENT AGENCIES AND OTHER RELATED ACTIONS TO ATTRACT QUALIFIED APPLICANTS AT ALL EMPLOYEE LEVELS.MONITOR THE “PULSE” OF THE EMPLOYEES TO ENSURE A HIGH LEVEL OF EMPLOYEE ENGAGEMENT WITH A TRUE HANDS-ON APPROACH.PARTNERS WITH THE PLANT MANAGER AND LOCAL MANAGEMENT STAFF TO DEVELOP AND IMPLEMENT PROGRAMS, PROCESSES, OR ACTIONS TO DRIVE EMPLOYEE ENGAGEMENT AND RETENTION. FACILITATE, INSPIRE, LEAD AND WORK WITH THE LEADERSHIP TEAM TO DEVELOP, SUPPORT AND EVALUATE PROGRAMS, PROCESSES AND POLICIES THAT ENSURE OUR BEHAVIOR & VALUES IS EMBRACED AND LIVED BY ALL ASSOCIATES. PARTNER AND ENSURE THE ORGANIZATIONAL STRUCTURE SUPPORT THE STRATEGIC OBJECTIVES OF THE BUSINESS AND FACILITY. TRACK AND REPORT ON HR METRICS AS REQUIRED. RESPONSIBLE FOR DELIVERING FACILITY COMMUNICATIONS STRATEGY THAT INCLUDES FORMAL MEETINGS, INFORMAL SMALL GROUP MEETINGS, FOCUS GROUPS, 1X1S, SURVEYS, AND RELATED ACTIVITIES THAT DRIVE ENGAGEMENT ACTIVITIES, THROUGHOUT THE ORGANIZATION. DEMONSTRATE CHANGE LEADERSHIP BY UNDERSTANDING THE DESIRED OUTCOMES, EFFECTIVELY INVOLVING, MANAGING, AND COMMUNICATING WITH THOSE IMPACTED BY CHANGE AND MITIGATING THE BARRIERS TO CHANGE. DEFINE AND BUILD THE ORGANIZATION’S CAPABILITIES BY IDENTIFYING THE TALENT NEEDS OF THE BUSINESS AND ASSIST MANAGERS WITH DEVELOPMENT OF THE NEXT GENERATION LEADERS WHILE CHALLENGING AND ELEVATING PERFORMANCE OF SOLID ASSOCIATES WITHIN THE ORGANIZATION. DETERMINE BEST PRACTICES TO SUPPORT ORGANIZATIONAL DIRECTION. RESPONSIBLE FOR MONITORING APPROPRIATE WAGE/SALARY ADMINISTRATION ELEMENTS THROUGHOUT ASSIGNED FUNCTIONS TO ENSURE THE ATTRACTION, RETENTION AND MOTIVATION OF QUALIFIED EMPLOYEES AND TO ENSURE COMPLIANCE WITH RELEVANT PRYSMIAN POLICIES.SERVE AS A CREDIBLE AND TRUSTWORTHY ADVOCATE REPRESENTING THE NEEDS OF ALL FACILITY EMPLOYEES AND ENSURE/MEASURE ALIGNMENT AROUND BUSINESS RESULTS. FORMALLY ASSESS EMPLOYEE ENGAGEMENT AND CULTURE, AND DESIGN STRATEGY TO CLOSE GAPS TO THE DESIRED STATE. INNOVATE AND INTEGRATE HR PRACTICES AROUND CRITICAL BUSINESS NEEDS, MINIMIZING DISRUPTION TO THE MANUFACTURING ENVIRONMENT. ENSURE APPLICATION OF CORPORATE AND LOCAL HUMAN RESOURCE PROCEDURES, PRACTICES, AND INITIATIVES IN COMPLIANCE WITH ALL LAWS AND REGULATIONS. RESPONSIBLE FOR THE FACILITATION OF THE SELECTION/HIRING/ORIENTATION/ONBOARDING PROCESS. MANAGE PLANT LEAVE OF ABSENCE PROCESS, INCLUDING FMLA, STD, LTD AND PERSONAL LEAVE. DRIVE AND BE RESPONSIBLE FOR THE YEARLY LABOR COST PLANNING AND MONTHLY FOLLOW UP FOR THE PLANT IN COOPERATION WITH THE GLOBAL BUSINESS UNIT AND REGIONAL FUNCTIONS.BE THE LOCAL REFERENCE PERSON FOR PLANT SENIOR WORKFORCE COMPENSATION AND INTERNATIONAL MOBILITYKNOWLEDGE/SKILLS/ABILITIES:STELLAR INTERNAL AND EXTERNAL CUSTOMER SERVICE FOCUS.ABILITY TO CREATE AND DRIVE AN EFFECTIVE AND POSITIVE EMPLOYEE RELATIONS, RETENTION AND REWARD PROGRAM.RESULTS AND METRICS DRIVEN WITH THE ABILITY TO WORK IN A HIGH PERFORMANCE-MANUFACTURING ENVIRONMENT. ABLE TO UNDERSTAND ORGANIZATIONAL STRATEGY WHILE ADVANCING OPERATIONAL GOALS. THIS INCLUDES HAVING A GOOD UNDERSTANDING OF BUSINESS PRINCIPLES AND PRACTICES AND THE ABILITY TO APPLY THEM. ABILITY TO LEAD COMPLEX CHANGE AND TRANSFORMATION EFFORTS AND MANAGE MULTIPLE, COMPLEX TASKS WITH ATTENTION TO DETAIL. THIS INCLUDES EXCELLENT ABILITY TO MOTIVATE AND COMMUNICATE WITH DIPLOMACY TO FACILITATE POSITIVE OUTCOMES. TRUSTED ADVISOR WITH AN ABILITY TO COACH, MENTOR AND GUIDE ALL ASSOCIATES. ABILITY TO CREATE HUMAN RESOURCE SOLUTIONS WITH BOTTOM LINE RESULTS. DEMONSTRATED KNOWLEDGE OF FEDERAL AND STATE LAWS, REGULATIONS, PRINCIPLES, AND PRACTICES RELATED TO EMPLOYEE CONDUCT, PERFORMANCE, AND DISPUTE RESOLUTION TO PROTECT THE BUSINESS FROM POTENTIAL LIABILITIES. EXPERIENCE WITH PLANNING AND EXECUTING THE ADMINISTRATIVE SIDE OF HR AND DATA MANAGEMENT SOFTWARE. THE ABILITY TO MANAGE MULTIPLE PRIORITIES SIMULTANEOUSLY.EXCELLENT ANALYTICAL, WRITTEN, AND ORAL COMMUNICATION SKILLS. QUALIFICATIONS:BS/BA DEGREE IN HUMAN RESOURCE MANAGEMENT OR RELATED FIELD. PHR OR SPHR PREFERRED.4+ YEARS HUMAN RESOURCE BUSINESS PARTNER EXPERIENCE.ABILITY TO WORK IN A TEAM-BASED ENVIRONMENT, WITH A PROVEN TRACK RECORD OF LEADING AND MANAGING TEAMS. PROVEN SUCCESS IN TALENT MANAGEMENT AND BUILDING COMPETENCIES/ CAPABILITIES AT ALL LEVELS OF THE FACILITY. WORKING KNOWLEDGE OF FEDERAL LAWS INCLUDING EMPLOYMENT AND LABOR LAWS AND SUCCESS WITH DEVELOPING CORE HR POLICIES.WORK ENVIRONMENT:GENERAL MANUFACTURING AND OFFICEPPE - EAR PLUGS, GLOVES, SAFETY GLASSES, SAFETY TOE SHOES
PRYSMIAN, AS AN EQUAL OPPORTUNITY EMPLOYER, AIMS TO ATTRACT AND RECRUIT INDIVIDUALS WITH DIVERSE BACKGROUNDS, SKILLS, AND ABILITIES. WE STRONGLY BELIEVE THAT DIVERSITY BRINGS SIGNIFICANT VALUE AT ALL LEVELS OF THE ORGANIZATION, INCREASING THE POSSIBILITY OF CAPTURING MARKET OPPORTUNITIES AND MAXIMIZING VALUE FOR OUR CUSTOMERS AND STAKEHOLDERS. WITH DIVERSITY, EQUITY, AND INCLUSION (DE&I) AS PART OF OUR SOCIAL AMBITION 2030 AND A STRATEGIC PILLAR OF OUR COMPANY CULTURE, PRYSMIAN IS COMMITTED TO THE DEVELOPMENT OF AN ORGANIZATION THAT PRIORITIZES TALENT, WHERE PEOPLE FEEL RESPECTED, INCLUDED, AND FREE TO FULLY EXPRESS THEIR POTENTIAL JUST AS THEY ARE.
ALL MANAGERS AND HRS IN PRYSMIAN ARE RESPONSIBLE FOR ENSURING DE&I POLICIES ARE RESPECTED DURING THE RECRUITING PROCESS, AS WELL AS RECOGNIZING AND MITIGATING UNCONSCIOUS BIASES THAT MUST NOT INFLUENCE OUR SELECTION PROCESSES. ALL PERSONS WILL BE CONSIDERED FOR EMPLOYMENT WITHOUT REGARD TO THEIR RACE, ETHNICITY, RELIGION, NATIONALITY, ORIGIN, CITIZENSHIP STATUS, SOCIO-ECONOMIC STATUS, AGE, SEX, GENDER IDENTITY OR EXPRESSION, SEXUAL ORIENTATION, MARITAL STATUS, DISABILITY, MILITARY SERVICE OR VETERAN STATUS, PREGNANCY, PARENTAL LEAVE, MEDICAL CONDITIONS, OR ANY OTHER CHARACTERISTIC PROTECTED BY APPLICABLE FEDERAL, STATE OR LOCAL LAWS. PRYSMIAN WILL ENDEAVOR TO MAKE A REASONABLE ACCOMMODATION FOR ANY DISCLOSED PHYSICAL OR NEUROLOGICAL CONDITION OR DISABILITY OF A QUALIFIED APPLICANT UNLESS THE ACCOMMODATION WOULD IMPOSE AN UNDUE HARDSHIP ON THE OPERATION OF OUR BUSINESS.
VISIT OUR DE&I PAGE TO LEARN MORE ABOUT PRYSMIAN’S COMMITMENTS.
YOUR APPLICATION DATA WILL BE TREATED ACCORDING TO OUR DATA PROTECTION POLICY. IF YOU BELIEVE YOU REQUIRE ASSISTANCE TO COMPLETE THIS FORM OR TO PARTICIPATE IN AN INTERVIEW, PLEASE CONTACT US AT [email protected].
HTTPS://WWW.DOL.GOV/SITES/DOLGOV/FILES/OFCCP/REGS/COMPLIANCE/POSTERS/PDF/EEOPOST.PDFHTTPS://WWW.DOL.GOV/SITES/DOLGOV/FILES/OFCCP/REGS/COMPLIANCE/POSTERS/PDF/22-088_EEOC_KNOWYOURRIGHTS.PDFHTTPS://WWW.DOL.GOV/SITES/DOLGOV/FILES/OFCCP/PDF/PAY-TRANSP_%20ENGLISH_FORMATTEDESQA508C.PDF | ['employee relations', 'performance management', 'talent management', 'regulatory compliance', 'payroll administration', 'data management software', 'federal and state laws', 'recruiting', 'HR metrics tracking', 'HR best practices', 'communication', 'customer service', 'teamwork', 'problem solving', 'analytical skills', 'attention to detail', 'leadership', 'succession planning', 'compensation administration', 'change leadership', 'coaching', 'mentoring', 'engagement strategies'] |
3,884,818,696 | HR | Human Resources Generalist | JOB DESCRIPTION
WITH SUPERVISION, THE HR GENERALIST WILL SERVE AS A KEY MEMBER OF THE HR TEAM PROVIDING DAY-TO-DAY SUPPORT TO THE COOPERSURGICAL LIFE SCIENCES OPERATIONS AND THE TUCSON FACILITY. THIS ROLE IS THE FRONT-LINE POINT OF CONTACT IN THE AREAS OF EMPLOYEE RELATIONS, TALENT ACQUISITION, EMPLOYEE ON-BOARDING & OFF BOARDING, LOCAL HR COMPLIANCE AND RECORDKEEPING FOR BOTH EMPLOYEES AND SUPERVISORS.
ABOUT COOPERSURGICAL
COOPERSURGICAL IS A LEADING FERTILITY AND WOMEN'S HEALTHCARE COMPANY DEDICATED TO PUTTING TIME ON THE SIDE OF WOMEN, BABIES, AND FAMILIES AT THE HEALTHCARE MOMENTS THAT MATTER MOST IN LIFE. COOPERSURGICAL IS AT THE FOREFRONT OF DELIVERING INNOVATIVE ASSISTED REPRODUCTIVE TECHNOLOGY AND GENOMIC SOLUTIONS THAT ENHANCE THE WORK OF ART PROFESSIONALS TO THE BENEFIT OF FAMILIES. WE CURRENTLY OFFER OVER 600 CLINICALLY RELEVANT MEDICAL DEVICES TO WOMEN'S HEALTHCARE PROVIDERS, INCLUDING TESTING AND TREATMENT OPTIONS.
COOPERSURGICAL IS A WHOLLY-OWNED SUBSIDIARY OF COOPERCOMPANIES (NASDAQ: COO). COOPERSURGICAL, HEADQUARTERED IN TRUMBULL, CT, PRODUCES AND MARKETS A WIDE ARRAY OF PRODUCTS AND SERVICES FOR USE BY WOMEN'S HEALTH CARE CLINICIANS. MORE INFORMATION CAN BE FOUND AT WWW.COOPERSURGICAL.COM.
RESPONSIBILITIES
ESTABLISHES AND MAINTAINS NECESSARY RECORD KEEPING AND FILING IN COMPLIANCE WITH STATE AND FEDERAL REQUIREMENTS.BUILDS KNOWLEDGE OF THE ORGANIZATION, PROCESSES, AND CUSTOMERS IN SUPPORT OF ASSIGNED CLIENT GROUPS TO MEET THEIR BUSINESS NEEDS.SUPPORTS HR COES TO EFFICIENTLY IMPLEMENT, ADMINISTER OR DELIVER COMPANY-WIDE HR PROGRAMS, PROCESSES, AND PROJECTS THAT ENABLE THE BUSINESS TO ACHIEVE GROWTH AND PERFORMANCE GOALS.PARTICIPATES IN THE ACHIEVEMENT OF HRBP GOALS BY EXECUTING HR INITIATIVES AND PARTICIPATING IN PROJECTS AS ASSIGNED.INTERPRET AND EDUCATE CLIENT GROUP ON HR POLICIES AND PROVIDES COUNSELING ON SUCH POLICIES AS NECESSARY.CONDUCT EXIT INTERVIEWS ON ALL VOLUNTARY TERMINATIONS; FACILITATES ALL TERMINATION PAPERWORK FOR VOLUNTARY AND INVOLUNTARY TERMS.CONTINUE TO BUILD PROFICIENCY OF HR KNOWLEDGE; FOR EXAMPLE, CORRECTIVE ACTIONS, EMPLOYEE RELATIONS, COMPENSATION ADMINISTRATION, LAW, AND POLICY INTERPRETATION/UNDERSTANDING.ENSURES COMPANY IS COMPLIANT BY STAYING ABREAST OF LOCAL EMPLOYMENT LAW, LABOR, AND LEGAL REQUIREMENTS TO MINIMIZE COMPANY EXPOSURE AND BUSINESS IMPACT.MANAGE SENSITIVE AND CONFIDENTIAL INFORMATION.ASSIST WITH EMPLOYEE RELATIONS MATTERS BY GATHERING PERTINENT INFORMATION AND ASKING NECESSARY QUESTIONS IN ORDER TO ESCALATE TO THE APPROPRIATE HRBP.
TRAVEL:
MUST BE ABLE TO TRAVEL TO OTHER LOCATIONS AS NEEDED.
QUALIFICATIONS
KNOWLEDGE, SKILLS AND ABILITIES:
ABILITY TO MULTITASK AND PRIORITIZE WHILE MAINTAINING A CUSTOMER FOCUSED MINDSET AND POSITIVE ATTITUDE AND WORK EFFECTIVELY WITH LIMITED SUPERVISION.ABILITY TO BUILD POSITIVE RELATIONSHIPS AND COMFORTABLY COMMUNICATE WITH VARYING EMPLOYEE AND LEADERSHIP LEVELS.MUST BE FLEXIBLE, PROACTIVE, HIGHLY ORGANIZED, AND ABLE TO EASILY SHIFT PRIORITIES.ATTENTION TO DETAIL.ABILITY TO WORK IN A TEAM ENVIRONMENT.ABILITY TO HANDLE CONFIDENTIAL INFORMATION AND SENSITIVE INFORMATION WITH DISCRETION.ABILITY TO MAINTAIN ACCURACY AND PRODUCE HIGH QUALITY WORK IN A FAST-PACED BUSINESS ENVIRONMENT.EFFECTIVELY PRESENT INFORMATION (POSSIBLY LARGE AUDIENCES) AND RESPOND TO QUESTIONS FROM MANAGERS AND EMPLOYEES.DEMONSTRATED PROFICIENCY WITH COMMON OFFICE TOOLS SUCH AS MS OFFICE SUITE (WORD, EXCEL, POWERPOINT, AND OUTLOOK).BASIC WORKING KNOWLEDGE OF HR AND APPLIES KNOWLEDGE AND SKILLS TO WIDE RANGE OF DUTIES AND/OR TASKS.
WORK ENVIRONMENT:
SIT, USE HANDS AND FINGERS, HANDLE OR FEEL OBJECTS, TOOLS, OR CONTROLS.
EXPERIENCE:
THREE TO FIVE YEARS OF HUMAN RESOURCES EXPERIENCE AS PROFESSIONAL, EXEMPT GENERALIST, REQUIRED.EXPERIENCE PARTNERING WITH ALL LEVELS OF STAFF AND MANAGEMENT IN A FAST-PACED ENVIRONMENT.EMPLOYEE RELATIONS EXPERIENCE PREFERRED, BUT NOT REQUIRED.
EDUCATION:
BACHELOR'S DEGREE (BS/BA) PREFERRED.PHR / SPHR CERTIFICATION A PLUS.
OUR BENEFITS:
AS AN EMPLOYEE OF COOPERSURGICAL, YOU'LL RECEIVE AN OUTSTANDING TOTAL COMPENSATION PLAN. AS WE BELIEVE YOUR COMPENSATION GOES BEYOND YOUR PAYCHECK, WE OFFER A GREAT COMPENSATION PACKAGE, MEDICAL COVERAGE, 401(K), PARENTAL LEAVE, FERTILITY BENEFITS, PAID TIME OFF FOR VACATION, PERSONAL, SICK AND HOLIDAYS, AND MULTIPLE OTHER PERKS AND BENEFITS. PLEASE VISIT US AT WWW.COOPERSURGICAL.COM TO LEARN MORE ABOUT COOPERSURGICAL AND THE BENEFITS OF BECOMING A MEMBER OF OUR TEAM.
TO ALL AGENCIES: PLEASE, NO PHONE CALLS OR EMAILS TO ANY EMPLOYEE OF COOPERSURGICAL ABOUT THIS OPENING. ALL RESUMES SUBMITTED BY SEARCH FIRMS/EMPLOYMENT AGENCIES TO ANY EMPLOYEE AT COOPERSURGICAL VIA-EMAIL, THE INTERNET OR IN ANY FORM AND/OR METHOD WILL BE DEEMED THE SOLE PROPERTY OF COOPERSURGICAL, UNLESS SUCH SEARCH FIRMS/EMPLOYMENT AGENCIES WERE ENGAGED BY COOPERSURGICAL FOR THIS POSITION AND A VALID AGREEMENT WITH COOPERSURGICAL IS IN PLACE. IN THE EVENT A CANDIDATE WHO WAS SUBMITTED OUTSIDE OF THE COOPERSURGICAL AGENCY ENGAGEMENT PROCESS IS HIRED, NO FEE OR PAYMENT OF ANY KIND WILL BE PAID.
WE ARE COMMITTED TO EQUAL EMPLOYMENT OPPORTUNITY REGARDLESS OF RACE, COLOR, ANCESTRY, RELIGION, SEX, NATIONAL ORIGIN, SEXUAL ORIENTATION, AGE, CITIZENSHIP, MARITAL STATUS, DISABILITY, GENDER, GENDER IDENTITY OR EXPRESSION, OR VETERAN STATUS. WE ARE PROUD TO BE AN EQUAL OPPORTUNITY WORKPLACE.
#CSIH
| ['HR compliance', 'recordkeeping', 'employee relations', 'talent acquisition', 'onboarding', 'offboarding', 'MS Office Suite', 'HR policies interpretation', 'confidential information management', 'employment law knowledge', 'project management', 'data analysis', 'communication', 'customer focus', 'multitasking', 'teamwork', 'flexibility', 'attention to detail', 'problem solving', 'relationship building', 'presentation skills', 'positive attitude', 'discretion'] |
3,888,951,704 | HR | Human Resources Manager | COMPANY: JOIN OUR LEADING MANUFACTURING COMPANY IN CASS CITY, MI, DEDICATED TO EXCELLENCE, INNOVATION, AND GROWTH. WE'RE SEEKING AN EXPERIENCED HR MANAGER TO DRIVE OUR HR FUNCTIONS AND FOSTER A POSITIVE WORK ENVIRONMENT.
LOCATION: CASS CITY, MI
RESPONSIBILITIES:DEVELOP HR STRATEGIES ALIGNED WITH BUSINESS GOALSMANAGE RECRUITMENT, ONBOARDING, AND EMPLOYEE RELATIONSADMINISTER BENEFITS PROGRAMS AND ENSURE COMPLIANCECOORDINATE TRAINING AND DEVELOPMENT INITIATIVESMAINTAIN HR RECORDS AND ENSURE LEGAL COMPLIANCECULTIVATE A DIVERSE AND INCLUSIVE WORK CULTURECOLLABORATE WITH MANAGEMENT ON HR CHALLENGESEXPERIENCE IN MANAGING UNION RELATIONS AND NEGOTIATIONS
QUALIFICATIONS:BACHELOR'S DEGREE IN HR OR RELATED FIELD (MASTER'S PREFERRED)5+ YEARS OF PROGRESSIVE HR EXPERIENCE IN MANUFACTURING, INCLUDING UNION ENVIRONMENTSSTRONG KNOWLEDGE OF EMPLOYMENT LAWSSKILLED IN RECRUITMENT, EMPLOYEE RELATIONS, AND BENEFITSEXCELLENT COMMUNICATION AND INTERPERSONAL SKILLSHR CERTIFICATION PREFERRED (SHRM-CP, PHR)
BENEFITS:COMPETITIVE SALARYHEALTH, DENTAL, VISION INSURANCEPAID TIME OFF, HOLIDAYSPROFESSIONAL DEVELOPMENT OPPORTUNITIESRELOCATION SUPPORT AVAILABLE
HOW TO APPLY: APPLY DIRECTLY ON LINKEDIN
JOIN US IN CASS CITY, MI, AND BE PART OF OUR INNOVATIVE TEAM!
NOTE: ONLY SHORTLISTED CANDIDATES WILL BE CONTACTED. | ['HR strategies', 'Recruitment', 'Onboarding', 'Employee relations', 'Benefits administration', 'Legal compliance', 'Training and development', 'HR records management', 'Employment laws', 'HR certification (SHRM-CP, PHR)', 'Communication', 'Interpersonal skills', 'Collaboration', 'Problem solving', 'Diversity and inclusion', 'Union relations'] |
3,904,944,888 | HR | Human Resources Support Analyst ISA I-D | TITLE: HUMAN RESOURCES SUPPORT ANALYST ISA I-D
LOCATION: USPIS – WASHINGTON D.C.
SECURITY CLEARANCE: MBI
ABOUT KACE
WHEN YOU MAKE THE DECISION TO JOIN KACE, YOU ARE CHOOSING TO WORK ALONGSIDE TALENTED PROFESSIONALS THAT HAVE ONE THING IN COMMON; THE PASSION TO MAKE A DIFFERENCE!
KACE EMPLOYEES BRING THEIR DIVERSE TALENTS AND EXPERIENCES TO WORK ON CRITICAL PROJECTS THAT HELP SHAPE THE NATION’S SAFETY, SECURITY, AND QUALITY OF LIFE. THE DESIRE TO HAVE A CAREER THAT IS PURPOSEFUL AND FORWARD THINKING IS WOVEN INTO EVERY KACE EMPLOYEE…IT’S THE KACE WAY.
KACE EMPLOYEES ARE; PURPOSE DRIVEN, FORWARD FOCUSED, OPEN-MINDED, TRUSTWORTHY AND INVESTED.
THE KACE WAY IS OUR COMMITMENT TO OUR EMPLOYEES, TO OUR CUSTOMERS, AND TO OUR COMMUNITIES.
JOIN KACE AND MAKE A DIFFERENCE!
ABOUT THE ROLE
THE HUMAN RESOURCES SUPPORT ANALYST PROVIDES PROGRAM AND ANALYTICAL SUPPORT TO THE BUSINESS OPERATIONS COMPLEMENT AND STAFFING OPERATION.
WORK DUTIES AND TASKS
INCLUDING BUT NOT LIMITED TO:
DRAFT ASSESSMENTS AND ANNOUNCEMENTS BASED ON CLASSIFIED POSITION DESCRIPTIONS OR FUNCTIONAL STATEMENTS AND COMPLETED JOB ANALYSIS FORMS BY SUBJECT MATTER EXPERTS (SMES))UTILIZE VARIOUS AUTOMATED HR SYSTEMS TO IMPLEMENT EFFECTIVE OPERATIONAL FUNCTIONS, INCLUDING, BUT NOT LIMITED TO CONDUCTING RESEARCH; GENERATING ANALYTICS AND REPORTS; POSTING VACANCY ANNOUNCEMENTS); REVIEWING ELIGIBILITY/QUALIFICATIONS OF APPLICANTS AGAINST AGENCY’S QUALIFICATION STANDARDS; AND PROVIDING LISTS OF ELIGIBLE CANDIDATES TO REVIEW COMMITTEE MEMBERS AND/OR SELECTING OFFICIALS.ENSURES VACANCY PROCESS AND DOCUMENTATION IS COMPLETED, DOCUMENTATION COLLECTED AND RETAINED IN ACCORDANCE WITH AGENCY POLICIES AND PROCEDURES.PREPARES AND SUBMITS REOCCURRING SUMMATIONS AND REPORTS ON HUMAN RESOURCES ACTIVITIES FOR MANAGEMENT. IDENTIFIES TRENDS OR PATTERNS AND PROVIDES RECOMMENDATIONS TO MANAGEMENT TO MITIGATE THE POTENTIAL FOR RECURRING ISSUES.AIDS IN THE DEVELOPMENT AND ADMINISTRATION OF STANDARD PROCEDURES, PRACTICES, INSTRUCTIONS, AND POLICIES RELATED TO HUMAN RESOURCES PROGRAMS.PROVIDES ROUTINE INFORMATION TO HEADQUARTERS AND FIELD EMPLOYEES ON HUMAN RESOURCES POLICY AND PROGRAMS. REVIEWS GENERAL INQUIRIES FOR HUMAN RESOURCES INFORMATION; REVIEWS FILES AND RECORDS; RESEARCHES AND DETERMINES WHICH POLICIES APPLY; AND DEVELOP RESPONSES. PARTICIPATES IN AND SUPPORTS SPECIAL PROJECTS AND INITIATIVES FOR THE ADMINISTRATION OF HUMAN RESOURCES PROGRAMS.PERFORMS ADMINISTRATIVE DUTIES SUCH AS PRODUCING AND MAINTAINING A VARIETY OF LETTERS, REPORTS, RECORDS, AND FILES. DEVELOPS WRITTEN RESPONSES THAT CLEARLY EXPLAIN AND ADDRESS THE RELEVANT ISSUES AND FACILITATE UNDERSTANDING OF THE POSTAL SERVICES POSITION RELATED TO HUMAN RESOURCE ISSUES, WHICH INCLUDES HANDLING CONFIDENTIAL AND SENSITIVE ISSUES AND ASSIGNMENTS. OTHER TASKS AS ASSIGNED.
MINIMUM QUALIFICATIONS & SKILLS
BACHELOR’S DEGREE FROM AN ACCREDITED COLLEGE OR UNIVERSITY, AND 3 YEARS OF EXPERIENCE SUPPORTING HUMAN RESOURCE ACTIVITIES. A BROAD UNDERSTANDING OF THE INSPECTION SERVICE, ITS POLICIES, PROGRAMS, AND ACTIVITIES, IS DESIRED.ABILITY TO COMMUNICATE ORALLY AND IN WRITING TO PROVIDE TECHNICAL GUIDANCE, PREPARE REPORTS, EVALUATIONS, CORRESPONDENCE, AND BRIEFINGS.ABILITY TO PERFORM ADMINISTRATIVE TASKS WITH STRONG ATTENTION TO DETAIL, ENSURING THE WORK IS ACCURATE AND COMPLETE.(KNOWLEDGE OF THE PRINCIPLES, PRACTICES, AND TECHNIQUES OF RECRUITMENT, EXAMINATION, SELECTION, AND/OR PLACEMENT PROCESSES.)(ABILITY TO COORDINATE AND OVERSEE EMPLOYMENT AND SELECTION PROCESSES, INCLUDING THE VACANCY ANNOUNCEMENT PROGRAM.)ABILITY TO WORK WITH CONFIDENTIAL MATERIAL AND INFORMATION.ABILITY TO APPLY LOGICAL THINKING SUFFICIENT TO GATHER DATA AND ANALYZE TRENDS.ABILITY TO ESTABLISH AND MAINTAIN EFFECTIVE TEAM AND INDIVIDUAL WORK RELATIONSHIPS.ABILITY TO ORGANIZE AND PRIORITIZE A VARIED WORKLOAD TO PROVIDE EFFICIENT AND EFFECTIVE SERVICE.EXTENSIVE EXPERIENCE USING MICROSOFT OFFICE SUITE, ESPECIALLY WORD AND EXCEL.DEMONSTRATED SIGNIFICANT ABILITY TO PREPARE A FINAL WORK PRODUCT.EXPERIENCE WITH INSPECTION SERVICE PROGRAMS, POLICY, AND PROCEDURES IS HIGHLY DESIRED.
FOR MORE INFORMATION ABOUT THE COMPANY PLEASE VISIT OUR WEBSITE AT WWW.KACECOMPANY.COM
KACE IS AN EQUAL OPPORTUNITY EMPLOYER AND DOES NOT DISCRIMINATE AGAINST ANY EMPLOYEE OR APPLICANT FOR EMPLOYMENT BECAUSE OF RACE, COLOR, SEX, AGE, NATIONAL ORIGIN, RELIGION, SEXUAL ORIENTATION, GENDER IDENTITY, STATUS AS A VETERAN, DISABILITY OR ANY OTHER FEDERAL, STATE OR LOCAL PROTECTED CLASS. | ['human resources', 'microsoft office suite', 'report writing', 'administrative tasks', 'policy development', 'communication', 'attention to detail', 'teamwork', 'organizational skills', 'problem solving', 'time management', 'adaptability', 'data analysis', 'recruitment processes', 'confidentiality', 'job analysis', 'analytics', 'logical thinking'] |
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Job Skill Set
Description
The Job Skill Set Dataset is designed for use in machine learning projects related to job matching, skill extraction, and natural language processing tasks. The dataset includes detailed information about job roles, descriptions, and associated skill sets, enabling developers and researchers to build and evaluate models for career recommendation systems, resume parsing, and skill inference.
Dataset Source
This dataset was initially sourced from the Kaggle dataset titled LinkedIn Job Postings by Arshkon. The original job postings data has been enhanced by extracting skill sets using RecAI API services. These APIs are designed for skill parsing, resume analysis, and other recruitment-related tasks.
Dataset Structure
The dataset contains the following features:
- job_id: A unique identifier for each job posting.
- category: The category of the job, such as INFORMATION-TECHNOLOGY,BUSINESS-DEVELOPMENT,FINANCE,SALES or HR.
- job_title: The title of the job position.
- job_description: A detailed text description of the job, including responsibilities and qualifications.
- job_skill_set: A list of relevant skills(include hard and soft skills) associated with the job, extracted using RecAI APIs.
Use Cases
This dataset is particularly useful for the following applications:
- Skill Extraction: Identifying and parsing skills from job descriptions.
- Job-Resume Matching: Matching job descriptions with potential candidate profiles.
- Recommendation Systems: Developing models that recommend jobs or training programs based on required skills.
- Natural Language Processing: Experimenting with text-based models in recruitment and career analytics.
License
Please consult the license information on the original Kaggle dataset page here.
Citation
If you use this dataset, please cite it as follows:
@dataset{batuhan_mutlu_2024_job_skill_set,
title={Job Skill Set Dataset},
author={Batuhan Mutlu},
year={2024},
url={https://huggingface.co/datasets/batuhanmtl/job-skill-set},
note={Skill sets extracted using RecAI APIs}
}
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