Essential Duties and Responsibilities

  • Recruiting
    • Conducts recruitment efforts for all exempt, nonexempt and temporary workers; writes and places advertisements; works with supervisors to screen and interview candidates; conducts reference checking; extends job offers; conducts new-employee orientations; monitors career-path program and employee relations counseling; conducts exit interviews.
    • Interact directly with candidates to inform them of their application status
    • Schedule interviews
    • Sort sourced resumes according to discipline
    • Maintains organization staff by establishing a recruiting, testing, and interviewing program; counseling managers on candidate selection; conducting and analyzing exit interviews; recommending changes.
    • Creating and revising job descriptions
  • Employee Life-cycle
    • Conducting new employee orientations and employee relations counseling
    • Overseeing exit interviews
    • Implements and annually updates the compensation program; rewrites job descriptions as necessary; conducts annual salary surveys and develops merit pool (salary budget); analyzes compensation; monitors the performance evaluation program and revises as necessary.
    • Maintains the work structure by updating job requirements and job descriptions for all positions.
    • Completes human resource operational requirements by scheduling and assigning employees; following up on work results.
  • Employee Files and Records
    • Maintains historical human resource records by designing a filing and retrieval system; keeping past and current records.
    • Establishes and maintains department records and reports. Participates in administrative staff meetings and attends other meetings, such as seminars. Maintains organizational charts and employee directory.
  • Employee Compensation and Benefits
    • Maintains a pay plan by conducting periodic pay surveys; scheduling and conducting job evaluations; preparing pay budgets; monitoring and scheduling individual pay actions; recommending, planning, and implementing pay structure revisions.
    • Performing benefits administration
    • Maintains employee benefits programs and informs employees of benefits by studying and assessing benefit needs and trends; recommending benefit programs to management; directing the processing of benefit claims; obtaining and evaluating benefit contract bids; awarding benefit contracts; designing and conducting educational programs on benefit programs.
    • Implementing and revising a company’s compensation program
  • Employee Goodwill
    • Ensures planning, monitoring, and appraisal of employee work results by training managers to coach and discipline employees; scheduling management conferences with employees; hearing and resolving employee grievances; counseling employees and supervisors.
    • Prepares employees for assignments by establishing and conducting orientation and training programs.
    • Maintains human resource staff job results by counseling and disciplining employees; planning, monitoring, and appraising job results.
    • Plans and oversees employee/company events, promotions, etc.
  • Policies and Procedures
    • Maintains management guidelines by preparing, updating, and recommending human resource policies and procedures.
    • Develops, recommends and implements personnel policies and procedures; prepares and maintains handbook on policies and procedures; performs benefits administration to include claims resolution, change reporting, approving invoices for payment, annual re-evaluation of policies for cost-effectiveness, information activities program and cash flow.
    • Conducting annual salary surveys
    • Developing, analyzing and updating the company’s evaluation program
    • Developing, revising, and recommending personnel policies and procedures
    • Maintaining and revising the company’s handbook on policies and procedures
  • General
    • Ensures legal compliance by monitoring and implementing applicable human resource federal and state requirements; conducting investigations; maintaining records; representing the organization at hearings.
    • Maintains professional and technical knowledge by attending educational workshops; reviewing professional publications; establishing personal networks; participating in professional societies.
    • Participating in administrative staff meetings
    • Planning, organizing, and controlling the activities and actions of the HR department
    • Develops and maintains affirmative action program; files EEO-1 annually; maintains other records, reports and logs to conform to EEO regulations.
    • Evaluates reports, decisions and results of department initiatives in relation to established goals. Recommends new approaches, policies and procedures to effect continual improvements in efficiency of department and services performed.
    • Supports additional projects as assigned.

Requirements

  • A. or equivalent degree, preferred human resources or business related degree.
  • Must have moderate proficiency in Microsoft Office applications.
  • Must have an interest in human resources or corporate operations.
  • Excellent analytical and reasoning abilities.
  • Strong written, oral, and interpersonal communication skills.
  • Open and flexible attitude towards applying ones skills where needed.
  • Ability to be detail oriented while maintaining a focus on the bigger picture.
  • Strong team player.
  • Unwavering attention to detail
  • Strong organizational and multi-tasking skills.
  • Results oriented perspective.
  • Demonstrated ability to manage time effectively across diverse activities.
  • The ideal candidate will have a true passion for human resources and a sincere interest in technology!