- Administer Human Resources policies, procedures, standards and government regulations. Acts as liaison between employee and management to answer questions or concerns regarding company policies, practices and regulations.
- Support talent acquisition processes; actively involved in recruitment and onboarding processes.
- Conduct new employee orientations to ensure employees gain an understanding of Company programs, procedures and policies.
- Coordinate annual benefits open enrollment process and handle on-going benefits administration.
- Support HR Manager in the administration and oversight of wage and salary programs to include hourly and/or merit planning, job descriptions, performance reviews and organization charts.
- Conduct HRIS and HR self-audits help assure data integrity.
- Work with employees and managers to counsel, investigate and resolve employee concerns as needed.
- Complete monthly and annual HR Metrics reports.
- Lead and coordinate various community relations and employee relations events and initiatives.
- Partner with cross-functional and/or HR representatives on team projects.
- 3+ years’ experience in Human Resources, preferably in a manufacturing environment.
- Team player with ability to exercise considerable judgment and discretion establishing and maintaining a good working relationship with employees at all levels of the organization.
- Self-directed, flexible and ability to effectively prioritize.
- Must demonstrate a high level of integrity, confidentiality and commitment.
- The ability to research, analyze and reason logically.
- Strong computer skills in Microsoft Word, Excel and PowerPoint.
- BS or BA in Human Resources or related field is required.
- PHR or SPHR or SHRM certification desirable.
The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor’s legal duty to furnish information. 41 CFR 60-1.35(c)