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JOB SUMMARY
This position is responsible for any and all things benefit related. This includes but isn’t limited to the administration, organization, enrollments, maintenance, and information dissemination of the medical, dental, vision, life, 401(k), Section 125, and any other current or future programs. This position will also research, suggest options for, drive open enrollment, and maintain the cafeteria plan.
PRIMARY DUTIES/RESPONSIBILITIES
• Research possibilities and make suggestions for cafeteria plan
• Drive any open enrollment processes
• Drive information dissemination to current employees
• Put together a concise outline of benefit (cafeteria plan) offerings
• Trouble-shoot all benefit-related problems
• Administer all insurance plans and the 401(k) plan
• Handle employee relations issues related to benefits
• Manage entire benefit function including enrollment, reconciling monthly billing changes, cobra, trouble-shooting, and remaining well versed in all insurance options by keeping up with contract, policy, & legal changes, researching possibilities and make suggestions for new brokers/insurance carriers as needed, drive open enrollments, information dissemination
• Handle 401k new enrollments, non-discrimination testing, open enrollments, rollovers, and loans. Facilitate meetings between our employees and financial planning experts/401k advisors
• Meet with candidates to give summaries of our benefits and company culture
• Serve on the safety committee and on initial response team
• Give orientations to new hires
• Regular projects such as stock option grant updates, coordinating stock information seminars, affirmative action set-up, job fairs, non-discrimination testing
• Work with ergonomic specialists to ensure sound employee workstations
A benefits Specialist help to oversee a company’s benefits programs and packages. The benefits specialist is responsible for assisting with the administration of all benefits and retirement programs, including medical, dental, vision, life insurance, short- and long-term disability, and 401(k) plan.
The Compensation Analyst will research job requirements and evaluate job positions to ensure the company is competitive in the areas of salaries and employee benefits.
The HR Business Partner (HRBP) position is responsible for aligning business objectives with employees and management in designated business units. The position formulates partnerships across the HR function to deliver value-added service to management and employees that reflects the business objectives of the organization. The HRBP maintains an effective level of business literacy about the business unit’s financial position, its midrange plans, its culture and its competition.
Under general executive direction, is responsible for the development, implementation and administration of all phases of Human Resources at various locations including but not limited to employment, compensation and benefits, payroll, organizational development, affirmative action compliance, training, recruitment, employee relations, health and safety, selection, performance management and separation. Implements programs and policies designed to protect company and employee interests in accordance with company HR policies and governmental laws and regulations. Identifies and complies with legal requirements and government reporting regulations.
DUTIES/RESPONSIBILITIES
Staffing
· Manage recruiting process to attract qualified candidates and minimize time-to-hire, ensure recruitment is consistent with approved staff plans and budgets, train and support hiring managers in successful and compliant interviewing, and manage applicant tracking.
· Manage candidate screening, new hire process and onboarding effectively and in compliance with all regulatory and company requirements.
· Sustain employee performance management process and merit-increases through training and systems.
· Train and support managers in terminations; conduct exit interviews and communicate key findings.
· Develop and maintain succession plans for senior level positions.
Compensation and Benefits
· Administer wage and salary structure that is competitive within relevant sectors and allows the company to attract and retain a qualified workforce.
· Develop strategy, negotiate and administer all company benefit programs, including health, disability, retirement, Workers’ Compensation and Unemployment Insurance, and periodically evaluate staff benefits at all levels to ensure alignment with industry standards.
· Ensure that employees have information and tools to understand and manage their own benefits.
· Assist in resolution of employee benefits issues and problems.
Payroll
· Oversee administration of the payroll system and provide reporting as required, ensuring compliance with wage and hour regulations.
· Provide information and support for supervisors to manage their labor requirements and costs.
Training
· Oversee learning management system(s) for all company training, and track and report on all training requirements for regulatory and accreditation purposes.
· Manage curriculum for on-boarding, management and supervisory training, and coordinate delivery of clinical and program training.
Employee Relations
· Remain attentive to the cohesiveness of company culture and to staff morale, through effective and meaningful employee feedback systems, engagement with staff, and implementation of staff recognition opportunities.
· Proactively work with management to sustain high employee job satisfaction and meet staff and management needs.
· Coordinate annual All-Staff meetings, events, and periodic staff newsletter.
· Establish problem resolution systems appropriate to the organization and train managers to use effectively.
Health and Safety
· Take a leadership role in developing and implementing health and safety practices, and partner with company management to ensure the overall health and safety of staff.
Policy, Organizational Development and Compliance
· Participate actively in strategic planning and organizational development, implement company and departmental change initiatives, and create departmental goals to support company goals and objectives.
· Provide leadership and information to management on human resources issues and trends and support senior management in making solid human resources decisions with advice and coaching.
· Develop, maintain and enforce human resources policies and procedures and ensure compliance with all state, federal and local employment regulations.
· Manage human resources information and reporting systems, ensuring that data is accurate, and reporting is timely and complete.
· Manage human resources staff and hold accountable to ensure effectiveness of all human resources processing, reporting and record-keeping.
· Manage, investigate and resolve internal and external, regulatory complaints/charges.
JOB SUMMARY
The Human Resources Generalist backs up the Director of HR and is responsible for facilitating many of the personnel and benefit-related duties of the Human Resources Department.
PRIMARY DUTIES/RESPONSIBILITIES
• Manage entire benefit function including enrollment, reconciling monthly billing changes, COBRA, trouble-shooting, and remaining well-versed in all insurance options by keeping up with contract, policy, & legal changes, researching possibilities and make suggestions for new brokers/insurance carriers as needed, drive open enrollments, information dissemination.
• Handle 401k new enrollments, non-discrimination testing, open enrollments, rollovers, and loans. Facilitate meetings between our employees and financial planning experts/401k advisors.
• Give orientations to new hires.
• Prepare personnel correspondence including, employee loan letters, and employment verifications.
• Regular projects such as stock option grant packets, affirmative action set-up, job fairs, non-discrimination testing, benefits policy changes.
• Assist with employee relations issues.
• Updates and maintains Organizational Charts.
• Serve as liaison between HR and payroll. Act as payroll backup.
• Supervise department’s temps and subsequent interns.
• Responsible for filing and maintenance.
• Create and accurately maintain several department spreadsheets including promotion/demotion tracking, general EE list, terminations, and stock option grants, EEO/AA, flash reports, accruals, new hire checklists, employee handbook acknowledgement page, stock option signature pages, and signed proprietary agreements.
• Tracking and administrating the tuition reimbursement program.
• Assume management of all department functions in HR Director’s absence.
• Create reports from payroll software for HR department projects.
• Implement, collect, make suggestions and organize information and programs regarding quality of life activities including birthday celebrations/Spirit Days, holiday parties, picnic, flu shots, and other wellness programs.
• Send out separation announcements and prepare separation documents.
• Periodically attend seminars to remain up to date with compliance, and employment law.
• Performance review tracking and reminders to managers.
• Onboarding/Boot Camp (half day, monthly new hire orientation) and monthly off-site meeting support.
• Periodically inform managers of their employees’ time-off accrual balances.
• Serve on the safety committee and on initial response team.
POSITION SUMMARY
Under general executive direction, is responsible for the development, implementation and administration of all phases of Human Resources at various locations including but not limited to employment, benefits, payroll, organizational development, affirmative action compliance, training, recruitment, selection, performance management and separation. Implements programs and policies designed to protect company and employee interests in accordance with company HR policies and governmental laws and regulations. Identifies and complies with legal requirements and government reporting regulations.
DUTIES/RESPONSIBILITIES
Manage, analyze for compliance, develop, implement, and administer personnel-related systems such as recruitment, selection, performance management, separation, safety, employee development and special projects, including development of initial processes and related forms
• Analyze all human resources-related systems and programs for legal compliance and make changes where necessary
Analyze and research training needs, do necessary trainings or bring in trainers
• Assist and coach managers on employee relations issues, interviewing techniques, performance management techniques, etc.
Develops and administers personnel policies and procedures
• Assisted by the HR Generalist, manage, administer and disseminate information for all benefit programs: health insurance, 401(k), quality of life programs
• Assisted by the HR Generalist, research and develop all new benefit options, suggest changes
• Other duties as needed
HRIS Analyst partners with HR directors and their customers to analyze work process design and flow, improve processes and leverage the return on technological capabilities. The Senior HRIS Analyst builds project plans, ensures adherence to project schedules, maintains a systems orientation and can work effectively with peers to set technology priorities and conduct long-term planning. This position also serves as a technical point-of-contact for the assigned functional area and assists subject matter experts with ensuring data integrity, testing of system changes, report writing and analyzing data flows for process improvement opportunities. The Senior HRIS Analyst also supports HRMS upgrades, patches, testing and other technical projects as assigned.
POSITION SUMMARY
Under general executive direction, is responsible for the development, implementation and administration of all phases of Human Resources at various locations including but not limited to employment, benefits, payroll, organizational development, affirmative action compliance, training, recruitment, selection, performance management and separation. Implements programs and policies designed to protect company and employee interests in accordance with company HR policies and governmental laws and regulations. Identifies and complies with legal requirements and government reporting regulations.
DUTIES/RESPONSIBILITIES
Manage, analyze for compliance, develop, implement, and administer personnel-related systems such as recruitment, selection, performance management, separation, safety, employee development and special projects, including development of initial processes and related forms
• Analyze all human resources-related systems and programs for legal compliance and make changes where necessary
Analyze and research training needs, do necessary trainings or bring in trainers
• Assist and coach managers on employee relations issues, interviewing techniques, performance management techniques, etc.
Develops and administers personnel policies and procedures
• Assisted by the HR Generalist, manage, administer and disseminate information for all benefit programs: health insurance, 401(k), quality of life programs
• Assisted by the HR Generalist, research and develop all new benefit options, suggest changes
• Other duties as needed