HR Assistant-Translator

• Serve as the first HR contact for employees, supervisors, and visitors.
• Assist with the day-to-day operations of the Human Resources & EHS department.
• Responsible for entering and maintaining required recordkeeping for all EHS managers. This includes OPMS, training documents, and weekly safety audits.
• Answer employee questions regarding benefits, shift changes, promotions, appraisals/pay changes, employee status, direct deposit, leave of absence, attendance, password resets, etc.
• Generate and assist with HR reports daily, weekly, or monthly as needed.
• Conduct weekly new hire orientation.
• Manage office supplies for the site and place orders as needed.
• Create new badges and manage replacement badges plant wide.
• Process terminations, job transfers, and employee wage changes in HRIS system.
• Coordinate/ organize anniversary and retirement celebrations including ordering the checks for the anniversary employees through our check system.
• Maintain I-9 documentation and process E-Verify.
• Review uniform invoices in OnBase system and send for approval.
• Creation of new employee electronic personnel files. Maintains record keeping of all personnel files and their contents.
• Assist employees with leave of absence process and benefits enrollment.
• Distribute employee notices/ communication throughout the plants as needed and maintain announcement boards.
• Process reimbursement of Canteen vending machines,
• Verify employment for outside agencies through fax or phone calls.
• Respond to unemployment questionnaires from state unemployment agency.
• Translate HR and Safety documents, handouts, signage, and other required employee communication from English to Spanish.
• Assist with company functions or celebrations. (ie: employee appreciation, holiday parties).
• Coordinate recognition of employees’ life events and milestones. (Ordering flowers, sending sympathy cards, etc.)
• Work and communicate in a team environment.
• Other duties may be assigned as required by the Company.

Above is a list of the most important responsibilities and functions, which are essential to the position. Employees must be able to perform these essential functions satisfactorily with or without a reasonable accommodation. Accommodations will be evaluated and provided to eligible employees on a case by case basis, depending on the employee's medical restrictions, work availability, the nature of the position, the position's essential functions and other relevant factors.

Qualifications

• Education: Associate degree in HR Management or Environmental Health and Safety or related area or equivalent experience preferred.
• Licenses/Certifications: None
• Knowledge, Skills, & Abilities:
  • Bilingual in Spanish is preferred.
  • Experience in or formal education in human resources law, including FMLA, EEOC, ADA, the legal aspects of interviewing/hiring and general HR law.
  • The ability to remember names and circumstances, answer questions accurately, represent the company professionally, compose and edit letters, communicate with employees and managers. Experience in the administration of company policies and procedures.
  • Ability to keep confidentiality.
  • Good decision-making skills
  • Analytical skills for analyzing reports, statistics, and information.
  • Experience and/or education on any computer system is required (specifically in Microsoft Word and Excel would be helpful).
  • Knowledge of office equipment, including, but not limited to, fax, copier.
  • The ability to work independently or in a group setting.
• Core Competencies:
  • Interpersonal Skills
  • Ability to think quickly.
  • Communication Skills, including but not limited to public speaking and listening skills.

Training:

• Orientation

Working Conditions & Physical Requirements

Please refer to the general office physical demands checklist for more information regarding the working conditions and physical requirements for this job.

Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities

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)