What are the responsibilities and job description for the Human Resources Administrator position at Bray Controls USA?
Human Resources Administrator
Location : Houston, TX, onsite 5 days a week
Overview :
Bray International, a leader in flow control products, is seeking a dynamic HR Administrator to join our growing team. Based at our Houston headquarters, you will leverage your broad HR expertise in benefits administration, employee relations, compliance, and worker's compensation, while supporting global HR initiatives. This is a mission-critical role to help us build a world-class HR function supporting a world-class team.
Principal Responsibilities :
- Serve as an advisor on benefits, policies, and organizational issues.
- Ensure compliance with federal and state HR regulations; assist with investigations.
- Coordinate HR initiatives, wellness programs, and employee retention strategies.
- Oversee benefits administration, including open enrollment, Medicare, and HSA / FSA management.
- Assist with workers’ compensation and health & safety programs.
- Analyze HR metrics and support data collection for U.S. and global reports.
- Maintain HRIS data integrity and prepare management reports.
- Administer compensation programs and assist with pay plan tracking.
- Manage MVR records, compliance, and assist with special projects.
- Provide cross-functional support to HR team and participate in global initiatives.
- Act as the front desk receptionist for the HR office, offering assistance and guidance to employees, candidates, and visitors.
Qualifications :
What We Offer :
About Bray International :
Since 1986, Bray has been a global leader in valve and actuator manufacturing, serving industries such as power generation, water treatment, and oil & gas. We are dedicated to delivering quality products and fostering employee development. Join Bray and make an immediate impact on our evolving HR team!
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)
