What are the responsibilities and job description for the Human Resources Administrator position at Bray Controls?
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.
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)
