What are the responsibilities and job description for the HUMAN RESOURCES ADMINISTRATIVE ASSISTANT position at Brycon Corporation?
Brycon Corporation is looking to fill a vacant HR administrator position to support our Human Resources department. This is a fast-paced job, and we are looking for a quick learner with excellent communication and computer skills to fill this position.
Your administrative roles include managing various HR documents, such as employment records, onboarding company policies, and updating internal databases. You will also assist HR professionals in hiring, making calls, and scheduling interviews with concerned members as needed.
The HR administrator must reply to emails, take phone calls, answer employee questions, take minutes of meetings, and ensure timely completion of all tasks. Our ideal candidate has at least two years of experience in relevant roles.
Responsibilities
Below are the primary job responsibilities of an HR administrator:
- Organize, maintain, and update internal databases with digital personnel records of relevant employee information
- Keep a track record of leaves such as interactive or FMLA
- Update, maintain, and present reports with new hires and termination by each department
- Assist the payroll department by providing employee information on leaves and employee benefits
- Schedule job interviews, contact, screen, and shortlist candidates as needed
- Prepare correspondence, arrange meetings, and process confidential reports and documents
- Handle employee queries, written or verbal, with the utmost confidentiality
- Assist the HR Department in the management of day-to-day tasks
Skills and Requirement
- Digital literate with expertise in using MS Office applications
- Excellent organizational and communication skills
Behaviors
Preferred- Team Player: Works well as a member of a group
- Detail Oriented: Capable of carrying out a given task with all details necessary to get the task done well
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)
