Human Resources Assistant

The purpose of your role as a Human Resources Assistant

As a Human Resources Assistant, you will perform a variety of professional administrative tasks in support of the organization's human capital function. This role will primarily be performed in-office, based out of our St. Paul, MN office. This role is eligible for hybrid-remote flexibility after 90 days of employment.

• Maintains personnel records/files or other employee information that is accurate, complete, and fulfills legal requirements. Establishes and documents consistent personnel records/files processes, maintains employee records per record retention policy.
• Responds to standard requests for employee records based on established guidelines; refers more complex or confidential inquiries to management. Maintains a repository of forms, handbooks, policies, or other documents that are needed by employees.
• Documents, files, and processes basic changes including but not limited to; hires, employee status changes, terminations/separations, salary actions, benefit transactions, or regular payroll; maintains records of completed transactions. Inputs employee data and verifies entries against forms or records. Follows established procedures for updating, validating, and correcting employee records or other related HR data.
• New hire processing & administration in UKG
• Ensures HRIS or related systems are updated appropriately.
• Troubleshoots employee log-in issues, resets system passwords and educates employees regarding access to Human Capital Management System.
• Assists in the creation and maintenance of human resources forms or documents.
• Answers basic employee questions about human resources policies or offerings.
• Processes and allocates Human Capital invoices.
• Manages drug testing processes, including random drug testing.
• Act as main contact for the service award vendor. Manage and maintain the online platform, overseeing communications, changes/updates, etc.
• Manage and maintain annual employee award program. Manage communications, reminders, reports, etc.
• Facilitates weekly new hire orientation
• Creates monthly well-being newsletter in collaboration with benefits team
• Assists with front desk back-up per agreed-upon calendar.

What we're looking for in you

• 2-3 years of solid working knowledge of human resources processes
• 2-3 years of proven organizational skills, detail orientation, clerical skills
• 2-3 years of experience with Microsoft Office suite: must possess strong working knowledge/use
• 2-3 years of experience working in a human capital management system, UKG preferred
• Associates degree in Business, HR Management, or other HR-related major required or equivalent years of experience. Bachelors degree preferred.

Your life at Harris

As one of the country's leading mechanical contractors, Harris offers you the best of both worlds: the stability, resources and opportunities of a national company, and the team culture, creative spirit and customer loyalty of a local business. If you thrive on variety and new challenges, we want to meet you!

From stadiums to manufacturing facilities, power plants to hospitals, concert halls to classrooms, we handle projects of all sizes and complexity from multiple regional locations across the country.

Harris Benefits Compensation

• Medical, dental, vision, and life insurance
• 401K with company match
• Vacation time, sick time, and paid holidays
• Paid Parental leave
• Short-Term Incentive Plan

Visit our Careers Page for additional benefits details: https://www.harriscompany.com/careers/employee-benefits-at-a-glance

Pay Range: $18.54 - $27.81 per hour

The actual salary offer will vary by candidate based on a wide range of factors such as specific skills, qualifications, experience, and location.

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)