Internal Staffing
- Manages internal transfer process, including screening, coordination of interviews with hiring manager, transfer, and offer letters
- Provides advice to managers on effective internal staffing strategies including career pathing and compensation
- Manages all internal rejections in a way that ensures employees are provided opportunities to work with appropriate management to identify appropriate career paths to achieve their individual career goals within the company
Screening / Interviewing
Screens resumes, interviews candidates (by phone or in person), administers appropriate assessments and reference / background checking, makes recommendations for hire (or not hire) and delivers employment offers for both exempt and nonexempt position openings within an assigned territoryFollows up with candidates and hiring managers to obtain feedback regarding recruiting processCommunicates important employment information during delivery of employment offers (e.g., benefits, compensation, background checks and drug screening requirements)Coordinates pre-employment testing, employment verifications, background checks and drug screeningManages current candidate activity in the applicant tracking system and manages the requisition processWorks with hiring managers to ensure compliance with all federal / state laws and regulations, including affirmative action plan complianceSourcing
Uses traditional and nontraditional resources, such as career fairs, online job fairs, community network events, etc., to identify and attract quality candidatesDevelops advertising programs (internal and external) to ensure high visibility with potential candidatesBenefits / Payroll
Communicates with employees regarding enrollment deadlines and provides information necessary to the Payroll / Benefits staff for accurate and timely enrollmentsEducates employees on the benefit plan designs. Assists employees to maximize the value of the benefit offeringsAdministers wellness programs and provides information to HR Leadership on the effectiveness of the programsGenerates payroll reports to assist management, ensures compliance with wage and hour laws, and support accurate payroll processingEmployee Relations
Performs as a resource to employee / leaders / managers regarding less complex employee issues and interpreting Company policies, procedures and benefits.Conducts new employee orientationsAssists in monitoring and supporting company policies and procedures and federal / state regulations, including but not limited to FMLA, ADA, sexual harassment investigations, etcConducts exit interviews with employees to determine if corrective actions may retain valued staffWorks with Human Resource management in variety of less complex employee relations situations and offers recommendations for courses of action and resolutionAdvises managers / supervisors on performance improvement plans and forwards to HR Management for final approvalAddresses and recommends resolution to issues involving any of the Human Resource programs (benefits, employee relations, etc.)Maintains knowledge of legal requirements related to day-to-day management of employees, reducing legal risks and ensuring regulatory complianceWorks closely with management and employees to improve work relationships, build morale, and increase productivity and retentionCoordinates morale enhancing activitiesSalary range : $58,584 - $86,791
Required Education and Experience :
Minimum 4 years of related experienceBachelor's Degree or equivalentWorking knowledge of multiple human resource disciplines including compensation practices, diversity, performance management, and federal and state employment lawsExperience in all facets of HR including safety, leaves of absence and worker's compensationProven experience successfully resolving employee relations issuesKnowledge of payroll laws in multiple statesPHR / SHRM-CP Certification or equivalentEqual 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)
Salary : $58,584 - $86,791
