Human Resources Admin (MAKO)

Description

Job Title : HR Administrator

Department : Human ResourcesReports To : Director of People and CultureLocation : RaleighEmployment Type : Full-Time

Job Summary :

The HR Administrator is responsible for supporting the daily operations of the Human Resources department. This role ensures that the organization maintains accurate employee records, optimizes HR systems and processes while adhering to applicable federal, state, and local labor laws. The HR Administrator will work closely with HR leadership and employees to foster a compliant and efficient HR environment.

Key Responsibilities :

HR Compliance :

Maintain and regularly update employee records to ensure accuracy and compliance with legal requirements.

Support HR audits and compliance reviews by gathering documentation and preparing necessary reports.

Assist in ensuring the organization’s HR policies and practices are in compliance with federal, state, and local labor laws, including but not limited to FLSA, FMLA, ADA, EEO, and OSHA.

Monitor changes to labor laws and assist in implementing updates to company policies and procedures.

Complete annual EE0-1 reports accurately and on time.

Respond to required Occupational, Employment and Wage Statistics requests from federal and state officials.

HR Systems Administration :

Administer and maintain HR software systems (HRIS, payroll, benefits platforms) to ensure data integrity and accuracy.

Assist with troubleshooting system issues and collaborate with IT or third-party vendors as necessary.

Generate periodic HR reports (e.g., turnover, headcount, compliance-related reports) for management review.

Ensure adherence to security protocols and data privacy standards in the management of employee data.

General HR Support :

Assist in the new hire onboarding process, including processing employment paperwork and ensuring compliance with all documentation requirements.

Support the recruitment function by coordinating interviews, posting job openings, and tracking candidates in the applicant tracking system (ATS).

Assist with benefits administration, including employee enrollment, updates, and handling benefits-related inquiries.

Help coordinate and support employee training and development initiatives.

Employee Relations and Communication :

Provide responsive and timely support to employee inquiries regarding HR policies, benefits, payroll, and other HR matters.

Manage and track injury reports, worker’s comp claims, and unemployment insurance claims, ensuring proper documentation and compliance with applicable regulations.

Help maintain and distribute employee handbooks, policy updates, and other key HR communications.

Administrative Duties :

Perform general administrative tasks such as organizing and filing HR documents, scheduling meetings, and supporting the HR team with day-to-day operations.

Manage employee records, correspondence, and confidential HR documents in an organized and secure manner.

Provide support for HR-related projects as assigned by management.

Miscellaneous :

Other duties as assigned.

Required Qualifications :

Minimum of 1-2 years of experience in a human resources support role.

Knowledge of HR systems and experience with HRIS platforms (experience with UKG Pro preferred).

Understanding of HR compliance regulations and labor laws.

Strong organizational skills with keen attention to detail.

Ability to handle sensitive and confidential information with discretion and professionalism.

Excellent communication skills, both written and verbal.

Proficiency in Microsoft Office Suite, especially Excel.

Preferred Qualifications :

• Familiarity with HR compliance and reporting tools.

Working Conditions :

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)