What are the responsibilities and job description for the Coordinator- HR position at OSI Group?
As a premier global food provider, the OSI Group partners with the world's leading foodservice and retail food brands to provide concept-to-table solutions that delight consumers around the globe.
Join us and discover a work experience where diverse ideas are met with enthusiasm, and where you can learn and grow to your full potential. We're looking for individuals who thrive in an entrepreneurial environment and who enjoy working as a team to deliver unparalleled service and solutions to our customers.
The salary range posted represents the low and high end of OSI's salary range for this position. Salaries will vary based on various factors, including but not limited to, location, education, skills, experience and performance. Base salary is one component of OSI's overall total rewards package. Other components may include bonuses, special pay programs, comprehensive time off, 401k with match and a full suite of benefit offerings for you and your family.
This role is responsible for overseeing human resource policies and programs in the areas of employee relations, labor relations, staffing, EEO / AAP, benefits, and safety for our plant location. Provides direction and counsel regarding human resource aspects of plant operations in a union environment.
Job Responsibilities
- Coordinating all Recruitment & Selection activities (e.g., processing applications, updating recruitment activity spreadsheets, preparation of interview letters, and coordinating the scheduling of interviews, liaison with line managers and recruitment agencies regarding vacancies).
- Maintain HR and benefit files, both electronically and hardcopy. Enroll employees in benefits through the HRIS, process enrollment changes, create new employee HR and benefit file folders, file employment and benefit documents, remove terminated employee files, along with other related daily processing.
- Support HR Manager in educating employees and management on and enforcing company policies.
- Make sure all health and safety regulations are followed.
- Execute all employee termination procedures including advising employees on their rights and any benefits they are entitled to as well as processing any terminations.
- Present any new or additional training materials to employees.
- Foster positive employee relations and work to solve any employee issues that surface or are brought to your attention.
- Make sure all employee records are filed correctly and kept confidential.
- Abide by company enforced HR processes and current employment laws and regulations.
- Support line managers in employee investigations with the HR Manager and provide guidance to them by sitting in any union grievance meetings.
- Prepare and process employee HRIS transaction such as new hires, terminations, promotions, and other job changes.
- Administer service award program, prepare annual, monthly, and quarterly data.
- Responsible for the administration of FMLA / ADA leaves of absences.
- Administer unemployment claims.
- This role has the responsibility to understand and place in practice appropriate safety procedures. This responsibility is achieved through education, training, use of protective equipment (as applicable) and by following safety policies, regulations, standards, and laws.
- Perform other duties as assigned.
Experience & Skills
Education
Work Environment
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)
