What are the responsibilities and job description for the HR Generalist position at Pulice Construction, Inc.?
PRIMARY RESPONSIBILITIES:
- Manages the new hire process to include taking requests from the job site Superintendents, coordinating the request for a referral from the unions, scheduling the new hire orientation.
- Assist with recruiting applicants for open positions by working with hiring managers and conducting prescreen interviews.
- Manage and attend collegiate career fairs.
- Schedule drug screens, MVR checks, and background checks for new hires as needed.
- Conduct E-Verify for every new hire.
- Handle unemployment claims administration, responding to claims filed and participating in hearings when needed.
- Order and maintain company business cards.
- Prepare new hire packets (union and non-union) and keep company forms current and in stock.
- Report new hires semi-monthly on AZ New Hire Reporting website.
- Maintains accurate and up-to-date human resource files, records, and documentation.
- Be the first point of contact for all HR related queries.; refers more complex questions to appropriate senior-level HR staff.
- Maintains the integrity and confidentiality of human resource files and records.
- Performs periodic audits of HR files and records to ensure that all required documents are collected and filed appropriately.
- Assist with payroll functions including processing and filing taxes.
- Assist with filing weekly certified payrolls.
- Performs other duties as assigned.
REQUIREMENTS:
- MUST be English/Spanish bi-lingual.
- Degree in related field or 5 years HR experience.
- Must demonstrate exceptional judgment, discretion, and professional courtesy.
- Familiarity with union labor agreements a plus.
- Experience with UltiPro (UKG) and LCPtracker a plus.
Pre-employment background check and drug screening required
EOE Women/Minorities/Veterans/Disabled
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)
