What are the responsibilities and job description for the Human Resources Assistant position at Wilmington Treatment Center?
ESSENTIAL FUNCTIONS:
- Assist with a variety of HR functions in the facility including employee records, new hire orientation, benefits communications and employee recognition.
- Assist with day to day operations of the HR functions and duties.
- Assist with New Hire Orientation
- Support special projects and events related to these functions and operate under immediate supervision.
- Maintain current employee information, policy and procedure manuals, other communications and distribute as appropriate.
- Responsible for filing all documents in personnel files.
REQUIREMENTS:
- High School Diploma or equivalent
- At least two years' of experience working in an administrative support role
- Working knowledge of Microsoft Office
- Positive attitude and a willingness to learn
PREFERRED:
- Associates Degree in Business or Human Resources
- One of more years' of experience in an HR support role
- One or more year's of experience working in a professional office setting in healthcare
For the 5th consecutive, Newsweek has ranked Wilmington Treatment Center as one of North Carolina’s Best Addiction Treatment Centers. Wilmington Treatment Center is North Carolina's premier substance abuse recovery hospital and rehabilitation center located in the beachside community of Wilmington, NC.
What began as a 22 bed hospital on one campus in 1984 has grown into a 260 bed hospital spanning 3 campuses - and we are still growing! We are a team of professionals dedicated to helping our patients begin their recovery from the disease of addiction. Even though we are growing, we still maintain that feeling of a close knit community. We offer a fantastic comprehensive benefit package, a great team of co-workers as well as the opportunity to make a difference in the lives of those we serve.
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)
