Hr Specialist

Responsibilities:

• Tracks badging and training activities for local / government agencies
• Assists with sourcing and screening candidates for all open positions
• Maintains and tracks recruitment process
• Participates in new hire orientation and ensures all employees complete necessary documentation for payroll, benefits, and work authorization purposes
• Maintains and tracks 90-day reviews for recent hires
• Assists employees with requests and questions regarding benefits, payroll, and HR policies
• Assists with the research, coordination, and implementation of all applicable prevailing wages and associated reporting and communication, both internally and externally.
• Stays current and maintains compliance on recent federal, state, and local laws and monitors labor law updates for changes that affect all areas of HR.
• Assists with random audits on HR compliance and administrative policies, including record keeping requirements, e.g., EEO, AA, personnel files, I-9s, etc.
• Performs other related duties as required and assigned.

Qualifications

• 3+ years' experience in Human Resources required
• Must be highly organized with meticulous attention to detail
• PHR certification and/or bachelor’s degree in human resources a plus
• Bilingual candidates (English / Spanish) a plus
• Previous experience with trade/labor unions and/or collective bargaining agreements is helpful
• Must demonstrate exceptional judgment, discretion, and professional courtesy
• Effective oral and written communication skills, excellent interpersonal skills, and a high degree of confidentiality
• Strong computer skills: Word, Excel, PowerPoint, Outlook and familiarity with HRIS systems
• Well-developed written presentation, organization, and editing skills
• Ability to multi-task and work in high pressure 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)