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SalaryPerforms a variety of HR generalist functions at the professional level and carries out duties with a focus on recruiting and leave management. Other duties may include the following areas: benefits, compensation, staffing, employee relations, affirmative action and organizational development. Responsible for placing safety as #1 priority in day-to-day work routine for self and others.
- Must possess working knowledge of business and human resource practices at a level normally acquired through completion of a four-year degree in business administration or Human Resources management or related field or equivalent experience; and
- Two years Human Resources experience.
- Must take all measures necessary to protect networks, devices, programs and data from cyber-attack, damage or unauthorized access.
- May be required to maintain a valid driver’s license.
- Must be legally authorized to work in the United States, no sponsorships considered.
- Subject to pre-employment drug testing and background checks.
- Bachelor’s degree.
- Familiar with Human Resources software applications such as JDE, Oracle or UKG.
- Human resources certification
- Partners with hiring managers and facilitates the recruiting process including job posting, screening, interviews, job offers, background checks and new employee onboarding.
- Establishes and maintains relationships with recruitment sources including employment agencies and educational institutions. Attends careers fairs and supports the Company's Diversity, Equity, & Inclusion efforts.
- Supports the disability and return-to-work process including compliance with the Family Medical Leave Act along with other state leave programs.
- Provides assistance and responds to complex questions from employees and supervisors on policy or benefit questions.
- Performs other tasks and special projects as assigned.
To view our comprehensive and competitive benefits package, click here.
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)
