Description

ESSENTIAL DUTIES AND RESPONSIBILITIES

Prepare and maintain employment records related to employee events, such as hires, terminations, leaves of absence, transfers, promotions, etc. via human resources information system software (HRIS).

Assess and select qualified job applicants or refer them to managers; make hiring recommendations when appropriate. Support final recruitment process activities (e.g., finalize job offers, references, background checks, etc.).

Create, implement, and maintain onboarding procedures. Perform onboarding processes for new employees. Schedule or conduct new employee orientations.

Oversee all general office training for all new employees in collaboration with the designated trainer and mentor.

Address employee relations issues, such as harassment allegations, work complaints, or other employee concerns. Investigate employee issues and conflicts and bring them to resolution.

Act as primary point of contact for performance related issues; in conjunction with partners, address, monitor and remedy performance issues with staff; responsible for creating, issuing, monitoring, and following up on performance improvement plans in partnership with managers.

Develop and maintain exit checklist. Conduct exit interviews and ensure that necessary employment termination paperwork is completed.

Establish and maintain interpersonal relationships through active listening, positive conflict resolution, and ethical considerations.

Organize, plan, and prioritize work assignments in accordance with set priorities and company goals.

Maintain and update human resources documents, such as organizational charts, employee handbooks or directories, or performance evaluation forms.

Ensure job descriptions are up to date and compliant with all local, state, and federal regulations.

Confer with management to develop or implement personnel policies or procedures.

Process, verify, and maintain personnel-related documentation, including staffing, recruitment, training, grievances, performance evaluations, classifications, and employee leaves of absence. Comply with OFLA and FMLA regulations.

Conduct and oversee open enrolment process annually.

Provide assistance in administering employee benefit programs and worker's compensation plans. Act as primary point of contact for benefits management with external benefits providers.

Answer questions regarding examinations, eligibility, salaries, benefits, and other pertinent employee-related information.

Ensure onsite legal compliance postings are current and updated; remain current on all Federal, State, and local HR laws and regulations; implement policy changes as needed.

Maintain current knowledge of Equal Employment Opportunity (EEO) and affirmative action guidelines and laws, such as the Americans with Disabilities Act (ADA).

Identify measures or indicators of system performance and the actions needed to improve or correct performance, relative to the goals of the system.

Examine employee files to answer inquiries and provide information for personnel actions.

Develop an active role in the Safety Committee.

Act as company safety officer. Maintain, investigate, and report all incident reports. Recommend improvements and/or changes to increase company-wide safety compliance. Track and report OSHA 300 logs annually.

Requirements