About the Position
Summary: This position is responsible for completing all general human resource functions and assists with payroll-related tasks.
Essential Job Duties:
1. HR Administration
a. Functions as the “power user” for the Agency’s HR / Payroll system, and inputs accurate employee-related information in a timely manner.
2. Employment Law Compliance
a. Mitigates risk to the Agency by ensuring the organization is compliant with all federal, state, and local laws.
a. Sources, screens, and shepherds over the recruiting process for all open positions until the positions are filled.
4. Employee Relations
a. Addresses and appropriately resolves employee issues to mitigate risk to the Agency; coaches and counsels supervisors as needed
Additional Job Duties:
1. Employment Law Compliance
a. Develops, recommends, implements, and administers the personnel policies and procedures necessary to ensure compliance with all federal, state, and local employment laws.
i. Prepares and maintains an updated Employee Handbook.
ii. Maintains and updates job descriptions for all positions.
iii. Prepares and administers appropriate trainings (e.g. harassment training, and other trainings required by the Agency and/or government).
b. Reporting – Files applicable government mandated reports according to deadlines, including but not limited to, EEO-1, OSHA 300 & 300A, 1095-C, Medicare Part D Disclosure, all ACA reporting (including year-end 1095 reporting), and Form 5500.
c. Unemployment Claim Administration – Receives and responds to all Agency unemployment claim applications. Appeals claims as appropriate and/or directed to do so by senior management.
d. Workers’ Compensation Claim Administration – Receives, responds, and follows through to close all Workers’ Compensation claims when they arise. Coordinates with the Agency insurance carrier and applicable medical carriers to resolve the claim and have the employee return to work as soon as is practicable.
e. Continuously reviews best practices and makes recommendations to the CEO to improve personnel policies, procedures, and practices.
a. Develop and administer an effective recruiting program to source and hire W2 personnel and temporary employees for vacant positions.
i. Recruiting includes, but is not limited to, writing and placing recruitment advertisements, evaluating candidate qualifications, conducting telephone and in-person interviews, and running background and reference checks.
ii. Ultimately accountable for the entire recruiting cycle, from the time a candidate enters the recruiting system to either a) time of hire; or b) eliminating the candidate from consideration. Ensures candidates are moving through the recruiting system efficiently and effectively, without large pauses or gaps in time. Certifies that the steps in the process properly assess knowledge and skills required for the job.
3. Health & Welfare Benefits– (Medical, Dental, Rx, Vision, HSA, FSA, EAP, COBRA, STD, LTD, AD&D, Life Insurance, 401(k))
a. Manages all of the Agency’s health and welfare benefit programs by evaluating options annually, recommending potential changes, and selecting the most cost-effective policies that achieve the Company’s mission and purpose.
b. Administers all of the Agency’s health and welfare benefit programs, including but not limited to, running open enrollment and tracking of participants, change reporting, claim resolution, invoice reconciliation and approval, distributing required notices, completing and submitting applicable reports as mandated by regulations, and ensuring compliance with all federal, state, and local laws (e.g. ACA, ERISA, HIPAA, COBRA).
4. Employee Relations
a. Liaison with department managers concerning special and ongoing personnel functions.
b. Performs, conducts, and administers all actions related to onboarding new hires and off-boarding terminated employees. This includes, but is not limited to, completing new hire or termination paperwork; performing stay or exit interviews; and conducting new hire orientations.
i. Builds, revises, and implements an effective onboarding program for new hires that orients new hires to the entire Agency.
a. Enters applicable payroll data on a timely basis, including but not limited to, the following: pay adjustments for existing employees; setting up new hire payroll; adjusting payroll deductions for Health & Welfare benefit elections; adjusting stipends; and terminating employees from payroll.
a. Communicates pertinent human resources information (both verbal and written) in a timely, appropriate manner to achieve all applicable and relevant Agency outcomes and affiliated deadlines.
7. Other Duties
a. As assigned by the CEO and/or CFO of the Agency
b. Develops and maintains constructive relationships with partners that can address specific Agency challenges (e.g. partnerships with local schools or complementary agencies)
c. Develops favorable community relations in the markets in which the Agency operates
d. Participate in administrative staff meetings and HR discipline-related seminars