The Human Resources plays a critical role in managing the full employee lifecycle, including talent acquisition, onboarding, employee relations, compensation, benefits, training, and compliance. This role serves as a key resource for both employees and management, fostering a positive and productive work environment aligned with the company's goals and legal requirements.

Key Responsibilities

1. Talent Acquisition & Onboarding

• Recruitment: Assist in developing recruitment strategies, create and post job descriptions, screen resumes, schedule interviews, and manage the Applicant Tracking System (ATS).
• Hiring & Onboarding: Extend job offers, conduct background checks, manage all new-hire paperwork, and coordinate and lead the new employee orientation and onboarding process to ensure a smooth transition.

2. Employee Relations & Development

• Employee Support: Serve as a primary point of contact for employee inquiries regarding HR policies, benefits, and general workplace issues.
• Conflict Resolution: Assist in resolving employee grievances and disciplinary issues, conducting investigations as necessary, and recommending appropriate corrective actions.
• Performance Management: Support the performance review process, including goal setting, feedback sessions, and providing guidance to managers on performance improvement plans.
• Training: Coordinate and administer employee training programs, including compliance, professional development, and management training.

3. Compensation, Benefits, & Administration

• Benefits: Administer employee benefits programs (e.g., health insurance, 401k, PTO), assist with open enrollment, and handle employee leave requests (e.g., FMLA).
• Payroll Support: Provide support for payroll processing, including tracking hours, managing deductions, and ensuring accurate and timely compensation.
• HRIS & Record Keeping: Maintain accurate, confidential employee data in the Human Resources Information System (HRIS) and personnel files, ensuring data integrity and compliance.

4. Compliance & Policy Management

• Legal Compliance: Ensure the company's HR policies and practices comply with all federal, state, and local employment laws and regulations.
• Policy Implementation: Develop, communicate, and enforce company policies and procedures, including maintaining and updating the employee handbook.
• Workplace Safety: Assist in implementing workplace safety programs and coordinating with management on workers' compensation claims.

Government and Regulatory Compliance

• Document Management: Prepare, submit, and maintain all necessary government-related employment paperwork, permits, and regulatory filings (e.g., tax forms, social security contributions, mandated health/safety forms, labor statistics reports).
• Compliance Monitoring: Stay up-to-date on changes to national, state, and local labor laws and regulations to ensure the company's policies and procedures remain compliant.
• Audit Support: Act as the primary point of contact for external and internal audits related to HR compliance and employee records.
• Record Keeping: Manage and maintain accurate, secure, and confidential employee files, both digital and physical, in line with legal retention requirements.

Employee Benefits Administration

• Benefits Enrollment & Changes: Manage the end-to-end administration of all employee benefits programs (e.g., health insurance, dental, retirement plans, paid time off, life insurance). This includes processing new enrollments, terminations, and changes in status.
• Liaison: Serve as the primary contact for benefits providers and vendors, resolving claims or issues that arise and ensuring smooth plan operation.
• Information Dissemination: Clearly communicate benefit options, eligibility, and plan changes to employees through orientations, presentations, and written materials.
• Leave Management: Administer employee leave programs (e.g., FMLA, sick leave, parental leave) in accordance with company policy and legal requirements.

Qualifications

• Bachelor’s degree in Human Resources, Business Administration, or a related field.
• 1+ years of proven experience as an HR Generalist, HR Coordinator, or in a similar role.
• In-depth knowledge of HR functions, best practices, and labor laws.
• Proficiency with HRIS/HRMS and Microsoft Office Suite (Word, Excel, PowerPoint).
• Exceptional communication and interpersonal skills with the ability to build effective working relationships at all levels.
• Ability to handle sensitive, confidential information with the highest degree of integrity and discretion.