Associate I, Human Resources

At FNBO, our employees are the heart of our story—and we’re committed to their success! Please see below the details of this career opportunity and how it fits into our organization’s success.

Our Modern, Flexible Workplace:

 

We believe in a Modern, Flexible Workplace, and we are continuously exploring advancements in technology and office environments to make it easier to work from anywhere at any time, allowing for more flexibility in where and how you work. We know that choice and flexibility are important to you. We also recognize that flexible and remote positions can become opportunities for military partners, caregivers, and individuals with disabilities to thrive at our company. We invite you to consider what a Modern, Flexible Workplace can mean for you!

It is anticipated that an incumbent in this role will work onsite for three (3) or more days a week and will have a dedicated workspace when working onsite. Work location is subject to change based on business needs.

Summary of the Job:

 

This role will be accountable for consulting with employees and managers to deliver employment related programs and services including: complex HR transactions and HR system updates; administration of benefits, time, absence and payroll processes; contributing to the delivery of workforce policies; maintaining and updating employment records; administering audit and control processes and coordinating solutions; and leveraging metrics to complete and deliver data-driven analysis.

About This Role:

 

Key areas of expertise include: HR information systems; health, welfare, and retirement programs; labor and employment compliance; and audit processes.

Employment Services:  Deliver consultative services to employees and managers on a broad range of HR programs throughout the employment life cycle including but not limited to: health, welfare, and retirement; time and absence; payroll; tuition reimbursement; and workforce policies.

Support general Tier 1 & Tier 2 services throughout the employment lifecycle and aligned to the defined service expectations including first call resolution.    

Input and effectively process complex HR transactions including new hire, separation, internal transfer, restructure, position adjustment and status.  Create supervisorial organizations.

Employee Engagement: Analyze and diagnosis process and service related issues.  Research, monitor and resolve complex requests and scenarios for employees, managers and HR.  Coordinate across stakeholders to ensure deliverables align to organizational objectives and are completed based on agreed upon solutions.  Ensure root cause issues are escalated and communicated effectively. Provide Workday support and research and advise on system technical issues.

Education & Workforce Policies:  Contribute to delivery of effective workforce policies, both HR and organizational, which align to the Operating Philosophy and support a high level of employee engagement while ensuring regulatory compliance. 

Provide context, education and ensure clarity for employees and managers regarding integration consideration for HR programs.  Advocate and encourage employees and managers to leverage tools, programs and experiences to maximize engagement in existing programs. 

Collect, verify, track and maintain accurate and compliant  employment records including I-9’s, applications, benefit changes and other documents throughout the employee life cycle.  Maintain the off-site storage of employment records. 

Audits & Controls: Participate in external and internal audit processes including creating documentation and conducting research. Lead the audit and control processes for the Safe Act program; time keeping; vendor and benefit administration.  Research, coordinate and resolve any issues and identify and implement process improvements going forward.       

Continuous Improvement:  Evaluate, identify and recommend process and program design improvements and opportunities through root cause analysis and diagnostic patterns.  Proactively advocate for employee and manager centric design standards through day to day and project participation.

Required Skills and Experience: 

• Bachelor’s Degree completed or in process.
• Minimum of 1 – 3 years of progressive experience in HR role with knowledge of payroll, benefits and HRIS system concepts.
• Ability to operate under a high degree of confidentiality and flexibility.
• Excellent interpersonal, written and verbal communication skills.  Must have demonstrated ability to communicate and collaborate effectively.
• Excellent critical thinking, analytical and problem solving skills.
• Must be