HR (Human Resources) Specialist

HR support of northwest region for MSR and FSR.

General HR support

• Supporting employees and managers in the handling of all human resource-related activities including employee relations, responding to employee questions or concerns, and communicating and interpreting policies and procedures.
• Supporting and serving as a liaison between employees and management.
• Counseling employees and managers in maintaining a productive and positive work environment, including development planning, coaching, etc.
• Advising managers on salary offers and total compensation increases.
• Coordinating workers compensation program, including addressing requests relating to modified duty/early return to work, ADA and litigation.
• Support the new hire onboarding and transfer processes, acting as a liaison between the hiring manager and the recruiting team.
• Conducting employee investigations as needed and ensuring timely and responsible resolutions.
• Consulting with legal counsel as needed.
• Meet with employees at MSR location as well as customer site locations as needed.

Performance Management

• Consulting with and advising management as it relates to maximizing employee productivity through swift and timely resolution.
• Resolving employee performance issues to ensure appropriate corrective action steps are taken, including coaching, verbal/written warnings, and performance improvement plans.
• Assist in the development and implementation of performance management systems and processes.
• Support supervisors in the performance appraisal process and ensure timely completion of evaluations.

Training

• Providing and tracking compliance of required training, including conducting New Employee Orientation, New Manager Orientation, Harassment Awareness and other required training, leadership and management courses.

Data Management and Reporting:

• Maintain accurate HR metrics and reports.
• Enter associate changes (position and rate) into the HRIS system.
• Ensure data integrity for associate information in the HRIS system.

Onboarding/Offboarding:

• Support the Onboarding process as it relates to HRIS/Payroll data entry and support the communication throughout the onboarding process with the employee
• Manage the entire offboarding process for associates, including resignation, termination, and retirement.
• Schedule exit interviews and prepare relevant documentation for voluntary separated associates.
• Ensure the accurate processing of offboarding paperwork and employment termination forms. Provide clear communication to departing associates regarding their final pay, benefits, and any necessary policies or procedures related to their exit.

Benefits Management

• Support annual benefits review and play a part in the decision-making process.
• Support employees by directing them to the proper location or personal regarding benefits support
• Support employees with general benefits related questions
• Compliance
• Ensuring compliance with all state and federal laws and regulations pertaining to Human Resource matters.
• Partnering with internal compliance team to participate in audits conducted by state or federal agencies.
• Monitoring and providing feedback regarding current policies and procedures and proposing or drafting policies and updates as needed.

Requirements

Qualifications

• Strong communications skills (interpersonal, oral and written)
• Must be able to work with employees and leaders at all levels of the organization
• Ability to prioritize workload and self-manage projects, handle multiple tasks and meet strict deadlines
• Strong command of Microsoft Office applications including Excel, Power Point, Word, Teams and Outlook as well as SharePoint and Paycor HR management systems
• Strong analytical and conceptual thinking skills, including the ability to analyze data
• Human Resources experience should include familiarity with and experience in associate relations, associate communications, and labor laws

EDUCATION & EXPERIENCE

• Bachelor’s degree in human resource management, Business, Organizational Management, or comparable discipline required.
• Minimum 3-5 years functional experience
• Knowledge of Federal and State employment laws, Investigation skills, HR technical knowledge in EEO, AA, FMLA, ADA, unemployment, and worker's compensation.
• Ability to make significant contributions to processes and systems.