ESSENTIAL DUTIES AND RESPONSIBILITIES
Efficiently and accurately administers TRFG’s corporate-based payroll system, associated policies and procedures, and processes bi-weekly employee payrolls.
Understands all employee insurance and benefit options, educates employees about the same during new hire, open enrollment and life event processes, and ensures benefit providers are notified timely of changes.
Maintains HRIS database and all confidential employee records.
Arranges and directs the new employee orientation process.
Assists employees by answering questions related to payroll and benefits and interpreting HR-related policies and procedures.
Assists Recruiter/HR Generalist with identifying staff vacancies and recruiting, interviewing and selecting applicants as needed.
Interfaces with various agencies such as Worker’s Compensation, Unemployment Insurance, etc.
Assists with data collection for department and/or internal/external Company audits and exams.
Assists with developing, coordinating and implementing improvements for HR processes and operations.
Ensures that all regulatory and Company policies are followed and maintained.
A. Required Education:
Degree in human resources or related field preferred.
Any combination of work experience, training and education will be considered.
B. Required Work Experience:
4-6 years of previous experience in payroll and benefits administration is required. Prior work experience and knowledge of employment law is also preferred.
C. Technology Skills:
D. Required Skills or traits for the position:
- General office equipment including computer and peripherals, copier, scanner, fax, calculator. Telephone, cellular phone, headset usage.
- Prior experience with HRIS preferred.
E. Specialized Training/Certifications:
- Job requires accepting criticism and dealing calmly and effectively with high-stress situations.
- Job requires a willingness to lead, take charge, and offer opinions and direction.
- Job requires being reliable, responsible and dependable and fulfilling obligations.
- Job requires a willingness to take on responsibilities and challenges.
- Job requires being open to change (positive or negative) and to considerable variety in the workplace.
- Job requires being sensitive to others’ needs and feelings and being understanding and helpful on the job.
- Job requires being pleasant with others on the job and displaying a good-natured, cooperative attitude.
- Job requires persistence in the face of obstacles.
Society for Human Resources certification is not required.
PHR, SPHR, GPHR certification is not required.
(Consideration for future certification will be encouraged.)
F. Additional Position Requirements:
Described below are the primary competencies associated with this position.
Human Resource Expertise
Displays knowledge of principles, practices, and functions of effective human resource management.
Manages interactions to provide service and to support the organization.
Gives expert advice; is a knowledgeable resource. Works collaboratively to develop possible solutions, analyze information, and/or to solve problems.
Leadership & Navigation
The ability to direct and contribute to initiatives and processes within the organization.
The ability to effectively exchange information with stakeholders.
Global & Cultural Effectiveness
Shows value and considers the perspectives and backgrounds of all parties.
The ability to integrate core values, integrity, and accountability throughout all organizational and business practices.
The ability to interpret information to make business decisions and recommendations.
The ability to understand and apply information and contribute to the organization’s strategic plan.
4 - 6 years:
4-6 years previous experience in payroll and benefits administration is required.
Bachelors or better in Human Resource Administration or related field
Licenses & Certifications
Exceptional Customer Service Skills
Emp Law Comp
Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities
The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor’s legal duty to furnish information.