LOCATION:  Green Bay

STANDARD HOURS: 40 hours per week. Typical hours Monday - Friday 8:00 am - 4:30 pm; Flexibility required to include other evening and/or weekend hours as necessary.

SALARY RANGE: $58,916 - $65,463 per year

*Salaries/Wages for all finalists (internal and external) will be based upon education, experiences, current wages, and internal equity. 

Required online application available on website:  www.nwtc.edu/jobs

The College is seeking to attract ethnically diverse instructors and staff who can inspire our increasingly diverse student population.  We believe every member on our team enriches our diversity by exposing us to a broad range of ways to understand and engage with the world, identify challenges, and to discover, design, and deliver solutions. We value the ability to serve students from a broad range of cultural heritages, socioeconomic backgrounds, genders, abilities, and orientations. Therefore, we seek applicants who demonstrate they understand the benefits of diversity in a higher education community. Consideration will be given to equity-minded individuals committed to collaborating with faculty, staff, administration, students, and community partners who are also committed to closing equity gaps.  You belong here.  See why you will love working at NWTC. 

POSITION SUMMARY

Responsible for the full cycle talent acquisitions processes for full-time and part-time faculty and learning division support staff of the college.  Coordinates recruitment activity including development and placement of advertising and marketing material utilized in recruitment of new staff and faculty. Ensures compliance with Faculty Quality Assurance (FQAS), Higher Learning Commission (HLC) and accreditation standard requirements for hire of new faculty. Works collaboratively with hiring managers and Talent & Culture colleagues to meet the talent acquisitions needs of the college.

ESSENTIAL FUNCTIONS

Reasonable Accommodations Statement

To perform this job successfully, an individual must be able to perform each essential duty satisfactorily. Reasonable Accommodations may be made to enable qualified individuals with disabilities to perform the functions identified in the job description.

Essential Functions Statement(s)

• Facilitates the full cycle recruitment process for all benefit eligible and part-time instructors and learning division support staff employees including active participation in recruitment strategy sessions, development of job postings, applicant screenings, video interviews, etc.
• Creates and executes active recruitment plans directed towards achieving the college’s strategic hiring goals and continually builds and grows an active candidate pipeline to achieve those goals.

·       Identifies sources of applicants and coordinates outreach and participation at events (i.e. job fairs, job posting, advertisement placement, business connection).

• Works collaboratively with hiring managers and Strategic Business Partners to meet staffing needs as appropriate.
• Reviews credentials and obtains necessary documentation for part-time and K12 instructors; making recommendations for approval or exception plan creation and management. Assures Higher Learning Commission (HLC) compliance.
• Manage part time faculty learning plans and communicate regularly with instructional supervisors and instructors regarding required progress towards compliance. Assign and update learning programs in Workday as necessary to achieve full compliance.
• Assign and update instructor program/course eligibility, monitoring deadlines for attainment and maintenance of Assurance status. 
• Generate contracts for benefit eligible faculty based on offer letter and upon Board of Director approval to hire.
• Collaborate with Faculty Development Consultants on tracking and communication of Faculty Progression Structure moves, and Faculty Quality Assurance statuses.
• Assist with the completion of Workday Human Capital Management (HCM) troubleshooting and upgrade testing. 

POSITION QUALIFICATIONS

Competency Statement(s)

• Values - Demonstrate behaviors and action that support the College’s values - Customer Focus, Everyone Has Worth, Passion and Inspiration, Collaboration, Emotional Intelligence, Results and Accountability, Valuing Talent and Well Being, and Ethics.
• Student Success – Demonstrate behaviors and actions that support student recruitment, retention, and student success initiatives.

• Diversity Oriented - Ability to work effectively with people regardless of their age, gender, race, ethnicity, religion, disability, socio-economic background, or job type.

• Detail Oriented - Ability to pay attention to the minute details of a project or task.
• Organized - Possessing the trait of being organized or following a systematic method of performing a task.
• Reliability - The trait of being dependable and trustworthy.
• Accountability - Ability to accept responsibility and account for his/her actions.
• Customer Oriented - Ability to take care of the customers’ needs while following company procedures.
• Time Management - Ability to utilize the available time to organize and complete work within given deadlines.

SKILLS & ABILITIES

Education: Bachelor’s Degree in human resources or related field.
Experience: Three years related experience in human resources.  Related experience with talent acquisitions in higher education is preferred.

**An equivalent combination of education and work experience may be considered.

Computer Skills

Microsoft Office Suite, human resources information system data base - People Soft experience preferred.

Other Requirements

Must hold a valid driver’s license and be insurable under the Districts standard insurance policy terms.

Velocity Machine

Summary:  The Human Resource Assistant supports the Human Resources department related to all functions: recruiting, hiring, payroll, benefits, terminations, training and administrative duties required at the front desk and for the department. This position will deal with a variety of internal and external customers and will receive direction from multiple managers in the organization regarding tasks and responsibilities. Independent judgment is required to plan, prioritize and organize a diversified workload. All of the work assigned requires high attention to detail and multi-tasking with a friendly and upbeat personality.

Essential Duties and Responsibilities will include the following: Duties may be modified or additional duties assigned.

• Greet visitors at the front desk and handle phone calls in a friendly and professional manner and direct them appropriately.  Must be able to page employees.
• Assist management and front office staff with administrative tasks as needed such as spreadsheets, metrics and presentation documents.
• Post open jobs, review and process resumes, schedule and complete phone interviews, schedule interviews with hiring manager, prepare offer/rejection letters and etc.
• Prepare benefit and 401k folders, complete benefit/401k orientations, enter elections into payroll system (Paychex), spreadsheet and vendor websites, answer related questions and assist with yearly benefits renewal.
• Communicate with the supervisors to ensure performance and compensation reviews are done on a timely basis.
• Assist with annual training reminders, scheduling and updating the HR system.
• Responsible for ensuring there is a back up to front desk when away from desk.
• Maintain company forms and spreadsheets and ensure bins are stocked appropriately.
• Understand and adhere to all company policies and support the mission and values.
• Complete termination and new hire checklists from start to finish, schedule and complete the new hire orientations and exit interviews.
• Completion of Payroll tasks including payroll entry and processing, profit sharing spreadsheet, update wages/review dates and all benefit related tasks.
• All other duties as required.

Qualifications:

• Minimum two years of Human Resource experience preferred.
• Ability to maintain confidentiality and have strong attention to detail and accuracy.
• Strong communication and organizational skills.
• Able to work and adapt as needed to provide support to all levels of the organization. 
• Able to multi-task and remain organized, focused and work independently.
• Strong proficiency with Microsoft including Word, Excel, Outlook and PowerPoint.
• Must be a team player with a positive attitude that works well with all employees in the company.
• Must be friendly and helpful.
• Ability to complete tasks within deadlines and communicate completion when necessary.
• Associate’s Degree preferred but not required; high school diploma or equivalent required.

Physical Demands:

• ·        Required to be able to sit for longer periods of time.
• ·         Move about throughout the office and manufacturing environment.
• ·         Ability to lift up to 25 pounds.

The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

Work Environment:

• Office environment.
• Manufacturing environment.

The above statement reflects the general details necessary to describe the principal functions of the occupation described and shall not be construed as a detailed description of all work requirements that may be inherent in the occupation.

Velocity Machine Inc. is an Equal Opportunity Employer including disability/vets.

Talent Development Manager will work with Leaders to understand areas of opportunity to create and provide training to develop team members and Heartland. This individual will also manage all training compliance and assignments for both internal and external needs. 

Roles and Responsibilities/ Essential Functions:

• Prepare a training and development budget for the organization. Partner with department leads to ensure their needs are included. 
• Analyze training needs to develop new training programs or modify and improve existing programs. 
• Develop and implement programs to address leadership at all stages. This will include an emerging leaders program, onboarding for new leaders, and development paths for leaders identified as part of the succession planning processes. 
• Responsible for all aspects of training program design, including: partnering with leaders to complete a needs analysis, materials development and implementation, and training evaluation/ROI activities. 
• Facilitate development programs in classroom, online, or blended settings to individuals at all levels of the organization. 
• Engage with existing and potential vendors to review and evaluate licensed programs for cost and effectiveness.
• Manage and maintain all aspects of the Learning Management System to include providing robust reporting on participation/utilization of Talent Development programs.
• Coordinate with Partner Relations to ensure that external needs are met for training courses and certifications. Follow up with Partner Relations Team Members to ensure that we receive appropriate credit from vendors (i.e. certification levels, discounts, back end dollars, etc.) 
• Arrange ongoing technical training classes and schedule appropriate certification exams. 
• Assist with other duties, as assigned.

Requirements

Competencies 

• Adaptability: Adaptability looks at the extent to which an individual can fit into a changing working environment. 
• Ambition: Ambition looks at the extent to which an individual demonstrates drive and initiative in seeking personal advancement or recognition. 
• Business Acumen: Business acumen looks at the ability of the individual to understand and discriminate between various business related topics and issues. This includes insight into, and understanding of, specialized business concepts. 
• Communication, Oral: Oral Communication skills looks at the extent to which an individual communicates with economy and clarity, actively engaging in conversations in order to clearly understand others' message and intent, and receives and processes feedback.
• Coaching and Development: Coaching and development looks at the ability of an individual to provide guidance and feedback to help others strengthen specific knowledge/skill areas needed to accomplish a task or solve a problem. 
• Energetic: Energy looks at how much force or stamina the individual can bring to the position. 
• Friendly: Friendliness looks at the ability of the individual to behave in a beneficial, amicable, or favorable manner toward someone.
• Innovative: Innovation is the ability to go beyond the conventional, a willingness to try different solutions, and to encourage new ideas from employees and co-workers.
• Organized: Organizational skills looks at the ability of the individual to be structured and methodical in working skills. 
• Training: Training looks at the ability of the individual to develop a particular skill in others to bring them up to a predetermined standard of work performance. 

Required Experience:

• 3+ years managing organization wide Training & Development efforts.
• Experience managing/maintaining Learning Management Systems

Preferred Experience:

• Human Resources Generalist exposure/experience

Required Skills, Education and/ or Certifications required:

• Bachelor’s Degree in Business, Marketing, Human Resources, Organizational Effectiveness or other equivalent work experience

Preferred Skills, Education and/ or Certifications required:

• SHRM, CPTM, or CPLP Certification

Equal Opportunity Employer - Including Disabled and Veterans

KI has an opening for a full-time Human Resource Generalist to join it’s Corporate HR team in Green Bay. This position is responsible for completing a variety of administrative tasks supporting areas of our recruitment efforts, and a variety of different projects that align with the overall daily operations of the department. 

Please review the opening and apply on-line at www.ki.com/careers

https://us231.dayforcehcm.com/CandidatePortal/en-US/kiinc/Posting/View/5461

ABOUT THE MULVA CULTURAL CENTER
When it opens in fall 2023, the $95 million, 75,000 sq. ft Mulva Cultural Center, located in De Pere, Wis., will be a world-class cultural destination, showcasing the finest traveling exhibits in the world along with unique features including a state-of-the-art theater, educational classrooms, an expansive gift shop, an upscale but casual-feel dining restaurant, event space and more. Guests will experience a culturally creative and diverse environment for education, enlightenment, contemplation and enjoyment.

MULVA CULTURAL CENTER MISSION
The Mulva Cultural Center is the vision of James J. and Miriam B. Mulva, De Pere natives whose immense generosity will provide world-class cultural experiences for generations to come. The Mulva’s envision the center to be a catalyst for community investment and an anchor for De Pere’s ongoing vitality.

FINANCING & OPERATIONS
The design, construction and ongoing operations of the Mulva Cultural Center is managed by the De Pere Cultural Foundation (Mulva Cultural Center) Board of Directors. The project and ongoing operations are being financed by personal donations from the Mulva’s or through grants from the Mulva Family Foundation.

INTRODUCTION / ABOUT THE POSITION
Under the leadership of the VP of Finance and in partnership with other Mulva Cultural Center leadership, the Human Resource Manager will facilitate the administration required for recruitment, interviewing, hiring, onboarding and retention of staff; administering pay and benefits; development and updating of the employee handbook; and exemplifying and enforcing of Mulva Cultural Center culture, core values, policies and practices.

RESPONSIBLITIES INCLUDE, BUT ARE NOT LIMITED TO:

• Partners with the leadership team to understand and execute the organization's human resource and talent strategy particularly as it relates to current and future talent needs, recruiting, retention, and succession planning.
• In partnership with hiring managers, facilitates the administration of talent acquisition and onboarding process, which may include the recruitment, interviewing, and hiring of qualified job applicants; collaborates with departmental managers to understand skills and competencies required for openings.
• Provides employee orientation during the onboarding process and creates learning and development programs and initiatives that promote corporate culture and provide internal development opportunities for employees.
• Administration of employee benefits, including facilitating employee education on offered benefits along with collecting and submitting employee information and notice of change in status to health, dental, life, disability, and other insurance carriers or insurance brokers.
• Provides support and guidance to leadership, and other staff when complex, specialized, and sensitive questions and issues arise.
• Oversees employee disciplinary meetings, terminations, and investigations, ensuring adherence to company policy.
• Ensures compliance with data privacy regulations and best practices.
• Maintains compliance with federal, state, and local employment laws and regulations, and recommended best practices; reviews policies and practices to maintain compliance.
• Maintains knowledge of trends, best practices, regulatory changes, and new technologies in human resources, talent management, and employment law.
• Performs other duties as assigned.

REQUIREMENTS
The ideal candidate will possess the following qualifications:

• Excellent verbal and written communication skills.
• Excellent interpersonal, negotiation, and conflict resolution skills.
• Excellent organizational skills and attention to detail.
• Strong analytical and problem-solving skills.
• Ability to prioritize tasks and to delegate them when appropriate.
• Ability to act with integrity, professionalism, and confidentiality.
• Thorough knowledge of employment-related laws and regulations.
• Proficient with Microsoft Office Suite or related software.

Education and Experience

• Bachelor's degree in Human Resources, Business Administration, or related field required.
• A minimum of five years of human resource management experience preferred.
• SHRM-CP or SHRM-SCP a plus.

Physical Requirements

• Prolonged periods of sitting at a desk and working on a computer.
• Must be able to lift 15 pounds at times.
• Must be able to access and navigate each department at the organization's facilities.

EQUITY, DIVERSITY AND INCLUSION POLICY
The Mulva Cultural Center fosters equity, celebrates diversity and supports inclusion. We acknowledge that diverse backgrounds and voices of visitors, volunteers, trustees, staff and residents represented in our communities make us strong and better equipped to make positive impacts locally, nationally and internationally.

EOE
The Mulva Cultural Center is committed to building a culturally diverse staff and is an Equal Opportunity Employer. The MCC provides equal employment opportunities to all employees and applicants for employment and prohibits discrimination and harassment of any type without regard to race, color, religion, age, sex, national origin, disability status, genetics, protected veteran status, sexual orientation, gender identity or expression or any other characteristics protected by federal, state or local laws.

Reports to: VP of Finance
Classification: Exempt. Full-time. Full MCC benefits
Salary: $75,000 - $100,000
Location: Based in De Pere, WI

TO APPLY
Please send your resume and cover letter to mvanasten@mulvacenter.org

Learn more about the Center by visiting www.MulvaCulturalCenter.com

Follow on Facebook , Instagram and LinkedIn @MulvaCulturalCenter

This position supports the work of the Greater Green Bay YMCA, a leading nonprofit, charitable organization committed to strengthening community through youth development, healthy living and social responsibility. The People Operations & Volunteer Coordinator will perform daily functions of the People Operations department including screening, hiring, and onboarding staff, overseeing volunteer activities within the organization, providing guidance regarding company policies and practices to both managers and employees, and preparing departmental reports and projects that arise.

Essential Functions

• Champion the talent acquisition process; posts open positions internally and externally, monitors candidate flow for all positions, conducts phone interviews and coordinates onsite interviews, as needed. Collaborate with managers on all aspects of the hiring process.
• Maintain excellent candidate and manager experience with attentive responsiveness, prompt follow-through and timely movement of candidates through the talent acquisition process.
• Champion the onboarding process of all new hires to ensure a smooth, welcoming experience; track offer letters, process background checks, assist with completion of required online forms, and facilitating onsite new hire orientation.
• Develop human capital dashboards and metrics that support action planning and decision making.
• Champion the organizations volunteer efforts; maintains volunteer application and records, assists managers in volunteer placement process, and provides activity reports on volunteer participation.
• Creates and maintains relationships with community partners for volunteer recruitment and placement.
• Represents the organization at community events, such as job and volunteer fairs.
• Identify process improvement opportunities and propose more efficient ways of doing work.
• Maintains compliance with federal, state, and local employment laws and regulations, and communicates best practices; reviews policies and practices to maintain compliance.
• Continually engages in education regarding trends, best practices, regulatory changes, and new technologies in human resources, talent management, and employment law.

Qualifications

• Associates Degree in a relevant field, such as business or human resources, required.
• Bachelors Degree in business or human resources, preferred.
• 1 year of work experience providing human resources and/or recruiting related guidance, strongly preferred.
• Strong multi-tasking, organization, follow-through, and time management skills.
• Proven ability to influence leaders at all levels.
• A strong understanding of and ability to drive process improvement initiatives.

Full job description can be found by visiting www.greenbayymca.org/jobs

Join a team making a difference! Oral Health Partnership (OHP) is a nonprofit children’s dental program that provides preventative, diagnostic, and restorative dental services to uninsured and underinsured children ages 0-19. We provide care at our dental clinics, in schools, and at hospitals in Green Bay and surrounding areas.

Job Description

The goal of this position is to maintain and enhance OHP’s team so that we may better serve our patients, community members, and donors. The Human Resource Business Partner will lead and perform routine Human Resources (HR) functions including hiring and interviewing staff, administering benefits, and leave, performance management, recognition, occupational health and safety, training and development, and enforcement of company policies and practices.

Title: Human Resource Business Partner

Reports to: Executive Director

Department/Location: OHP’s Main Street Administrative Offices.

Classification: Full-Time (32 or more hours per week).

Compensation/Benefits: Competitive salary and benefits based on experience.

Required Education: Bachelor’s Degree in Human Resources, Business Administration, or related field.

Ideal Qualifications:

• Minimum of three years of human resource management experience.
• PHR, SPHR, SHRM-CP or SHRM-SCP.
• Excellent verbal and written communication skills.
• Excellent interpersonal, negotiation, and conflict resolution skills.
• Excellent organizational skills and attention to detail.
• Strong analytical and problem-solving skills.
• Ability to prioritize tasks and to delegate them when appropriate.
• Ability to act with integrity, professionalism, and confidentiality.
• Thorough knowledge of employment-related laws and regulations.
• Proficient with Microsoft Office Suite or related software.
• Proficiency with or the ability to quickly learn the organization’s HRIS and talent management systems.

Key Responsibilities:

• Partners with the leadership team to understand and execute the organization’s human resource and talent strategy particularly as it relates to current and future talent needs, recruiting, retention, and succession planning.
• Provides support and guidance to management, and other staff when complex, specialized, and sensitive questions and issues arise; may be required to administer and execute routine tasks in delicate circumstances such as providing reasonable accommodations, investigating allegations of wrongdoing, and terminations.
• Manages the talent acquisition process, which includes recruitment, interviewing, and hiring of qualified job applicants; collaborates with departmental managers to understand skills and competencies required for openings.
• Implements new hire orientation and employee recognition programs.
• Maintains employee records and any HRIS systems.
• Analyzes trends in compensation and benefits; researches and proposes competitive base and incentive pay programs to ensure the organization attracts and retains top talent.
• Administer all benefit programs, such as; Health, Dental, Vision, STD, LTD, Life, Flexible Spending, Health Savings, 401k and Employee Assistance Program (EAP). 
• Creates learning and development programs and initiatives that provide internal development opportunities for employees. 
• Reviews, tracks, and documents compliance with mandatory and non-mandatory training, continuing education, and work assessments. This may include safety training, anti-harassment training, professional licensure, and aptitude exams and certifications. 
• Oversees employee disciplinary meetings, terminations, and investigations. 
• Maintains compliance with federal, state, and local employment laws and regulations, and recommended best practices; reviews policies and practices to maintain compliance. 
• Maintains knowledge of trends, best practices, regulatory changes, and new technologies in human resources, talent management, and employment law.
• Perform any/all other duties as assigned.
• Other duties as assigned.

Please apply at Indeed.com, or email resume to Julie Paavola at juliep@bcohp.org.

Schneider has a Sr. HR Business Partner job open! Come join a fun and experienced team of HR and Business leaders.  You can view the opening and apply on-line at schneiderjobs.com.  

https://schneiderjobs.com/search-office-jobs/details/231604

Position Summary:

Oversee and contribute to the daily activities of the Payroll Team. Responsible for the accurate and efficient processing of payroll for our multi-state, multi-division organization. Play a key role in the relationship with our payroll vendor.

Roles and Responsibilities/ Essential Functions:

• Review time sheets, wage computation, and other information to detect and reconcile payroll discrepancies. 
• Accurately enter Team Member information into the payroll system. 
• Verify attendance, hours worked, and pay adjustments, and post information onto designated records. 
• Audit wages and deductions; and enter data into payroll system, as needed. 
• Audit Team Member information, such as exemptions, transfers, and resignations, to maintain and update payroll records. 
• Process and issue Team Member paychecks and statements of earnings and deductions.
• Keep track of leave time, such as vacation, personal, sick time, FMLA, and LOA for Team Members. 
• Compile Team Member time, production, and payroll data from time sheets and other records. 
• Issue and record adjustments from previous errors or retroactive increases. 
• Provide information to Team Members and Leaders on payroll matters and tax issues. 
• Keep informed about changes in tax and deduction laws that apply to the payroll process.
• Compile reports within the payroll system, as requested from Leaders and colleagues.
• Review and audit time sheets showing Team Members' arrival and departure times to ensure accuracy prior to uploading the data to the payroll vendor. 
• Process quarterly and year-end taxes and reports, as provided by our payroll processor.
• Compute and process prevailing wage rates, as well as submit supporting documentation to clients, as requested.
• Complete, verify, and process forms and documentation for administration of items such as verification of employment, child support, garnishments, and unemployment. 
• Coordinate special programs, such as United Way campaigns, which involve payroll deductions. 
• Ensure compliance with federal, state, and local legal requirements by studying existing and new legislation; enforcing adherence to requirements; advising leadership on needed actions. 
• Lead, mentor and develop the Payroll Team.
• Assists in the recruitment, selection, orientation, and training of payroll employees. 
• Perform other duties, as assigned.

Competencies

• Accountability - Ability to accept responsibility and account for his/her actions. 
• Accuracy - Ability to perform work accurately and thoroughly. 
• Conceptual Thinking - Ability to think in terms of abstract ideas.
• Detail Oriented - Ability to pay attention to the minute details of a project or task. 
• Ethical - Ability to demonstrate conduct conforming to a set of values and accepted standards. 
• Honesty / Integrity - Ability to be truthful and be seen as credible in the workplace. 
• Organized - Possessing the trait of being organized or following a systematic method of 
• performing a task. 
• Project Management - Ability to organize and direct a project to completion.
• Relationship Building - Ability to effectively build relationships with customers and co-workers.
• Time Management - Ability to utilize the available time to organize and complete work within 
• given deadlines. 
• Working Under Pressure - Ability to complete assigned tasks in stressful situations.

Required Experience:

• 3+ years of prior payroll experience

Preferred Experience:

• Processing payroll in Paylocity
• 1 year of leading people

Required Skills, Education and/ or Certifications:

• Bachelor’s Degree, or equivalent work experience
• Proficient in Microsoft Office Suite

Preferred Skills, Education and/ or Certifications:

• Certified Payroll Professional

Equal Opportunity Employer - Including Disabled and Veterans

Job Summary: As HR Manager you will be responsible for the day-to-day operations of the Human Resources department. The HR Manager manages the administration of the human resources policies, procedures, and programs. The HR Manager carries out responsibilities in the following functional areas: Departmental development, employee relations, training and development, benefits, compensation, organizational development, and employment. Leading the Human Resources practices and objectives that will provide an employee-oriented, high-performance culture that emphasizes empowerment, quality, productivity and standards, goal attainment, and the recruitment and ongoing development of a superior workforce.

Supervisory Responsibilities:

• Recruiting

Duties/Responsibilities:

• Manage the administration of the human resource policies, procedures, and programs.
• Promote the safety welfare, wellness, counseling, and health of the workforce.
• Develop and recruit a superior workforce with a culture that emphasizes quality, continuous improvement, and productivity.
• Carry out the responsibilities in the following functional areas: departmental development, employee relations, training and development, benefits, compensation, organizational development, and employment.
• Facilitate all aspects of the employee life cycle
• Coordinate implementation and documentation of services, policies, and programs.
• Report to the President and assist management in achieving company KPI’s.
• Assist and advise company managers about HR issues.
• Implement performance management and improvement systems.
• Conduct payroll processing including maintaining the payroll database.
• Direct company employee and community communication.
• Provide compensation and benefits administration.

Education:

• Bachelor’s degree or equivalent in Human Resources, Business, or Organizational Development.
• Professional in Human Resources (PHR) certification and/or Society for Human Resources Management (SHRM) certification preferred, not required.

Experience:

• 2 years’ experience in Human Resources, preferred.

Required Skills/Abilities:

• Strong Interpersonal Capabilities and employee relations
• Working knowledge of employment law, compensation, and organizational development
• Results Oriented
• Analytical thinking
• Oral and written communication skills