Company: Select Commercial Services

SUMMARY

This position is responsible for managing a broad range of duties to support the daily operations of HR programs within the organization, including benefits support and administration, recruiting and hiring, performance management, employee relations, and corporate culture.

ESSENTIAL DUTIES AND RESPONSIBILITIES

Include the following:

1. Employee Benefits

a. Administer all insurance plans including enrollments and terminations. Ensure accuracy of all benefit enrollments, charges, and employee payroll deductions.

b. Act as company liaison with insurance broker(s) and carriers, fostering effective relationships with representatives.

c. Partner with brokers to obtain employee benefit options annually. Collaborate with Controller on plan selections.

d. Conduct annual open-enrollment meetings for employees. Ensure all related deadlines are met by employees and the company.

e. Provide support to employees and dependents on benefit needs and questions.

f. Verify accuracy of monthly billings from insurance/benefit providers. Work with brokers and carriers to ensure any necessary enrollment or billing corrections/changes are made in a timely manner. Submit approved billings to Accounting for payment.

g. Ensure compliance with COBRA guidelines. Communicate with and assist former employees with needs/questions related to COBRA insurance and premium payments. Manage premium payments to ensure accuracy and timeliness. Forward payments to Accounting for deposit.

2. Corporate Culture / Employee Relations

a. Lead the development of corporate/leadership programs within the sphere of human resources (employee relations, recruitment, compensation, etc.). Support leadership in implementing programs to improve employee experience. Implement and maintain applicable programs.

b. Spearhead corporate culture initiatives by providing guidance, suggestions, and feedback to the Executive Leadership Team. Develop, plan, and maintain such initiatives.

c. Plan corporate and employee events, such as company lunches, socials, team building events, holiday parties, birthday/anniversary celebrations, off-site events, etc.

d. Serve as the company’s employee grievance officer. Investigate and resolve employee issues and conflicts. Involve and/or communicate with applicable managers and/or executive leadership team as appropriate.

3. Recruitment/Hiring

a. Post open positions; screen applicants; interview and evaluate potential candidates.

b. Conduct pre-employment background checks and drug screening, as well as applicable assessments.

c. Conduct new hire orientations and onboarding. Conduct employee exit interviews as needed.

4. Policies/Procedures

a. Maintain company policies and procedures and related documents; update as needed.

b. Maintain the company’s Employee Handbook; update as necessary.

c. Maintain accurate job descriptions for each position, coordinating with applicable managers for accuracy. Distribute to applicable employees as updates are made.

d. Ensure corporate and manager compliance with state and federal HR regulations and guidelines. Educate, coach, and assist managers as needed to facilitate compliance and effective outcomes.

5. Administrative

a. Maintain personnel files in compliance with applicable legal requirements and guidelines.

b. Respond to requests for verifications of employment.

c. Maintain required HR legal postings in all company locations.

d. Respond to unemployment claims on behalf of the company, ensuring all deadlines are met.

e. Process employee quarterly auto expense reconciliations.

6. HRIS Administrator

a. Manage company HRIS system and function as system administrator.

b. Set up new employees in HRIS system.

c. Train employees and managers on effective use of HRIS system.

d. Maintain new hire and onboarding information.

e. Post PTO approvals to corporate SCS Calendar.

f. Manage timekeeping system; train and support hourly employees in use.

g. Ensure managers approve timecards by deadline for each payroll cycle. Review timecards for accuracy (to eliminate errors overlooked by managers). Upload timecards to accounting software by payroll processing deadline for each pay period.

7. Performance Management

a. Provide proactive and relevant advice to leadership to facilitate effective employee relations and performance management.

b. Guide and assist management with effective feedback and coaching of team members.

c. Ensure adherence to protocol when management must address performance or other issues with team members, focusing on effectiveness and compliance with legal regulations and HR guidelines.

d. Overall responsibility for effective employee performance management, including semi-annual performance review program.

8. Other duties as assigned.

SUPERVISORY RESPONSIBILITIES: No direct reports.

QUALIFICATIONS:

Minimum 3-5 years of human resources experience. Competence with HR policies and guidelines, as well as employment-related regulations and compliance requirements. Strong organizational, interpersonal, and written/verbal communication skills. Computer capabilities sufficient for confident general use and ease of learning/using new applications. Experience with HRIS software preferred. Working familiarity with Microsoft Word, Excel and Outlook a plus. Experience as an “HR department of one” is beneficial.

Associate or bachelor’s degree preferred.

*All qualifications and requirements are subject to possible modification to reasonably accommodate individuals with a disability.

Resumes can be submitted to: hr@selectservice.us