Human Resources Administrator (Finance)

Key Responsibilities:

• Maintain accurate employee records, including new hire paperwork, employee changes, and terminations, in compliance with company policies and legal requirements.
• Administer employee benefits programs, including enrollment, updates, and answering employee inquiries.
• Support recruitment activities, such as posting job openings, scheduling interviews, and coordinating onboarding processes.
• Ensure compliance with local, state, and federal labor laws and assist with audits or investigations as needed.
• Handle employee inquiries related to HR policies, procedures, and programs.
• Process payroll changes, such as salary adjustments, tax changes, and leave requests, in collaboration with the payroll department.
• Assist in organizing employee engagement initiatives, training sessions, and company events.
• Prepare and distribute HR-related reports, such as headcount, turnover, and attendance data.
• Manage and maintain HR systems and databases, ensuring data accuracy and confidentiality.
• Serve as a liaison between employees and management to address employee relations concerns.

Qualifications and Skills:

• Proven experience as an HR Administrator, HR Assistant, or a similar role.
• Proficiency in HR software and Microsoft Office Suite (Word, Excel, PowerPoint).
• Exceptional organizational and time-management skills.
• Excellent written and verbal communication abilities.
• High level of discretion and ability to handle sensitive and confidential information.
• Strong problem-solving skills and the ability to work in a fast-paced environment.

Preferred Qualifications:

• Bachelor's degree in Human Resources, Business Administration, or a related field (or equivalent experience) preferred.
• HR certification (e.g., SHRM-CP, PHR) is a plus.
• Experience with payroll systems and benefits administration.

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. 41 CFR 60-1.35(c) Human Resources