Provide support and guidance to facility management and employees with a focus on consistent employment practices.
Develop, manage and administer various human resource plans and procedures for all facility personnel.
Conduct recruitment: activity to include advertising, internal job posting, application screening, coordination of interviewing, extending offers of employment and completing necessary paperwork.
Maintain personnel files, including training records and all necessary new hire paperwork.
Responsible for leading, motivating and assessing diverse teams, including experienced and junior professionals.
Provide guidance on interpretation of policies and procedures while serving as known expert in subject matter with a broad knowledge and understanding of HR functional areas.
Work with managers to resolve and prevent employee relations issues by coaching and training.
Ensure complete and consistent Human Resources documentation, including but not limited to documentation of disciplinary actions and training compliance.
Timely initial and on-going verification of licenses including background, driving record, professional and other checks as designated by state regulations. Assure necessary action taken expeditiously if policy standards are not met.
Advise managers on performance management, workforce planning and compensation.
Enter and maintain all employee information in UltiPro (HRIS).
Bachelor's degree in Human Resources, business or related field required.
Three to five years’ previous experience in a Human Resources related role with demonstrable knowledge of principles and procedures for recruitment, selection, training, compensation, benefits, labor relations and negotiation and human resources information systems required.
Professional certification in Human Resources preferred.
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)
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Job ID: 9b270a8238734cfabd2920e03a7c6f1e
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