POSITION PURPOSE The Human Resources Coordinator is responsible for new hire onboarding and orientation, benefits administration, leave administration, and strengthening BAC's employer of choice brand to our internal customers. This customer centric role partners with the management team and employee population to provide a high level of internal customer service, and consistent application of benefits and procedures. Working with the Human Resources Business Partner, the Human Resources Coordinator provides support in the areas of employee relations, recruitment and selection, compensation and benefits administration, policy administration, and employee training and development.
PRINCIPAL ACCOUNTABILITIES Owns HR Policy documentation and updates as directed. Coordinates all leave administration and manages partnership with external partners to ensure expedited return to work and high service level to the employee. Manage and oversee the open enrollment process. Manage and maintain HR administrative tasks in HRIS systems and databases. Knowledgeable of state and federal HR related laws with the ability to provide guidance to team members at all levels of the organization. Coordinates onboarding and orientation and leads new employee orientation and benefits orientation. Partners with Talent Acquisition Team (TA) to schedule on site interviews both internally and externally- specifically owning the hourly labor staffing and working with outside partners. Coordinates with TA Team for Social Media postings, videos etc. Assists in the development and implementation of HR policies and procedures. Coordinate shop hourly review process and related performance management activities. Maintain an active floor presence among the various departments providing support and promoting communication and employee engagement. Development and updating of HR metrics focused on benefits, performance management, and turnover. Collaborate with regional HR team sharing of best practices and continuous improvement. Coordinates benefits administration to include claims resolution, change reporting, and communicating benefit information to employees. Prepares and inputs employee records including new hires, terminations, shop hourly and non-exempt salary administration. Collaborate with and back up HR Training and Payroll functions. Support a culture of innovation through original thinking to improve processes, methods, systems or services; translates new ideas into business opportunities. NATURE AND SCOPE The Human Resources Coordinator, under the supervision of the Human Resources Business Partner, will provide guidance and direction to the management and employee client base regarding Human Resources processes. This position will require significant interaction with all levels of the organization. May participate in, or lead teams responsible for employee engagement, community outreach, or quality of work experience initiatives.
QUALIFICATIONS Three years of related human resources experience, preferably in a manufacturing environment. Analytical thinking demonstrated by the ability to solve problems using a logical, systematic, and sequential approach to professionally handle employee concerns. Ability to lead moderate projects and initiatives including, setting a vision, establishing and driving timelines, and division of responsibility. Thorough knowledge of employment related law including FMLA, ADA, FLSA, HIPAA, Title VII, and Workers Compensation. Strong collaboration skills with proven ability to build and maintain partnerships and solid working relationships with management and employees. Customer focus with strong influencing skills Drives action and takes a proactive approach to learning and supporting the HR Team. Strong organizational skills with a bias toward action. The ability to operate successfully in a fast-paced environment, embrace change and balance competing priorities. Effective oral communication skills including giving group presentations, contributing to teams, as well as one on one interactions with stake holders and employees. Effective written communication skills including the ability to produce professional documents, emails, and presentations. Strong Microsoft Office skills including charting, and graphing functions in Excel, advanced level user of Word to create documentation, policy, procedures and shared resources, and the generation of compelling communications in PowerPoint. Experience using HRIS and LMS platforms. Demonstrated commitment to precision and accuracy. WORKING CONDITIONS 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 of the job. The position is predominantly an office function and has exposures consistent with an office role with extended periods seated, standing, walking, and entering information on a computer. While performing this job, the employee is regularly required to stand and walk up to 25% of the time. This position requires occasional lifting to 30 pounds and travel up to 10% of the time. Responsibilities of the job require regular interaction with the production floor. Exposures include elevated noise levels associated with a manufacturing environment, fluctuations in temperature ambient conditions as well as intermittent exposure to the weather in and about the yard and dock areas. The job is a Monday through Friday daytime role; however, availability is expected for any of the three operating shifts to support people needs.
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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