Responsibilities

• Supports assigned organizations through provision of and/or advice relating to various HR functions and processes, including:
  
  • Team Member relations,
  • HRIS input and update,
  • Compensation and benefits,
  • Diversity and inclusion,
  • Succession and replacement planning.
• Ensures all processes associated with payroll, new hire, transfer and termination transactions are accurate and up-to-date.
• Responsible for Team Members' communication, education and advice on all HR programs and systems.
• Provides excellent customer service to all Team Members.
• Recommends system and process improvements for related HR functions.
• Builds consensus and resolves internal disputes on HR policy and practice decisions.
• Influences others to behave in an ethical manner.
• Ensures compliance and proper application of all federal, state, and local laws, including FMLA, I-9, SOX, and FLSA.
• Ensures client understanding of and compliance with applicable company policies / practices.
• Ensures all legal and employment postings are visible and current.
• Maintains an open-door policy for all Team Members.
• Maintains and oversees Team Members' files.
• Fulfills HR responsibilities associated with all parts of the unemployment process, including responding to claims, appeals, and participating in hearings.

Skills

• Strong understanding of Human Resources concepts, practices, programs, and methodologies.
• Understands company Human Resources policies, practices, and expectations.
• Understands and is able to apply parameters of labor issues including FMLA, ADA, HIPAA, and Leaves of Absence.
• Working knowledge of federal, state, and local Human Resources regulations and how these affect and are applied within WFM.
• Working knowledge of HRMS systems and programs.
• Strong skills in change management.
• Strong computer skills, including Microsoft Office (Word, Excel, PowerPoint), Ultipro, and other HRIS.
• Builds engaging relationships with stakeholders through trust, teamwork, and direct communication.
• Tailors communication approach to specific situations and audiences.
• Provides first point of contact for leadership and / or Team Member questions.
• Demonstrated ability to effectively manage conflict.
• Communicates and demonstrates support for HR decisions even if not consistent with own point of view.
• Makes sound decisions based on available information.
• Gathers, consolidates, and analytically processes information.
• Demonstrates good knowledge of statistics, research methods, measurement concepts, and metrics.
• Engages in preliminary analysis of collected data and reports findings to senior HR Team Members / Team Leaders.
• Analyzes data and reports findings and trends.
• Possesses clear understanding of business objectives of WFM and supported region / stores.
• Understands how effective people and organization management systems can differentiate WFM from the competition.
• Team-player with a positive attitude.
• Works effectively with others, in groups, in cross-functional settings, and with diverse stakeholders internally and externally.
• Displays strong levels of customer service
• Bilingual in English & Korean required

Benefits
•Health, dental, vision insurance
•100% company paid life, long- and short-term disability insurances
•401(k) with 100% company match (up to 5% of salary)
•PTO (15 days first year, -[6 days paid vacation,9 sick days]);(20 days for second year))
•Paid holidays
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)