Job description

Job Summary:

We are seeking a highly motivated and experienced Human Resource Generalist to join our team. As an HR Generalist, you will be responsible for overseeing the entire HR process including but not limited to: Onboarding, Employee Relations, Employee Benefits, Background Checks, Terminations, Employee Retentions etc.

The HR Generalist will play a critical role in maintaining SPC Mechanical’s culture and core values.

Qualification Requirements:

To perform this job successfully, an individual must be able to perform each essential duty satisfactorily. The requirements listed below are representative of the knowledge, skill, and/or ability required. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

Pay: $65,000- 75,000 annually

Qualifications:

• Minimum 3 years or more of experience in Human Resources.
• Bachelor’s Degree is a Plus.
• Exceptional organizational skills and attention to detail.
• Able to learn and train on hiring software such as UKG, Hire Right, and other HR related platforms.
• Knowledge of employment laws and regulations.
• HR certification (e.g., SHRM, HRCI) is a plus.
• This is an in-office position.

Benefits:

• 401(k)
• 401(k) matching
• Dental insurance
• Employee assistance program
• Health insurance
• Paid time off
• Parental leave
• Referral program
• Tuition reimbursement
• Vision insurance

Schedule:

• Fulltime

Work Location:

• Wendell, NC 27591: Relocate before starting work (Required)

If you are a results-oriented individual with a passion for human resources, we would love to hear from you!

People with a criminal record are encouraged to apply.

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)