As the Human Resources Administrator you will contribute to the Human Resource (HR) Department of The Amenity Collective by providing day-to-day support for the organization.The HR Administrator will focus on administrative tasks; such as, monitor benefit enrollments / billing, maintain employee records in Workday, issue standard offer letters and background checks, etc. You are expected to be the go-to person for answering any questions about paid time off, benefits, self service Workday tasks and more.

ESSENTIAL RESPONSIBILITIES

• Review and reconcile benefits bills (major medical, dental vision, ancillary) on a monthly basis.

• Monitor terminations and life events to ensure personnel receive COBRA information.

• 401(k) management

• Reconcile background check provider (Checkr) bill.

• Complete monthly reporting for Applicant Tracking System (Fountain) and send the Accounting team for the bill back process.

• Prepare and assist HR Business Partners with EEOC annual reporting.

• Handle Evidence of Insurability (EOI) process for all enrollments in life insurance, AD&D insurance, short / long term disability benefits.

• Oversee ACA compliance on a monthly and annual basis.

GENERAL RESPONSIBILITIES

• Review, track, and document compliance with mandatory and non-mandatory training, continuing education, and work assessments. This may include safety training, anti-harassment training, professional licensure, and aptitude exams and certifications.

• Issue offer letters, background checks and other verifications as needed.

• Perform routine tasks required to administer and execute human resource programs including but not limited to compensation, benefits, and leave; disciplinary matters; disputes and investigations; performance and talent management; productivity, recognition, and morale; occupational health and safety; and training and development.

• Handle employment-related inquiries from applicants, employees, and supervisors, referring complex and/or sensitive matters to the appropriate staff.

• Maintain compliance with federal, state, and local employment laws and regulations, and recommended best practices; reviews policies and practices to maintain compliance.

• Maintain knowledge of trends, best practices, regulatory changes, and new technologies in human resources, talent management, and employment law.

• Administers health plans, including enrollments, changes and terminations. Processes required documents through payroll and insurance providers to ensure accurate record-keeping and proper deductions.

• Authorizes Forms I-9, verifies I-9 documentation and maintains I-9 files.

• Build trust amongst employees, lead administrators, management colleagues / actively protect confidential information.

• Actively oversee and maintain onboarding tasks in HCM.

• Review maintain up to date job descriptions.

• Administer employee recognition programs such as updating Employee Anniversaries on the Intranet and sending ecards on employee’s Birthdays.

• Performs other duties as assigned.

SKILLS AND ABILITIES

• Excellent verbal and written communication skills.

• Excellent interpersonal and customer service skills.

• Excellent organizational skills and attention to detail.

• Working understanding of human resource principles, practices and procedures.

• Excellent time management skills with a proven ability to meet deadlines.

• Ability to function well in a high-paced and at times stressful environment.

• Proficient with Google Suite, Microsoft Office Suite or related software.

EDUCATION AND EXPERIENCE

• Bachelor's degree in human resources or related field and/or equivalent experience.

• Two to three years related experience is preferred.

• SHRM-CP credential is appreciated.

• Experience using a Human Capital Management System is required (Workday is preferred).

PHYSICAL REQUIREMENTS

• Prolonged periods of sitting at a desk and working on a computer.

• Must be able to lift up to 15 pounds at times.

NOTE

The specific examples in each section are not intended to be all-inclusive, they represent the typical elements and criteria considered necessary to perform. Other job-related duties may be assigned and could require work outside of duties listed. This description is subject to change, at the sole discretion of the Company, and in no way creates an employment contract, implied or otherwise; “at will” employment remains.