QUALIFICATIONS:

• Senior HR generalist experience or 5 years of HR Generalist experience or HR Manager experience
• Experience working in a HRIS system or ATS or HR related system such as SAP, ADP, or Kronos
• Willing to be onsite for 3 days a week. Onsite days are not flexible but the time is. The core hours are 9am-3pm with pre-approved time exceptions
• Experience with LOA (Leave of absence knowledge), workers comp, employee relations, investigations, having tough conversations, disciplinary action reviews, onboarding, new hire orientation, open enrollment communication, yearly benefits review, and benefit billing review
• Recruiting experience
• Travel required - 30% as needed based on investigations, open enrollment etc

This is a hybrid role! You will be onsite for 3 days a week and remote the other 2 days. No weekends! Onsite days are not flexible but the time is. The core hours are 9am-3pm with pre-approved time exceptions. This is a small team and everyone works really well together. You are not just a number at Transcor! Transcor is a smaller company so there is a family and very personal feel.

• Presenting benefits and benefit trouble shooting (why someone's benefits haven't kicked in, answering benefits questions etc)
• Monthly benefits billing review
• Help recruit - we have a small team of 3 right now and one recruiter for 13 facilities so it's all hands on deck to help fill the openings
• Recruiting management and recruiting audits
• Travel - during open enrollment you will help visit all 13 facilities to present benefits
• Lead day-to-day HRIS administration to include status/position changes, new hire entry, termination entry, EDI set up, transfers, and audit, Open Enrollment and Life Event annual set up and ongoing maintenance.
• Oversee and administer benefits administration to include enrollments, terminations, claim resolution, change reporting, and communicating benefit information to employees.
• Maintain knowledge of trends, best practices, regulatory changes, and new technologies in human resources, talent management, and employment law.
• Responsible for all aspects of COBRA and Leave administration.
• Provides support and guidance to Facility and Central Office management, and other staff when employee relation questions and/or issues arise; may be required to administer and execute routine tasks in delicate circumstances such as providing reasonable accommodations, investigating allegations of wrongdoing, and terminations.
• Responsible for Workers' Compensation to include first reporting, state compliance, and monthly reporting to FSC. OHSA administration and compliance included.
• Serve as first point of contact for unemployment claims to include providing supporting documentation to vendor as requested, attending UI Hearings, and vendor relations.
• Assist HRBP with developing and implementing HR strategies and initiatives primarily focused around policy and procedures and the employee handbook.
• Identify and recommend areas of improvement to internal standard operating procedures, including team restructuring and morale
• Serve as back up for HRBP as needed or required.
• Leads Performance Management process to include 30, 60, 90 and annual evaluations for Facility and Central Office staff.
• Ensure compliance requirements for all federal, state laws related to employment. Consults legal counsel to ensure that company practices comply with federal and state law as needed.
• Maintain compliance with federal, state, and local employment laws and regulations, and recommended best practices; reviews policies and practices to maintain compliance.
• Will be required to perform other duties as requested, directed or assigned.

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)