What are the responsibilities and job description for the Human Resources Generalist- Onsite/ Part-Time Ark City, KS position at BARNES?
Ready to make an impact in aerospace? Barnes Aerospace MRO in Arkansas City, KS has an exciting career opportunity for a goal oriented, part-time Human Resources Generalist to support the Arkansas City facility!
In this role, you'll be part of a global team delivering innovative engineering, manufacturing, and repair solutions for commercial and defense aeroengine platforms. As a trusted partner to the world's leading OEMs, MROs, and airlines, we succeed by living our Company Values of Velocity, Integrity, and Teamwork. We move with purpose, do the right thing, and work together to deliver exceptional results for our customers. If you're looking for a collaborative environment where you can grow your career and help shape the future of aerospace, we'd love to hear from you.
Core Responsibilities:
- Administer Human Resources policies, procedures, standards and government regulations in alignment with our VITAL philosophies.
- Acts as liaison between employee and management to answer questions or concerns regarding company policies, practices and regulations.
- Assist with day-to-day HR administrative activities and employee support as required.
- Manage the payroll function for the site and perform bi-weekly payroll as scheduled.
- Perform all onboarding tasks and processes, including conducting new-hire orientations.
- Perform all offboarding tasks and process, including paperwork, and system updates.
- Respond to routine employee questions, escalating more complex issues to appropriate HR leadership for guidance.
- Oversee timekeeping and attendance administration.
- Prepare routine HR reports, spreadsheets, correspondence, and documents as required.
- Support employee engagement activities, meetings, and company events.
- Assist with the facilitation of performance management and employee review processes.
- Maintain a high level of confidentiality when handling sensitive employee and company information.
- Maintain accurate and confidential employee records, files, and HR documentation within the HRIS & HR systems.
- Perform general administrative duties and special HR projects as assigned.
Qualifications:
- Minimum 2 years of practical Human Resources experience, preferably in a manufacturing environment;
- Must possess knowledge of federal and local and employment law;
- Excellent time management, prioritization and organizational skills;
- Strong Microsoft Outlook, Teams, Word, Excel and Power Point.
Education Requirements:
- High school diploma or GED required; some college preferred;
- PFR or SHRM certification a plus!
This job position may include access to controlled information or technology subject to U.S. export control laws. If an applicant does not meet the definition of a "U.S. Person" (which includes U.S. citizens, U.S. lawful permanent residents, and those granted U.S. asylum or refugee status), the Company may be required to obtain an export control license. If the position for which you applied involves access to controlled information or technology subject to U.S. export control laws, then any offer is also contingent on verification of appropriate documentation for the Company to assess whether an export license will be required to employ you in that role, and if it is determined that an export license is required, the offer is also contingent on the Company's determination, in its sole discretion, whether a license application and ongoing administration is prudent under the project's contract parameters and whether an export license can be successfully obtained before you can start in that role. Export license applications may take several weeks to be processed.
This employer is required to notify all applicants of their rights pursuant to federal employment laws. For further information, please review the Know Your Rights notice from the Department of Labor.
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.