Human Resource Specialist - Employer Specific
Competency-based
ONET: 13-1071.01
2
Years
68
Skills
259h
Related instructions
Classroom instruction topics
- HCC Apprenticeship Employer On-Boarding
- HCC Introduction to Human Resource Management
- Staffing, Recruiting and Performance Management
- Employment Law
- Training and Development
- Managing Compensation & Benefits
- Strategic HR Management Key Areas
- Professional Skills
- SHRM Certified Professional (SHRM-CP)
- SHRM-Certified Professional (SHRM-P) Exam Preparation
- Benefits
- Employee & Labor Relations
- HRIS Administration
- HR Recruiting
- Risk Management
- Training & Employee Development
On-the-job training
- Core Work Processes
- Understand and apply human resources policies, procedures, laws, standards, or regulations such as: Equal Employment Opportunity (EEO); Affirmative action guidelines and laws, such as the Americans with Disabilities Act (ADA); Other applicable laws and re
- Acquire knowledge of the hiring process and hiring-related paperwork such as: preparing and/or maintaining employment records such as hiring, termination, leaves, transfers, or promotions; using human resource management system software; informing job applicants of details such as duties and responsibilities, compensation, benefits, schedules, working conditions, or promotion opportunities. Conducting phone-screen interviews, working with hiring managers on all recruitment-related matters and scheduling or conducting new employee orientation.
- Assist leadership in addressing employee relations issues, such as: harassment allegations; work complaints; other employee concerns.
- Maintain and update human resources documents, such as: organizational charts; employee handbooks or directories.
- Conduct background work and provide information, and/or confer with management on business strategies, practices, or policies and/or projects such as: developing or implementing personnel policies or procedures; organizing, preparing, or implementing recruiting or retention programs, analyzing employment-related data and preparing required reports. Providing information and/or training on interviewing, counseling techniques, or documentation of performance issues. Developing or implementing recruitment strategies required for workforce planning/development plans.
- Coordinate with outside staffing agencies to secure temporary employees, based on departmental needs.
- Maintain human resource related data in HRIS information systems or databases; prepare operational reports as needed and inform individuals or internal divisions/organizations of status and/or findings.
- Work Processes - Benefits Specialist (As Assigned)
- Administers benefits and compensation programs as directed such as: ensuring the accuracy of all benefits enrollments in the HRIS to provide vendors with accurate eligibility information; performing quality checks of benefits-related data; determining eligibilities; maintaining and distributing accurate benefits enrollments materials; provides information on retirement benefits program(s); processing paperwork associated with billing and invoicing including verifying charges and producing reports required to support invoiced accounts.
- Assists with new-hire orientations with employer's benefit program such as: obtaining benefits enrollments with benefits service providers; assisting employees with determining eligibility to participate in benefits plans; processing benefits claims and/or plan changes; processing changes to enrollments based on life-status changes (e.g., marriage/divorce, birth/adoption of a child, etc.)
- Responds to benefits inquiries from managers and employees on plan provisions, benefits enrollments, status changes and other general inquiries including assisting with the annual open-enrollment process.
- Processes and administers all leave-of-absence requests and disability paperwork: medical, personal, disability and Family and Medical Leave Act (FMLA) including: accurately and effectively interpreting FMLA, ADA implications related to leaves of absences/disabilities; determining when to seek guidance from leadership / supervisor or legal counsel as needed.
- Responds to 401(k) inquiries and other retirement plan inquiries from managers and employees relating to enrollments, plan changes and contribution amounts including managing the annual catch-up contribution enrollment.
- Work Processes - Employee Relation Specialist (As Assigned)
- Supports workforce management for the organization including projects such as: participating in the career development and internal recruiting efforts within the organization; assisting with all aspects of recruitment efforts such as building internal and external relationships with schools, associations and recruitment agencies/recruiters; assisting with exit interviews including summarizing findings and discussing rends and/or concerns with management and maintaining needed records, such as paperwork related to employment terminations (both voluntary and involuntary separations).
- Administers the equal employment opportunity and affirmative action programs under the guidance of leadership and legal department as needed including participating in quality assurance activities as needed/directed.
- Supports and champions company culture including: maintaining an attitude and philosophy consistent with the company's culture; supporting employee performance, engagement and disciplinary actions such as facilitating conflict management across the organization
- Work Processes - HRIS Administrator (As Assigned)
- Assists with maintaining optimal functioning of the HRIS, including performing duties such as: participating in developing, refining or improving/upgrading systems requirements; participating in the installation, customization, development, maintenance, and upgrade of applications, systems, and modules; making recommendations on these systems components to management for consideration/implementation.
- Provides technical support, troubleshooting, and guidance to HRIS users including managing permissions, access, personalization, and similar system operations and settings for users.
- Identifies features requiring customization and works with programmers to complete these functions and prepare documentation for these additional features such as automated queries, filters, macros, and reports.
- Compiles or assists with the acquisition of complex data reports, summaries, and logs for leadership and HR staff.
- Serves as representative and liaison between HR, information services, external vendors, and other stakeholders for HRIS design and implementation projects.
- Completes F.S. Chapter 119 request and responds to inquires, becomes certified as an EEOC investigator
- Maintains knowledge of trends and developments in HRIS providers, vendors, and technology.
- Work Processes - HR Recruiter (As Assigned)
- Supports, facilitates, and implements all phases of the recruitment process under guidance of recruitment manager(s), director(s) and other leaders including activities such as: collaborating with hiring managers to accomplish processes that support recruitment; drafting detailed/accurate job descriptions, hiring criteria, posting jobs internally and externally; implementing a recruitment advertising plan/process all within the framework of efficient and effective recruitment methods and strategies that align with the organization's needs and recruitment industry standards.
- Screens applications and identifies qualified candidates for hiring managers to consider such as: conducting screening interviews and reporting results; scheduling interviews directly with hiring managers and other stakeholders; helping prepare managers and other stakeholders; helping prepare managers and stakeholders for interview(s); other activities such as writing or otherwise preparing interview questions and other hiring and selection materials.
- Coordinates with the hiring manager and/or other human resource staff during the offer and hiring process, including activities such as: identifying and recommending salary ranges, incentives, start dates, and other pertinent details; ensuring compliance with federal, state and local employment laws, regulations and company policy; scheduling or administering skill, intelligence, psychological, or drug tests for current or prospective employees as needed; conducting pre-employment check such as reference checks, educational credential verification, background and/or financial background check and reports results to management.
- Contact job applicants to inform them of the status of their applications
- Perform searches for qualified job candidates, using sources such as computer databases, networking, internet recruiting resources, media advertisements, job fairs, recruiting firms, or employee referrals.
- Verify application data to determine hiring eligibility.
- Work Processes - Risk Management Specialist (As Assigned)
- Reviews financial data and other information related to business operations in support of management including: gathering and/or compiling data related to risk from internal and external resources; extracting data by a variety of means including document analysis, direct observation and/or discussions; communicating findings to management that identify and explain potential risks including recommendations for potential risk abatement solutions.
- Recommends and/or develops and recommends appropriate risk assessment models or methodologies with guidance from managers and/or leaders to address and mitigate key risk factors.
- Drafts contingency plans to manage business interruptions, volatile market events, and other emergencies and presents to management for feedback, decisions and implementation strategies; executes strategies as directed
- Drafts and/or evaluates risk disclosures and similar documentation.
- Maintains knowledge of existing and developing laws and regulations related to the organization's industry; assesses and explains how new requirements may affect the organization in terms of risk exposure.
- Work Processes - Training Development Specialist (As Assigned)
- Assesses organization-wide training and development needs through surveys, interviews, focus groups, and communication with managers, other training team members, and customer representatives as applicable.
- Assists the training leads with activities including: creating, organizing, planning, and presenting various forms of onboarding, orientation, and training for employees; creates, organizes, plans to ensure that the DOT DFW requirements for Supervisors to know and understand "reasonable suspicion" training is according to Federal Standards
- Creates, edits and/or acquires training procedure manuals, guides, and course materials to meet annual EEO training requirements.
- Trains, manages and leads training efforts for student interns on basic business expectations.
- Maintains records, of all training according to state and Federal tri-annual audit expectations.
- Provides feedback on training materials prepared by instructors as requested.
- Maintains knowledge of the latest trends in training and development and provides this information to management to inform budget preparation; implements budget decisions as directed by leadership including activities such as maintaining financial reports for the training unit and maintaining records.
- Behavioral Competencies
- Participates in team discussions/meetings
- Contributes to team discussions
- Maintains focus whether working in a team environment or working independently.
- Demonstrates openness to new ideas and change
- Demonstrates ability to deal with ambiguity by exploring, asking questions, etc.
- Knows when to ask for help
- Demonstrates effective group presentation skills
- Demonstrates effective one-on-one communication skills
- Demonstrates effective written communication skills
- Maintains an acceptable attendance record
- Reports to work on time
- Completes assigned tasks on time
- Uses appropriate language in discussions, meetings and written communications
- Demonstrates respect for patients, co-workers and supervisors
- Demonstrates trust, honesty and integrity
- Requests and performs work assignments without prompting
- Appropriately cares for personal dress, grooming and hygiene
- Maintains a positive attitude
- Cooperates with and assists co-workers
- Follows instructions/directions
- Able to work under supervision
- Accepts constructive feedback and criticism
- Follows safety rules
- Takes care of equipment and workplace
- Keeps work area neat and clean
- Meets supervisor's work standards
- Appropriately integrate demands of work and personal life
- Adheres to work policies/rules/regulations
Phone:
+1 ((70) 3) -535
Website:
AlabamaAlaskaAmerican SamoaArizonaArkansasCaliforniaColoradoConnecticutDelawareFloridaGeorgiaGuamHawaiiIdahoIllinoisIndianaIowaKansasKentuckyLouisianaMaineMarylandMassachusettsMichiganMinnesotaMississippiMissouriMontanaNebraskaNevadaNew HampshireNew JerseyNew MexicoNew YorkNorth CarolinaNorth DakotaNorthern Mariana IslandsOhioOklahomaOregonPennsylvaniaPuerto RicoRhode IslandSouth CarolinaSouth DakotaTennesseeTexasUtahVermontVirginiaVirgin IslandsWashingtonWashington D.C.West VirginiaWisconsinWyoming
Made in the USA.