Human Resources Coordinator
Mitchell - South Dakota (SD),
Twin City Fan Companies, Ltd.
- Inputs employment data (new information and changes) into UltiPro system.
- Assist in the facilitation of new hire orientation
- Ensure new hires complete benefit enrollment in the appropriate eligibility period
- Manage weekly attendance reporting
- Maintain monthly OSHA reporting log
- Assist in Workers Compensation reporting and follow up
- Provide local FMLA support in conjunction with FMLA Administrator
- Ensures accurate record-keeping, organization, and filing of all related employee personnel files
- Facilitate Annual Service Award Program
- Cross train in other areas of Human Resources to include but not limited to Recruiting, Benefits, Training, Safety, etc.
- Ensures strict confidentiality of employment records and information.
- Provide backup in the processing of HR related invoice by coding with appropriate G/L to submit for approval/processing
- Perform a variety of special projects affecting human resource procedures/policies
- Participate as a member of the Wellbeing Committee and help organize other company events
- Act, live, and behave by TCF Core Values
- Other duties as assigned
- Bachelor’s degree with focus in Human Resources, Business or related field preferred
- 2 year experience working in a professional office environment in an administrative role
- Excellent written and verbal communication skill
- Previous experience using HRIS
PHYSICAL DEMANDS/WORKING CONDITIONS:
- Standard office environment
- Ability to occasionally lift up to 20 pounds
- Ability to occasionally climb, balance, stoop, kneel, reach
- Ability to work extended hours sitting at a computer
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)