POSITION TITLE: - SHRM



POSITION TITLE:Human Resources SpecialistREPORTS TO:Human Resources DirectorSUPERVISES:No oneFLSA STATUS:Non-exemptREVISED:September 2017Basic ResponsibilitiesResponsible for accurately and efficiently administering the Credit Union’s employee benefits, payroll, and compensation programs, serving as subject matter expert and primary staff contact for related inquiries. As principal HRIS resource fulfills all reporting requirements as well as data management responsibilities, including system configuration and maintenance.Essential FunctionsAdminister payroll for the Credit Union with timely and accurate payroll processing, to include accurate payments, withholdings, and hours reporting. Ensure compliance with all regulatory requirements, including state and federal wage/hour rules and tax filings. Administer all Credit Union incentive, variable pay, and bonus programs. Monitor and regularly report on programs to ensure budget guidelines are met.Maintain time off accruals and leaves of absence recordkeeping. Ensure full compliance with all state and federal leave requirements. Serve as primary contact for leaves of absence for both employees and management.Coordinate benefit administration including enrollments, terminations, status changes; serve as the primary resource for benefit-related questions and issues. Reconcile benefit vendor invoices as well as plan contributions, funding, expenses, and disbursements. Ensure plan materials are current and accurate. Prepare, reconcile, and manager all benefit-related filings, to include COBRA, Forms 5500, PCORI, NDT, and ACA.Serve as primary HRIS resource, with responsbility for the development and maintenance of recurring and custom reporting. Complete all reporting for department such as 990, EEO-1, Multiple Worksite Report, and audit requests. Proactively identify reporting needs for department and organization. Responsible for data management to include API/EDT; ensure HRIS/payroll system content is accurate, consistent, and aligned with organization data governance practices. Provide regular and end-of-year compensation reporting and analysis. Monitor employee compensation for internal equity and market alignment as well as budget and compensation guidelines. Perform job evaluation and salary administration services as needed.Provide continous improvement of HRIS/payroll system to optimize use for the department and organization, fully utilizing system capabalities to maximize efficency, ease of use, and productivity. Work with users to identify areas for improvement. Serve as project lead for all new features, enhancement, and upgrades. Manage workers’ compensation and unemployment insurance programs. Complete all filings and requests for information to reduce unnecessary expense and claims experience. Maintain department recordkeeping, including department network directory and employee digital and physical records. Assist with other department projects/activities such as employment verifications, surveys, staff recognition programs, annual United Way campaign, wellness programs, etc.Maintain employee licensure, including mortgage loan originators with the Nationwide Mortgage Licensing System. Follows policy and procedures related to SARs by reporting suspicious activity to the Compliance department. Responsible for ensuring all department personnel are trained and adhere to all BSA, AML, CIP and CDD policies and plete mandatory BSA/AML annual training via online web course.Performs other duties as assigned and may also assist others to complete tasks and work assignments.Education and Skills RequiredEducation & ExperienceTwo to four years of post-secondary education or equivalent years of experience requiredHR certification (PHR, SHRM-CP) preferred Three to five years of prior human resources, benefits, and payroll experience SkillsStrong working knowledge of all regulatory requirements related to benefits administration, including COBRA, ACA, and ERISA is requiredStrong working knowledge of all regulatory requirements related to payroll administration, including state and federal laws and IRC, is requiredStrong working knowledge of all regulatory requirements related to leaves of absence administration, including state and federal laws (ADA, FMLA, WFLA, WFCA) required.Knowledge of payroll accounting, budgeting, and salary administration principlesProven experience with payroll and HRIS administration required; experience with ADP highly desiredA passion for serving others, with exceptional service skills requiredExcellent interpersonal oral and written communication skills. Must be able to communicate complex and sensitive matters with care and adjusted appropriately for the intended audience Utmost discretion in handling confidential information.Solid working knowledge of Microsoft Office suite, particularly Excel. Ability to organize projects, prioritize workflow, and manage multiple tasks simultaneously, while maintaining a high degree of accuracy.Working ConditionsPhysical DemandsFrequent sittingOccasional walking and sittingOccasional lifting up to 20 poundsOccasional pushing, pulling or carrying up to 35 pounds.Occasional bending, squatting, and kneelingFrequent use of hands in repetitive tasks such as simple grasping, twisting/turning of wristsFrequent finger manipulation to perform various clerical duties such as typing, filing, writing, and entering data into the computer systemUse of SensesFrequent oral conversations, in person and on the telephoneAbility to hear or otherwise receive information, and understand that information, from communications in person and on the telephoneFrequent periods of time viewing a computer monitorFrequent clarity of vision at 20 feet or moreFrequent clarity of vision at 20 inches or lessMental DemandsFrequent interaction with credit union employees, members, and vendorsHighly repetitive workFrequent deadlines to meetFrequent attention to detailProblem-solving ability on routine mattersFrequent alertness, precision, and concentration to ensure accuracy of transactionsFrequent performance of basic numeric calculations, as well as writing, reading, comparing, and analyzingEnvironmental DemandsOccasional travel requiredNormal workday with occasional overtimeExposed to potentially hazardous condition, i.e., robbery, kidnappingNOTE: Job descriptions are not intended, and should not be construed to be exhaustive lists of all responsibilities, skills, efforts, or working conditions associated with a job. ................
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