HRIS COMPLIANCE COORDINATOR

WELLS: A CAREER WORTH BUILDING Wells is one of the largest prefabricated building solution providers with locations across the central U.S., providing meaningful work in many different regions. We are a family-owned company that has celebrated 70 years of success. At the end of the day, we are a team of creators. Our 1,300 employees across the U.S. play an important role as catalysts, constructors, and community members. They are committed to reducing risk, building confidence, and deliberately planning for partners success – from vision through construction and beyond. Every day, more architects, engineers, contractors, developers, and owners specify Wells precast building components for their construction needs and with this continued success, we are looking to hire a motivated self-starting HRIS – Compliance Coordinator to join our team. The HRIS/Compliance Coordinator is responsible for managing and maintaining the Human Resource Information System (HRIS), ensuring data integrity, and supporting HR functions through accurate data analysis and reporting. This role works closely with the HR department to monitor compliance and provide training. ESSENTIAL FUNCTIONS AND RESPONSIBILITIES: HRIS Management: Maintain and update employee records in the HRIS to ensure accurate and timely data. Troubleshoot and resolve HRIS-related issues, working closely with HR and IT teams. Develop and maintain HRIS user documentation and provide training for HR staff on the system. Generate and analyze HR reports, including employee turnover, demographics, and compliance metrics. Assist with upgrades and system workflow enhancements in the HRIS system. Compliance: Monitor compliance with labor laws and regulations (e.g., FMLA, FLSA, EEO, OSHA) and ensure company policies reflect current requirements. Conduct periodic audits to ensure compliance with internal HR policies and governmental regulations. Assist with internal and external audits, preparing and presenting required documentation. Support policy development and review, ensuring alignment with legal standards and best practices. HR Operations: Collaborate with HR leadership to create workflows and optimize processes within the HRIS. Assist in onboarding/offboarding processes, ensuring compliance with legal and organizational standards. Provide support for benefits administration, employee relations, and performance management processes. Ensure timely and accurate preparation of reports for regulatory filings. Documentation & Reporting: Maintain confidential employee files and ensure that all necessary records are accurate and up to date. Prepare monthly, quarterly, and ad-hoc reports to support HR leadership in decision-making. Stay updated on changes in employment law and ensure that the HRIS is configured to meet any new regulatory requirements. Communication & Training: Serve as the point of contact for HRIS-related questions and system support. Assist with communication of changes in regulations or company policies to HR and management teams. Provide training sessions to ensure all employees are proficient in the use of the HRIS. EDUCATION, SKILLS, AND ABILITIES REQUIRED: Bachelors degree in Human Resources, Business Administration, or related field. 2 years of experience in HRIS management, compliance, and auditing within a Human Resources department. PHR, SHRM-CP, or other relevant HR certifications preferred. Project management skills with the ability to lead process improvements. Strong understanding of federal, state, and local labor laws. Proficiency in UKG HRIS system and MS Office Suite required. Exceptional attention to detail, data integrity, and accuracy. Excellent organizational and multitasking skills. Strong communication and interpersonal skills, with the ability to handle sensitive information confidentially. Possession of a valid drivers license, and the ability to operate a motor vehicle. PHYSICAL REQUIREMENTS/ ADA ESSENTIAL FUNCTIONS: Ability to sit or stand for extended periods of time. Manual dexterity and hand-eye coordination for typing, filing, and using office equipment. Visual acuity and ability to read small print. Hearing acuity and ability to communicate effectively with others. Ability to lift and move office supplies and equipment. Mobility and ability to move around the office as needed. WORKING CONDITIONS: Minimal risk of exposure to unusual elements. Minimal risk of safety precautions. General office environment. This position profile identifies the key responsibilities and expectations for performance. It cannot encompass all specific job tasks that an employee may be required to perform. Employees are required to follow any other job-related instructions and perform job-related duties as may be assigned by his/her supervisor. Wells is an Equal Opportunity/Affirmative Action employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, national origin, gender identity, disability, or protected Veteran status. Wells participates in E-Verify and will provide the federal government with your I-9 Form information to confirm you are authorized to work in the U.S. EMPLOYEE BENEFITS Wells values our employees and is committed to providing a competitive and comprehensive benefits package. We offer paid holidays, health, dental and vision insurance, as well as flex spending for medical and daycare, a health savings account, and 401(k) plan with profit sharing. Well also pay your premium for short- and long-term disability, and life insurance. Please note that the benefits listed here are for non-union employees. Benefits for union employees are covered under separate collective bargaining agreements which can be obtained through their union business agent or their HR representative. 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 contractors legal duty to furnish information. 41 CFR 60-1.35(c)