Human Resources Assistant (TEMPORARY)

18-20 per hour | Posted 15-Oct-2024 (EST) | Woodland, CA, USA | Hourly | Part Time

FLSA Status: Non-exempt

Summary Administers policies relating to all phases of human resources activity by performing the following duties.

Essential Duties and Responsibilities include the following. Other duties may be assigned, and/or certain tasks and/or responsibilities may be allocated to other individuals as approved by appropriate location management.

Maintains knowledge of legal requirements and government reporting regulations affecting human resources functions and ensures policies, procedures, and reporting are in compliance in accordance with corporate Human Resources guidance/policies.

Plans and conducts new employee orientation to foster positive attitude toward company goals.

Keeps records and helps facilitate timely onboarding and enrollment into company benefits plans.

Handles set up or update of employee records in payroll system for new hires, promotions, transfers, performance reviews, and terminations.

Prepares accurate and timely payroll information that facilitates the locations payroll processing on a centralized basis. Ensures all pre-check payroll reporting is reviewed that support 100% accuracy of locations payroll. Coordinates for pay cards to employees as needed.

Provides key support and coordination that ensures ongoing tracking of required employee applicant information for required government reporting EEO1.

Responds to inquiries regarding policies, procedures, and programs and provide direct support and maintenance of workers compensation records for location and coordinates with Corporate Risk Director for any accidents and injuries.

Supports other functional departments at location with reports as needed.

HIPAA Privacy Training and Sanctions

All employees who have access to health information whose confidentially is protected by the HIPAA Privacy Rule are required by the Rule to receive training so that they have an understanding and knowledge of the Privacy Rule that corresponds to their job responsibilities and of the group health plans policies and procedures that impact on their job duties. Training on the requirements of the HIPAA Privacy Rule and the plans health information policies and procedures under the direction of the plan privacy officer is a prerequisite for this position. Employees who violate the requirements of the HIPAA Privacy Rule will be subject to discipline, up to and including termination.

Qualifications

Intermediate knowledge of MS Office: Word, Excel, Outlook, PowerPoint.

Intermediate knowledge of Ulti Pro payroll system preferred.

Strong multi-tasking, organizational, and written and verbal communication skills.

Attention to detail and experience handling sensitive and confidential information.

Strong problem-solving skills with the ability to work independently, take initiative and see projects through to completion.

Ability to maintain a flexible schedule, including working additional hours in order to meet deadlines.

Ability to work in a team manufacturing environment.

Education and/or Experience

6 months experience and/or training; or equivalent combination of education and experience. Proficiency in MS Office Suite required and Ulti Pro preferred.

Champion Home Builders is an Equal Opportunity Employer and all qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity or national origin.

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.