Human Resources Administrator
Smead Manufacturing Company, Inc.
Location
Hastings, East Sussex | United Kingdom
Job description
Smead Manufacturing is seeking a Human Resources Administrator to join the HR Team. The Human Resources Administrator is responsible for administering group benefit programs and employee leaves, as well as providing general support to the HR team in areas such as recruiting and onboarding, performance management, training and development, compensation administration and employee engagement initiatives.
Work Environment: This will be a hybrid role, working 3 days in the office (Tuesday, Wednesday and Thursday) and 2 days remote (Monday and Friday).
Benefits Administration
- Assist employees with new employee benefits orientation and enrollment, and with benefit changes, life events, and terminations.
- Complete 5500 filings, Summary Annual Report distribution, and 1095 reporting.
- Investigates new benefit programs and looks for opportunities to improve existing programs
- Set up and manage open enrollment in HRIS system, including updating benefit plans and rate changes and facilitating the transfer of election files to carriers.
- Maintain user guides & training materials for benefits administration and usage.
Leave Management
- Administer and monitor employee leave of absence programs including Short-Term disability, Family Medical Leave, and Long-Term disability.
HR Administration
- Provides support on the execution and administration of various human resource programs including compensation administration, performance management and employee engagement.
- Assists with recruiting and onboarding process, including scheduling interviews, processing new hire paperwork, preparing onboarding plans for new hires, and preparing their work area.
- Assist with employment-related inquiries from applicants, employees, and supervisors, referring complex and/or sensitive matters to the appropriate staff.
- Keep abreast of regulatory changes affecting benefit plans and ensure compliance of company benefit plans, including COBRA, HIPPA, ACA and ERISA and maintenance of plan documents.
HRIS Administration
- Responsible to maintain employee records in company HRIS (UKG)
- Develop expertise in reporting capabilities in UKG.
- Liaison with Information Technology to manage and trouble shoot on UKG issues with benefits, carrier integrations and reporting.
- Performs other duties as assigned.
Required Skills/Abilities:
- Excellent verbal and written communication skills.
- Ability to act with integrity, professionalism, and confidentiality.
- Excellent interpersonal, negotiation, and conflict resolution skills.
- Excellent organizational skills and attention to detail.
- Excellent time management skills with a proven ability to meet deadlines.
- Ability to prioritize tasks and to delegate them when appropriate.
- Basic knowledge of employment-related laws and regulations.
- Proficient with Microsoft Office Suite.
- Proficiency with or the ability to quickly learn UKG, the organization’s HRIS and talent management systems.
Education and Experience:
- Bachelor’s degree in Human Resources, Business Administration, or equivalent preferred.
- 2+ years of human resources experience required.
- 1+ years HRIS experience, preferably in UKG (UltiPro).
Physical Requirements:
- Prolonged periods of sitting at a desk and working on a computer.
- Must be able to access and navigate each department at the organization’s facilities.
- Outside work 0%
- Travel required 0%
Job Type: Full-time (8 hours, Monday - Friday)
Schedule: This will be a hybrid role, working 3 days in the office (Tuesday, Wednesday and Thursday) and 2 days remote (Monday and Friday).
FLSA Status: Hourly
Department: Human Resources
Smead offers a comprehensive employee benefit program that includes health, dental, vision, life insurance, short-term and long-term disability, a 401k plan, profit sharing, 11 paid holidays and PTO.
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)
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