1. Maintains all employee documentation as dictated by governing agencies.
2. Manages and tracks all employee disciplinary action.
3. Under HR Director’s direction and final approval, coaches, counsels and guides managers before executing employee disciplinary actions.
4. Maintains and processes all Unemployment Notices of Entitlement and potential charges in a timely, efficient manner. Attends unemployment hearings when necessary.
5. Assists with recruitment tasks as needed (reviews applications, interviews).
6. Acts as an employee relations specialist.
7. Maintains employee personnel files.
8. Ensures compliance with Form I-9 Employment Eligibility Verification; periodically audits Forms I-9.
9. Onboarding of new hires.
10. Manages new hires and terminations in HR/Payroll system.
11. Manages shift changes in WING system.
12. Process payroll entries
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)