CTS is a $550 million corporation that employs 3,500+ dedicated people. CTS designs and manufactures electronic components, actuators, and sensors to OEMs in the automotive, communications, medical, defense and aerospace, industrial, and computer markets. The company manufactures products in North America, Europe, and Asia. Founded in 1896 as Chicago Telephone Supply, CTS is headquartered in Lisle, IL.
Job/Position Summary
Human Resources Generalist provides human resources, administrative and office support for the Albuquerque location. The Human Resources Generalist completes clerical duties by providing administrative support to employees, organizing facility events, data entry and maintenance of HRIS systems, onboarding and new hire orientation, employee file management, and miscellaneous recordkeeping requirements in compliance with State and Federal laws.
Primary Responsibilities
Perform Onboarding functions to include but not limited to, requesting background check/drug screening, request IT access, initiate electronic onboarding, complete onboarding paperwork, and hire new hires in HRIS system.
Creating and issuing employee/access badges for workforce.
Maintain personnel/medical employee files that are highly confidential nature.
Process new hires, terminations, and all other changes in HRIS/Payroll systems, ensuring accuracy of employee data.
Provide support for systems data audits and communicate required changes to supervisors/managers as needed.
Supports bi-weekly payroll changes and submits payroll change form to payroll manager. Audit and approve employee payroll.
Coordinate, manage, and execute facility events/activities including all employee engagement activities, community outreach, monthly birthday celebrations and holiday events, etc.
Respond to employee questions regarding benefits, policies, procedures, guidelines by liaising with the appropriate teams within the organization.
Provide weekly/monthly reports to key members of the organization.
Recruitment – conduct phone screenings, coordinate phone interviews, and on-site interviews and help facilitate the hiring of qualified job applicants for open positions; collaborates with departmental managers to understand skills and competencies required for openings.
Work with temp agency on converting temp staff as needed.
Conduce weekly new hire orientation for new employees.
Assist with investigations into employee relations issues.
Assist with performance management programs, employee training and development programs.
Strive for continuous improvement in our processes and provide objective assessments, analysis and guidance in the implementation of new initiatives.
Requirements
High school diploma or equivalent required.
Minimum of two (2) – five (5) years in Human Resources. At least 1 year in a manufacturing environment is preferred.
Knowledge of Human Resources related laws, regulations, and practices.
Proficiency in Microsoft Office Suite with advanced Excel skills. Experience with HRIS and Payroll systems.
Knowledge, Skills and Abilities
Ability to accurately interpret and follow policies, guidelines, and requirements to assist employees and facility leadership team.
Proven success managing multiple projects and priorities, with demonstrated results.
Ability to organize, prioritize and follow-through on assigned tasks.
Ability to maintain strict confidentiality with minimal supervision.
Have good written and oral communication skills with attention to detail and the ability to convey information professionally and tactfully to employees and facility leadership team.
Have excellent administrative, organizational and computer skills.
Ability to collaborate and work well on a team.
Ability to think outside the box and be creative.
Ceridian / Dayforce / Success Factors / Employee Central database a plus.
Bilingual (English / Spanish) – preferred and a plus.
NO AGENCIES PLEASE.
United States EEO Statement
CTS Corporation is an affirmative action/equal opportunity employer who complies with all applicable federal, state and local employment laws. In order to provide equal employment and advancement opportunities to all individuals, employment decisions at CTS Corporation will be based on merit, qualifications, and abilities. It has been and shall continue to be both the official policy and the commitment of CTS Corporation to further equal employment opportunities for all persons regardless of, among other characteristics, race, religion, color, national origin, sex, sexual orientation, gender identity, age, genetic information, status as a protected veteran or status as a qualified individual with a disability, or any other characteristics protected by applicable Federal, State or Local law.
We fully comply with all applicable Department of Labor and EEOC rules, regulations, guidelines, and orders including but not limited to Executive Order 11246 and 41 C.F.R. §§ 60-1.4, 60-250.5(a), 60-300.5(a) and 60-741.5(a). The parties hereby incorporate the requirements of 41 C.F.R. §§ 60-1.4(a)(7), 29 C.F.R. Part 471, Appendix A to Subpart A, 41 C.F.R. § 60-300.5(a) and 41 C.F.R. § 60-741.5(a), if applicable. Except where prohibited by law, all offers of employment are contingent upon successfully passing a background check and drug screening.
ADA accommodation statement: If you require reasonable accommodation in the application process, call Human Resources at 630.577.8811. All other applications must be submitted online.
United States Additional Considerations
It is unlawful in all states where the Company operates, including Massachusetts, to require or administer a lie detector test as a condition of employment or continued employment. An employer who violates applicable laws may be subject to criminal penalties and civil liability. The Company does not require a lie detector test as a condition of employment nor continued employment.
Applicants must have valid work authorization that does not now and/or will not in the future require sponsorship of a visa for employment authorization in the United States.
No agencies, please. We do not accept any unsolicited resumes and are not looking to engage an agency. We receive inquiries from agencies daily. Do not direct any inquiries or emails to hiring managers. It is not our standard practice to utilize agencies; we are a federal contractor and need to comply with the same process for all.
