This role is perfect for an individual who approaches their work professionally loves to be a part of a team and wants to help us get better every day. If that sounds like you, come join this industry leader!
Job Highlights
The Human Resource Specialist will be a motivated, thoughtful, self-starter who will work closely with the HR Manager to run the daily functions of the Human Resources (HR) department. This role will carry out duties in one or more functional HR areas, such as recruitment and retention, workforce planning, compensation, training, safety support, affirmative action, employment equity programs, policy and legal compliance, time and attendance and payroll, analytics, and Performance Management. This position will act as an advisor to leadership while working with all levels to improve work relationships. The person in this role will also be involved in managing employee relations issues.
Here’s What You’ll Get To Do
Analyze trends and metrics in partnership with the HR team and business leaders to develop solutions, programs and policies related to retention and engagement.
Work closely with management and employees to improve working relationships, building morale, and increasing retention.
Provide guidance and input on talent needs, Workforce planning and succession planning.
Manage and resolve complex employee relations issues. Conduct effective, thorough, timely and objective investigations.
Maintain in-depth knowledge of legal requirements related to day-to-day management of employees, reducing legal risks, and ensuring regulatory compliance.
This position has no direct supervisory responsibilities but does serve as a coach and mentor for other positions in the department and organization.
Some generalist functions: payroll, administrative/recordkeeping tasks related to staffing changes or leaves of absence, etc.
Consult with and provide day-to-day performance management guidance to line management (e.g., coaching, counseling, career development, corrective actions).
Drive full cycle recruiting activities by fully understanding hiring manager needs and delivering an effective interviewing, selection, and onboarding process.
Identify training needs and evaluate effectiveness to ensure success and following up to ensure training objectives are met.
Functioning working knowledge of safety, OSHA, and worker’s compensation.
Analytics and data work through HRIS system.
Performs other related duties as assigned.
What We’re Looking For
Excellent verbal/written communication & presentation skills.
Excellent interpersonal and customer service skills.
Strong organizational skills and attention to detail.
Team oriented with the ability to flex work hours in support of timelines/deliverables/operations.
Time management skills with a proven ability to meet deadlines.
Ability to comprehend, interpret, and apply the appropriate sections of applicable laws, guidelines, regulations, ordinances, and policies.
Ability to acquire a thorough understanding of the organization’s hierarchy, jobs, qualifications, compensation practices, and the administrative practices related to those factors.
Strong analytical and problem-solving skills.
Proficient with Microsoft Office Suite or related software.
Education and Experience Requirements
Minimum of 5 years of experience resolving complex employee relations issues.
Working knowledge of multiple human resource disciplines, including compensation practices, employee relations, diversity, performance management, and federal and state respective employment laws.
Bachelor’s degree preferred.
What OBE Offers You
Competitive pay
Paid time off
10 Holidays (inclusive of 2 floating holidays)
Market competitive 401(k) match
Industry-leading medical, dental, and vision benefits
Short-term and long-term disability coverage
Life Insurance
About OBE
At OBE we strive to build a culture that embraces all employees and creates a great place to work for everyone. We do this by:
Empowering experienced and entrepreneurial managers who have a customer-first focus at all levels.
Building teams of demand creation specialists, technical sales, and local customer sales/support talent.
Identifying a deep bench of talent with diverse backgrounds, experiences, and skill sets to drive robust decision-making and ensure our ability to promote from within.
Executing formalized talent management processes that ensure all employees have the best in market skills
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)
