Job Description:

POSITION SUMMARY:
The HR Clerk is to provide supportive services to the Human Resource (HR) department. It is responsible for the administrative support of day-to-day office duties. Work with and supports the Corporate Team and Operations team to support and help implement full-cycle recruitment for respective sites. Combines working knowledge to appropriately answer employee questions and seeks guidance to address concerns.

Bilingual preferred

PRIMARY DUTIES AND RESPONSIBILITIES:

• Provide assistance with recruiting, prescreening, interviewing and onboarding in accordance with Affirmative Action Plans.

• Recruits, interviews, and facilitates the hiring of qualified job applicants for open positions; collaborates with departmental managers to understand skills and competencies required for openings.

• Conducts or acquires background checks and employee eligibility verifications.

• Implements new hire orientation and employee recognition programs.

• Input and file New Hire Paperwork and I-9 e-Verify process.

• Serve as a liaison between medical providers and employee to acquire medical documentation for AO candidates.

• Enhance community relationships with local agencies to facilitate full-cycle recruitment for the AbilityOne Program.

• Manage employee data using HRIS systems while ensuring accuracy.

• Maintain all employee records and files and ensure adherence to all regulatory requirements.

• Maintain all employee AbilityOne records and files and ensure adherence to all regulatory requirements.

• Provide optimal customer service and ensure employee satisfaction. Develop and foster relationship(s) with social service agencies serving people with disabilities and participate in job fairs associated with same agencies.

• Perform other duties as directed by HR Manager.

QUALIFICATIONS AND REQUIREMENTS:

Skills/Abilities and Knowledge Required
• Strong interpersonal skills.

• Ability to communicate orally and in writing in a clear and concise manner.

• Ability to effectively work with team members.

• Ability to maintain confidentiality of information.

• Ability to manage time effectively and handle both internal and external conflicts.

• Ability to make decisions and solve problems while working under pressure.

• Detail oriented and strong organizational skills.

• Basic knowledge of local, state and federal employment laws and procedures.

• Basic knowledge of wage and hour laws.

• Knowledge of HRIS system.

• Working knowledge of Microsoft Office Package (i.e. Excel, PowerPoint, Word, etc.).

EDUCATION, SKILLS AND EXPERIENCE:
• High school diploma or equivalent required, plus one year of office/clerical support experience, Bachelor’s Degree preferred.

• Experience working in a multi-location environment.

Additional Eligibility Qualifications
• Ambitious and target focused with a drive to succeed.

• Familiarity with the federal contract industry, AbilityOne Program.

• Work with Community Agencies and/or individuals with disabilities.

TRDI hires many individuals with and without disabilities especially those that are transitioning out of the Armed Services:

If you are self-identifying a disability, please submit supportive documentation (i.e. the official medical/psychological diagnosis signed by the appropriate healthcare provider, along with functional limitations + extent) with the application package for full employment consideration. If you have a Vocational Rehabilitation Counselor (VRC) assigned, you can request a 1-page letter on their official letterhead with the same requested information, to be signed by the VRC. Please fax to 210-572-0408.

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)

Administration

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