Maintains up-to-date employee records by processing employee status changes, completing on-boarding and processing hires, terminations, and other changes as needed through the human resources information system (HRIS) in a timely mannerMonitors, maintains, and confirms employment verification including but not limited to background results, E-Verify, participant backgrounds, fingerprinting process, etc.Responsible for maintaining the HR Help Desk ticketing system and assisting with system maintenance andor technical issuesMaintains accurate listing of complete and incomplete I-9s for all new hires to ensure the agency follows I-9 requirements; Conducts audits of I-9 documentationAssists HR Business Partners (HRBPs), managers and other department leaders with retrieving data and communicating data as requested or as neededConduct weekly audits to ensure all HR data is accurate for payroll processing and reportingSupports HR leadership and assists with various HR projects and processesResponsible for understanding and interpreting HR policies, procedures, or process improvements to internal customersResponsible for maintaining file room records, processing Department of Labor (DOL) Separation notices, and creating employee ID badgesOccasionally assist with reconciling 403B and benefits enrollment data against the payroll register to ensure data accuracy and integrityAssist to resolve administrative issues with carrier representativesAssists with performance evaluations and related changes to ensure all evaluations are completed within the established timeframeAssist with open enrollment and on an as needed basis, supports the Benefits and Compensation Analyst with coordinating and maintaining the day-to-day operations of the Agencys group benefits including group life and health insurance, FMLA, and personal leave administration and records maintenance for all team membersServe as backup for the receptionist desk as neededPerform other duties as assigned,EqualOpportunityEmployerDescription:Equal Opportunity EmployerProtected VeteransIndividuals with Disabilities,PayTransparencyPolicyStatement: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)