HR (Human Resources) Specialist

MSR-FSR•Hillsboro, OR

About The Position

General HR support Supporting employees and managers in the handling of all human resource-related activities including employee relations, responding to employee questions or concerns, and communicating and interpreting policies and procedures. Supporting and serving as a liaison between employees and management. Counseling employees and managers in maintaining a productive and positive work environment, including development planning, coaching, etc. Coordinating workers compensation program, including addressing requests relating to modified duty/early return to work, ADA and litigation. Support the new hire onboarding and transfer processes, acting as a liaison between the hiring manager and the recruiting team. Conducting employee investigations as needed and ensuring timely and responsible resolutions. Consulting with legal counsel as needed. Meet with employees at MSR location as well as customer site locations as needed. Performance Management Consulting with and advising management as it relates to maximizing employee productivity through swift and timely resolution. Resolving employee performance issues to ensure appropriate corrective action steps are taken, including coaching, verbal/written warnings, and performance improvement plans. Assist in the development and implementation of performance management systems and processes. Support supervisors in the performance appraisal process and ensure timely completion of evaluations. Training Providing and tracking compliance of required training, including conducting New Employee Orientation, New Manager Orientation, Harassment Awareness and other required training, leadership and management courses. Orientation can include background checks, drug screen, badging, email set up, communication with clients and employees on a daily basis. Data Management and Reporting: Maintain accurate HR metrics and reports. Enter associate changes (position and rate) into the HRIS system. Ensure data integrity for associate information in the HRIS system. Onboarding/Offboarding: Support the Onboarding process as it relates to HRIS/Payroll data entry and support the communication throughout the onboarding process with the employee Manage the entire offboarding process for associates, including resignation, termination, and retirement. Schedule exit interviews and prepare relevant documentation for voluntary separated associates. Ensure the accurate processing of offboarding paperwork and employment termination forms. Provide clear communication to departing associates regarding their final pay, benefits, and any necessary policies or procedures related to their exit.

Requirements

Bachelor’s degree in human resource management, Business, Organizational Management, or comparable discipline required.
Minimum 3-5 years functional experience
Knowledge of Federal and State employment laws, Investigation skills, HR technical knowledge in EEO, AA, FMLA, ADA, unemployment, and worker's compensation.
Ability to make significant contributions to processes and systems.
Adaptability - Adapts to changes in the work environment; Manages competing demands; Changes approach or method to best fit the situation; Able to deal with frequent change, delays, or unexpected events.
Ethics - Treats people with respect; Keeps commitments; Inspires the trust of others; Works with integrity and ethically; Upholds organizational values.
Initiative - Volunteers readily; Undertakes self-development activities; Seeks increased responsibilities; Takes independent actions and calculated risks; Looks for and takes advantage of opportunities; Asks for and offers help when needed.
Interpersonal Skills - Focuses on solving conflict, not blaming; Maintains confidentiality; Listens to others without interrupting; Keeps emotions under control; Remains open to others' ideas and tries new things.
Motivation - Sets and achieves challenging goals; Demonstrates persistence and overcomes obstacles; Measures self against standard of excellence; Takes calculated risks to accomplish goals.
Oral Communication - Speaks clearly and persuasively in positive or negative situations; Listens and gets clarification; Responds well to questions; Demonstrates group presentation skills; Participates in meetings.
Problem Solving - Identifies and resolves problems in a timely manner; Gathers and analyzes information skillfully; Develops alternative solutions; Works well in group problem solving situations; Uses reason even when dealing with emotional topics.
Professionalism - Approaches others in a tactful manner; Reacts well under pressure; Treats others with respect and consideration regardless of their status or position; Accepts responsibility for own actions; Follows through on commitments.
Written Communication - Writes clearly and informatively; Edits work for spelling and grammar; Varies writing style to meet needs; Presents numerical data effectively; Able to read and interpret written information.
Occasionally (less than 1/3 of the job)
Frequently (1/3 to 2/3 of the job)
Continually (more than 2/3 of the job)
Continually required to stand.
Frequently required to sit.
Continually required to utilize hand and finger dexterity.
Continually required to walk- up to 2 miles per day.
Continually required to talk or hear.
Continually required to perform repetitive tasks
Occasionally required to climb, balance, bend, stoop, kneel or crawl.
Occasionally work near moving mechanical parts
Occasionally work around fumes, airborne particles, or toxic chemicals.
Specific vision abilities required by this job include Close vision; Distance vision; Peripheral vision; Depth perception and ability to adjust focus.
You must be able to wear personal protective equipment, including protective eye wear and hard hat in certain areas of the building

Responsibilities

Supporting employees and managers in the handling of all human resource-related activities including employee relations, responding to employee questions or concerns, and communicating and interpreting policies and procedures.
Supporting and serving as a liaison between employees and management.
Counseling employees and managers in maintaining a productive and positive work environment, including development planning, coaching, etc.
Coordinating workers compensation program, including addressing requests relating to modified duty/early return to work, ADA and litigation.
Support the new hire onboarding and transfer processes, acting as a liaison between the hiring manager and the recruiting team.
Conducting employee investigations as needed and ensuring timely and responsible resolutions.
Consulting with legal counsel as needed.
Meet with employees at MSR location as well as customer site locations as needed.
Consulting with and advising management as it relates to maximizing employee productivity through swift and timely resolution.
Resolving employee performance issues to ensure appropriate corrective action steps are taken, including coaching, verbal/written warnings, and performance improvement plans.
Assist in the development and implementation of performance management systems and processes.
Support supervisors in the performance appraisal process and ensure timely completion of evaluations.
Providing and tracking compliance of required training, including conducting New Employee Orientation, New Manager Orientation, Harassment Awareness and other required training, leadership and management courses.
Orientation can include background checks, drug screen, badging, email set up, communication with clients and employees on a daily basis.
Maintain accurate HR metrics and reports.
Enter associate changes (position and rate) into the HRIS system.
Ensure data integrity for associate information in the HRIS system.
Support the Onboarding process as it relates to HRIS/Payroll data entry and support the communication throughout the onboarding process with the employee
Manage the entire offboarding process for associates, including resignation, termination, and retirement.
Schedule exit interviews and prepare relevant documentation for voluntary separated associates.
Ensure the accurate processing of offboarding paperwork and employment termination forms.
Provide clear communication to departing associates regarding their final pay, benefits, and any necessary policies or procedures related to their exit.