HR Specialist

Planned Parenthood South Atlantic • Raleigh, NC

9d • $54,338 - $67,973 • Hybrid

About The Position

The Human Resources (HR) Specialist is responsible for performing a broad spectrum of HR functions. They provide administration and oversight to assigned HR functional areas on a professional level. The functional areas include: HRIS administration, benefits and leave administration, workers’ compensation, HR reporting, employee relations, and process improvement. The HR Specialist ensures accurate and timely execution of HR processes, maintains data integrity, supports compliance with applicable laws and organizational policies, and identifies opportunities to improve HR systems, processes, and workflows.

Requirements

• 3–5 years of progressive experience in HR operations, HRIS administration, benefits, leave administration, or a related HR function.
• Demonstrated experience administering and maintaining an HRIS, including employee data management, system transactions, reporting, and maintaining data integrity.
• Demonstrated experience in benefits administration and leave administration, including familiarity with applicable federal and state requirements.
• Experience developing and maintaining HR reports, dashboards, and queries using HRIS or other reporting tools.
• Experience identifying and implementing improvements to HR processes, workflows, and systems.
• Advanced skill level using Microsoft Office, particularly Excel.
• Strong time management, organizational, and follow-through skills.
• Exercises excellent judgment and discretion when handling employee inquiries, interpreting policies, and escalating sensitive issues as appropriate.
• Strong customer service skills and the ability to communicate effectively with employees, managers, and HR team members.
• Knowledge of state and federal employment laws and regulations related to benefits, leave, HR operations, and employee relations.
• Applicants must be authorized to work in the United States.
• We will not consider candidates who need employer sponsorship now or who will need it in the future.

Nice To Haves

• Bachelor’s degree in Human Resources, Business Administration, or a related field, or 6 years related experience in lieu of degree.
• Experience working in a highly regulated environment, health care environment preferred.
• Familiarity with ADP Workforce Now a plus.

Responsibilities

• Maintain HR information and manage relevant employee changes (pay, positions, employment status, etc.) in the HRIS system, coordinating with Finance on payroll related HR data and resolving discrepancies as needed.
• Develop, maintain, and enhance HR reports, dashboards, and queries utilizing appropriate reporting tools in the HRIS.
• Maintain data integrity in HR systems by running queries and reviewing data; provide analysis and information to HR leadership as needed.
• Stay current with HRIS functionality, system updates, and available technologies that support effective HR administration.
• Manage general employment life cycle activities including onboarding, change of status, and termination.
• Administer benefits, including medical, dental, vision, HRA, HSA, FSAs, life insurance, STD/LTD, and other benefits offered in accordance with PPSAT policies.
• Support compliance with applicable laws and regulations related to benefits and communicate relevant changes that may impact PPSAT benefit administration.
• Manage employee benefit changes in a timely and accurate manner, including coordination with Finance on benefit deduction and payroll-related changes as needed.
• In partnership with the benefits broker, Director of People & Culture, and VP of People & Culture, plan and administer the annual open enrollment period. This includes preparation (or revision) and distribution of materials, conducting meetings to communicate changes to employees, and processing changes within deadlines.
• Support year-round benefits education and communication in partnership with the Director of People & Culture and Engagement & Belonging Program Manager, with a focus on helping employees understand and make effective use of available benefits, particularly under-utilized or commonly misunderstood benefits.
• Administer leave and accommodation requests, including those related to the Family and Medical Leave Act (FMLA), the Americans with Disabilities Act (ADA), and others as relevant. This includes communicating with employees and supervisors regarding the status of requests, eligibility, and available paid leave banks that run concurrent with approved leaves.
• Act as the first point of contact for Workers’ Compensation matters. This includes reviewing First Incident Reports submitted following an employee’s exposure, illness, or injury and, if applicable, submitting claims to the workers’ compensation insurance company.
• Lead the interactive process in requests for reasonable accommodations and, in partnership with Director of People & Culture and manager, determine whether there are possible accommodations that would not create an undue hardship.
• Ensure consistent implementation of HR programs and company-wide policies, procedures, and guidelines.
• Collect and compile HR metrics and data from a variety of sources, including the HRIS system, employee surveys, exit interviews, and benchmark data as available. Review data for trends and patterns related to recruitment, hiring, employee engagement, turnover, and compliance with employment laws and regulations.
• Support HR project initiatives as assigned.
• Identify opportunities to develop and/or provide training and education for employees and managers in topics such as timecard approvals, change of status forms, the leave process, reasonable accommodations, 403(b) accounts, and other HR processes.
• Support employee engagement and education initiatives, including employee events and activities, as needed.
• Contribute to a positive work environment by following through on tasks, taking initiative, working with the team, and identifying solutions.
• Adhere to affiliate policies and procedures including meetings and training requirements, ensuring punctuality and attendance, and following personnel policies.
• Identify opportunities to improve HR processes and workflows to increase efficiency, accuracy, and consistency.
• Develop, document, and implement process improvements and system-based solutions in collaboration with HR team members and other stakeholders.
• Identify opportunities to optimize the use of HRIS functionality, workflows, and technology to improve the delivery of HR services.
• Provide first-level support to managers regarding routine employee relations matters involving established policies, procedures, and performance expectations.
• Conduct initial administrative review of reported concerns, including reviewing relevant employee records for prior corrective action and identifying applicable policies or procedures.
• Coordinate with managers to gather appropriate documentation supporting reported concerns, such as attendance records, incident documentation, or other relevant records.
• Assist managers in preparing corrective action documentation, including providing guidance on factual and policy-based language and ensuring the documentation clearly connects the concern to established expectations or policies.
• Coordinate the review and approval process for corrective action documentation with the Director of People & Culture or designated HR leader prior to issuance.
• Maintain appropriate documentation and follow-up for assigned employee relations matters.
• Escalate complex, sensitive, or higher-risk employee relations matters to the Director of People & Culture.

Benefits

• Medical, Dental, and Vision Insurance
• Health Reimbursement Account
• 403B Retirement Plan with matched contributions
• Paid Time Off
• Holiday Pay
• Employee Assistance Program

What This Job Offers

• Job Type: Full-time
• Career Level: Mid Level
• Education Level: Associate degree