Human Resources Specialist

iWorkforce Solutions LP•Houston, TX

3d•Onsite

About The Position

iWorkforce Solutions is seeking an experienced Human Resources Specialist responsible for implementing, actively participating in, and completing HR functions and projects. This role involves assessing and anticipating HR-related needs, ensuring compliance with record-keeping requirements, and accurately interpreting HR policies and labor regulations across company locations.

Requirements

Bachelor's Degree or equivalent practical HR experience.
Extensive experience working with labor unions and administering Collective Bargaining Agreements (CBAs) is strongly preferred / a key qualification for this role.
Proven ability to prioritize responsibilities, handle multiple projects, and meet deadlines in a fast-paced environment.
Proficiency with HRIS platforms, Microsoft Office Suite, and reporting software.
Excellent interpersonal, conflict resolution, and communication skills.
Curiosity regarding emerging technologies (including AI tools) and a willingness to adopt tools that enhance HR effectiveness and efficiency.
All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, disability, or status as a veteran.
Applicants may be required to show proof of U.S. Person status (U.S. citizen, lawful permanent resident, or protected individual under 8 U.S.C. 1324b(a)(3)) or eligibility to obtain required export authorizations.
In compliance with federal law, all persons hired will be required to verify identity and eligibility to work in the United States and to complete the required employment eligibility verification (Form I-9) upon hire.
Completion of a background check and/or drug screening may be required as a condition of employment, in accordance with local laws and client requirements.

Nice To Haves

Extensive experience working with labor unions and administering Collective Bargaining Agreements (CBAs) is strongly preferred / a key qualification for this role.

Responsibilities

Oversee office supply management, mail handling, catering, meeting arrangements, and the creation/reconciliation of department costs (vouchers and invoices).
Create and distribute company-wide announcements and communications.
Maintain a deep working knowledge of departmental and company policies and procedures.
Partner with the HR Director to independently manage and lead HR functions across company locations.
Maintain accurate employee personnel files (physical and electronic, full-time and contract) in compliance with company policies and state/federal regulations.
Process HR transactions (new hires, terminations, transfers, promotions, equity increases, address changes) in the HRIS system in a timely manner.
Generate and maintain key operational and compliance reports (e.g., Affirmative Action Plan, EEO reporting, org charts, labor statistics, headcount, rosters, performance reviews, recall logs, employment verifications).
Review and recommend competitive market wages, promotion rates, and equity adjustments for new and existing hires.
Ensure strict compliance with federal and state labor laws, including wage and hour regulations.
Administer employee programs, including the uniform/safety shoe program, employee ID issuing process, and weekly payroll verification interfaces (hourly and salary).
Maintain required federal and state employment posting boards.
Conduct random gate/attendance audits and address accountability matters as needed.
Serve as a primary liaison between management and union representatives for bargaining units (e.g., IAM and IBEW).
Administer, interpret, and manage compliance for Collective Bargaining Agreements (CBAs), including annual mass contract increases (GWI).
Investigate and actively participate in union grievances in accordance with CBAs and company policies.
Facilitate hourly union staffing actions, such as recalls, job bids, and promotions.
Advise supervisors and managers on employee relations, performance management, and disciplinary actions for both union and non-union personnel.
Conduct objective, confidential investigations into workplace complaints, ethics reports, or policy concerns, recommending appropriate corrective action.
Participate in labor contract negotiations and assist with drafting proposals/counterproposals.
Participate in monthly Union/Management meetings to foster a collaborative, fair, and trust-based relationship.
Partner with hiring managers to write, update, and post internal/external job postings.
Coordinate the candidate lifecycle: schedule interviews, pre-employment screenings, background checks, and reference checks.
Draft and process job offer letters, promotions, and compensation adjustments.
Coordinate with third-party staffing agencies for permanent and temporary staffing needs.
Facilitate interactive new hire orientation sessions and oversee onboarding/offboarding processes across all designated locations.
Conduct exit interviews and ensure the collection, deactivation, and return of company property.
Coordinate employee performance review cycles, salary planning, and notification processes.
Administer talent reviews, including 90-day reviews for salaried new hires and monthly reviews for union new hires.
Maintain compliance, testing, and continuous improvements for all HR-related Sarbanes-Oxley (SOX) controls.
Deliver training sessions for management and staff on HR policies, labor relations, supervisor fundamentals, and harassment prevention.
Partner with the employee engagement committee to plan and execute team engagement events, recognition programs, and quarterly giveaways.