Salary_interval: Hourly – Non-Exempt
Application_instructions: We are looking for candidates Would you like to be part of a family who loves to take on exciting challenges? Metromont Corporation has been one of the leaders in the construction industry for nearly a century and is currently accepting resumes for Human Resources Coordinator to be part of our dynamic team! This position opening is to be located at ourGreenville, SClocation.
Metromont was founded in 1925 on the principles of faith, honor, and passion, and 96 years later, those values are still the foundation of who we are and everything we do. A third-generation company with a nearly 1,500 associates across six manufacturing facilities in South Carolina, Georgia, Florida, and Virginia, Metromont is a leader and pioneer in the engineering and manufacturing of precast concrete. Most of all, we’re a trusted partner, working side-by-side with our customers from the earliest stages of project design through turnover of the completed structure. In addition to the production of precast concrete, Metromont provides our customers with complementary design and engineering, hauling, erection, and field services to support their full construction needs. Across the eastern seaboard, the southeast, and even as far west as Arizona, our customers rely on us to provide innovative precast solutions and the best quality for their parking structures, data centers, multifamily housing, office buildings, warehouses, schools, and stadiums. And we do, because a trusted partner is who we are – and who we’ve been for nearly a century.
- Work with hiring managers and Human Resource partners to manage full-cycle recruitment process, including job ad placement, applicant screening, pre-employment screening/testing, new hire paperwork, and onboarding including proper completion of the Form I-9.
- Manage vendor relationships with regional staffing agencies for the placement of temporary personnel, partner with regional unemployment office for recruitment of associates for available positions.
- Coordinate new hire safety training with Safety Department.
- Act as liaison to facilitate associate questions/concerns regarding benefits plans, payroll, leave of absence and workplace issues.
- Escalate any benefit vendor performance issues to the Corporate Benefits Department.Perform routine tasks required to administer and execute human resource programs including but not limited to compensation, benefits, and leave; disciplinary matters; disputes and investigations; performance and talent management; productivity, recognition, morale, training, and development.
- Process changes in status including salary adjustments and garnishments, reimbursement requests, and assist associates with address, dependent, and direct deposit change notifications.
- Prepare termination paperwork and conduct exit interviews.
- Collaborate with other members of the Human Resources team to ensure application and compliance with relevant company, EEOC, Department of Labor, and other Federal and state regulatory requirements.
- Review time clock system daily for accuracy and rectify any missing or inaccurate information.
- Communicate with Corporate Payroll Department in regards to temporary work assignments.
- Thoroughly document incidents of misconduct and be able to present investigation findings to outside entities, such as Workers’ Compensation carrier and unemployment agency.
- Must have customer service mentality
- Able to organize information and records
- Maintains an organized work area and can access information from various sources quickly
- Attention to detail and accuracy
- Has processes in place to personally assure that their work is complete and free from errors
- Able to take the facts surrounding a situation and communicate those facts, even when they are in conflict with what appears to be the desired outcome, without becoming emotionally involved or agitated
- Demonstrates good judgement
- Able to interact with associates at all levels
- Understanding of state and federal employment, benefit, and payroll laws and regulations
- Able to maintain confidentiality of company and associate information
- Clear and effective written and verbal communication skills
- Adherence to HIPAA and other confidentiality practices is of the utmost importance
- Proficient with Microsoft Office products including Word, Excel, and Outlook
- Able to adapt to changes in work schedules, tasks, or processes
- Bachelor’s degree in Human Resource Management or related field (Employee Relations, Organizational Development, or Business Administration) or a minimum of 3 years’ experience as a Human Resources Generalist
- PHR certification or other specialized Human Resources training is a plus
- Experience with payroll administration and understanding of FLSA regulations preferred
Equal Opportunity Employer
Metromont Corporation (Company) is an equal opportunity employer. The Company is committed to the spirit and letter of all federal, state and local laws and regulations pertaining to equal opportunity. To this end, the Company does not discriminate against any individual with regard to race, color, religion, sex, gender identity, sexual orientation, pregnancy (including medical needs due to pregnancy, child birth or other medical conditions), national origin, age, disability, genetic information, veteran status, or other protected status. This Policy extends to all terms, conditions and privileges of employment, as well as the use of all Company facilities.
The Company is also committed to making reasonable accommodations based on an individual’s disability, religion, pregnancy, childbirth and related medical conditions (including, but not limited to, lactation), or any other protected status where a reasonable accommodation is required under the law.
No form of unlawful discrimination, unlawful harassment, unlawful refusal to reasonably accommodate or unlawful retaliation will be tolerated.
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)