The Human Resources (HR) Administrative Assistant supports management-level staff and performs a variety of tasks. The HR Administrative Assistant is responsible for maintaining and managing Aware Recovery Care’s employees files, recruiting, hiring, and training new employees.
Director, Human Resources
Duties & Responsibilities:
- Provide administrative support for HR executives
- Organize and update employee personnel records
- Manage and update several HR databases
- Assist in payroll management, preparation and process
- Maintain schedule and coordinate calendar activities such as interviews
- Assist recruiters in posting jobs and processing resumes
- Answer telephone calls and provide needed information
- Create reports for senior management
- Assist with new employee orientation, on-boarding, and training programs
- Prepare, manage and store paperwork for HR policies and procedures
- Perform miscellaneous job-related duties as assigned
- BS/BA in human resources or similar relevant field
- Minimum 1 year experience as an HR administrative assistant
- Proficient with computer software including G-Suite, Microsoft Outlook, Word, Excel and HR software such as Paylocity
- Knowledge of Recruitment Marketing platforms
- Familiarity with labor laws
- Excellent organizational and time-management skills
- Strong interpersonal/group communication and collaboration skills
- Reliable and supportive team member
- Data-driven mindset
- Demonstrates patience and adaptability in the face of environment and situation fluctuations
- Ability to think creatively
- Effective and efficient work ethic
- Emotional intelligence
Timekeeping & Punching:
- All non-exempt employees are required to use the timekeeping system to record their hours worked. Non-exempt employees are required to clock in/out for time off and other leave tracking purposes.
- Employees should clock in no sooner than five minutes before their schedule shift and clock out no later than five minutes after their scheduled shift. Additionally, employees are required to clock in/out for their designated lunch periods. The length of the lunch period should have the agreement of the employee’s manager. Lunch periods are unpaid time when employees are relieved of all duties. Waiver of the lunch period requires prior approval of the employee’s manager. Under no circumstance may the waiver of the lunch period result in overtime work.
- Should an employee miss an entry into the timekeeping system, the employee will notify their manager as soon as possible for correction. Employees may not ask another employee to clock in/out for them.
- Accurate time reporting is a federal and state wage and hour requirement, and employees are required to comply. Failing to enter time into the timekeeping system in an accurate and timely manner is unacceptable job performance.
- Non-exempt employees are not permitted to work overtime or unscheduled time without prior authorization from their manager. This includes clocking in early, clocking out late, or working through the scheduled lunch period.