HR Assistant

Responsibilities

Assist the Director of Human Resources and the Human Resources Department

• Assisting in all areas, as needed
• Handle the scheduling for various internal and external meetings for the Director of HR

Assist with Performance Management & Organization Development 

• Distribute Performance Appraisals via UltiPro in accordance with the Performance Appraisal timeline (Salary, Clerical and Manufacturing Hourly)
• Help manage and maintain Employee Development Plans (EDPs)
• Manage and maintain Predictive Index (PI) database

Send PIs, create department groups for managers, other tools

• Conduct WorkKeys Assessments as requested

HR Communications

• Compose new hire employee announcements
• Create Digital Display Board (DDB) posts for new hires and promotions
• Create and update posts on Corporate LinkedIn page
• Update HR Corporate website with new content

Recruitment/Retention/New Hire On-Boarding

• Serve as the first point of contact for new employees
• New hire orientation meetings with all corporate employees
• New hire data entry including I-9 and E-verify
• Sending welcome letters and Red Gold gift packages
• Adding all new employees to the proper organizational chart
• Create and distribute new hire announcements and digital display messages (DDBs)
• Create new employee onboarding plan and schedule accordingly via Outlook
• Create personnel files for all salaried employees and corporate office administrative hourly employees
• Maintain/enhance organization staffing by assisting with the recruiting and interviewing; conducting and analyzing exit interviews (via Survey Monkey); recommend and execute changes to enhance retention

Administrative

• Provide employees with accurate and timely information as requested
• Receive and sort incoming mail and properly delivering it to the designated HR personnel
• Maintain supply of original forms for HR use
• Coding invoices and managing the digital invoice process for the HR department
• Miscellaneous office needs

Company Event Coordinator

• Planning and Organizing Red Gold Company Events including
• Annual Red Gold Golf Outing
• Annual Red Gold Family Picnic
• Annual Red Gold Run to Crush Hunger
• Annual Employee Appreciation Dinners
• Company Events (as assigned)

Qualifications

Education and Experience

• Bachelor’s Degree in Business Administration or Human Resources
• 1-3 Years Professional Office Experience
• Computer proficient - MS Office Suite (especially Excel and PowerPoint)

Supervisor Responsibilities

None

Physical Requirements and Working Conditions

• To perform this job successfully, the physical demands listed are representative of those that must be met by an employee
• Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions
• While performing the duties of this job:
• The employee must be able to remain in a stationary position 50% of the time whether that be sitting or standing
• The employee must be able to use fingers to constantly operate a computer or other type of office equipment
• The employee in this position must be able to regularly walk
• The employees must be able to use hands to handle and feel
• The employee must be able to reach with both hands and arms
• The employee must be able to visually detect, perceive, or recognize in near and far distances
• The employee must be able to converse or convey with other individuals
• The employee may occasionally be required to crouch
• The employee may occasionally lift/carry items as heavy as 50 pounds

Food Safety Statement

• All Red Gold positions are responsible for monitoring, record keeping and taking appropriate actions for specific Food Safety Plans, Food Quality Plans and prerequisite program requirements, as well as reporting any food safety and quality issues to management.

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)