The Benefits Administrator position is responsible for directing and planning the day-to-day operations of group benefit programs (group health, dental, vision, short-term and long-term disability, worker’s compensation, life insurance, travel and accident plan, flexible spending plan, 401(k) plan and retirement plan). Provide excellent customer service and quality benefit plans.
The Corporate Human Resources Recruiter is responsible for delivering all facets of recruiting success throughout the organization. This will be achieved through the development of local and national recruiting plans, employing traditional sourcing strategies and resources as well as developing new, creative recruiting ideas. The Corporate Human Resources Recruiter will play a critical role in ensuring we are hiring the best possible talent.
Payroll administrators oversee everything that is associated with paying an organization’s employees. This generally includes tracking hours worked and ensuring that employees are accurately paid for their time. It also includes calculating, deducting and processing taxes and social security withholdings, as well as other company-offered benefits.The payroll administrator is typically the first point of contact for employees in matters of time, attendance and payroll. Depending on the size of the company, payroll administration can range from cutting biweekly checks for a few employees, to a complex system involving payment to thousands of employees and contractors.
A payroll administrator’s job duties generally involve issuing and distributing paychecks, managing direct deposits, benefits withholding, payroll deductions, garnishments and levies, flexible spending accounts, federal and state payroll tax deposits and returns, new hire reports, federal payroll summaries, W-2s, wage and hour law compliance, and paid leave, vacation and sick time reporting.
Each organization implements policies for its employees and must adhere to government regulations regarding hiring, training, firing and safety. HR specialists must know federal and state laws in order to help draft and implement these policies for legal compliance and enforceability. They develop employee handbooks, recommend disciplinary action and assist management with terminating employees when necessary. HR specialists process the appropriate paperwork for termination or resignation. They also investigate employee complaints about violation of company policies or government regulations by co-workers or employers.