Human Resources Assistant

The HR Assistant works collaboratively and independently to support field and office employees in all areas of human resources.  Ensuring the highest level of customer service and compliance.

• Assist with extending job offers and verify new hire paperwork is complete. 
• Initiate pre-employment screening processes; Accurately track completion of all items continuously, following up with the prospective new hire as needed to ensure tasks are completed within a timely fashion.
• Notify the appropriate HR Manager immediately if an issue needs to be resolved in order for an individual to complete the pre-employment process or if the projected start date may potentially be affected by pre-employment steps.
• Upon hire, assist with the prep and collection of all required new hire documentation including I-9 forms (including identification and E-Verify), state specific forms, benefits enrollment forms, ID badges, any project-specific badging or other documentation, collect previously obtained certs/licenses, set up Skylight accounts, assist with direct deposit if necessary, etc. 
• Uploads documents into employee document of records to ensure compliance requirements are met.
• Assist with registration paperwork. 
• Confirm all BAT certifications are in place and active.
• Assist in the tracking of an employee’s status in a program as well as the subsequent follow up. 
• Track completed evaluations for the employees within your assigned regions and follow up with field supervision staff to obtain the information.
• Assist with employee transfer and travel paperwork for both permanent and temporary transfers.
• Assist with tracking employee electrical license expirations.
• Track employee special badging.
• Field questions for current and prospective employees.
• Accurately and consistently maintain a variety of tracking tools and reports to include but not limited to onboarding processes, evaluations, contingent employees, corporate-wide employee data, etc. 
• Respond to Unemployment Claims.
• Process termination requests while maintaining compliance in state laws relating to final pay and termination compliance.
• Process and submit hours verifications for employees as requested.
• Manage harassment training tracker and follow up with employees as necessary.
• Special projects and assignments, as needed.

• Must have 1-3 years HR experience.
• Outstanding critical thinking and problem-solving capabilities.
• Strong organizational skills with the ability to multi-task.
• Attention to detail and problem-solving skills.
• Excellent verbal and written communication skills.
• Ability to effectively interpret and communicate details related to policies and processes.
• Intermediate to advanced proficiency with Microsoft Word and Excel.

• The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job.
• This is largely a sedentary role; however, this role may require the ability to lift files, open filing cabinets and bend or stand to complete other administrative functions.

• This role operates in a professional office environment and routinely uses standard office equipment such as computers, phones, photocopiers, etc. 

Bergelectric is proud to offer a comprehensive benefits package, including medical, dental, vision, and a 401k retirement plan with employer matching.

The information contained in the job description is for compliance with the Americans with Disabilities Act (ADA) and is not an exhaustive list of duties performed by this position. Additional duties are performed by the individuals currently holding this position and additional duties may be assigned by the Supervisor or their designee.

Bergelectric is a Federal government contractor and subject to the requirements of the Office of Federal Contract Compliance Programs (OFCCP). We have listed the affirmative action laws that we are governed by and their implementing regulations for your easy reference:

• The Vietnam Era Veterans Readjustment Assistant Act of 1974, as amended (41 C.F.R. 60-300)
• Section 503 of the Rehabilitation Act of 1973, as amended (41 C.F.R. 60-741)