Company Overview:
At Everon, we truly believe that our people are the difference – for our organization, the customers we serve and the communities we protect. When you’re a part of Everon, you’ll have the opportunity to be a part of that difference every day. With more than 100 locations, a deep national presence, and comprehensive portfolio of solutions and services, our employees are always poised for career advancement and growth. For more information, visit www.everonsolutions.com or follow us on LinkedIn.

POSITION SUMMARY:
The HR Administrator will provide support and assist with execution of various Human Resources initiatives including Payroll and Benefits Administration, Policy/Procedure compliance and Special Projects.

RESPONSIBILITIES & DUTIES:

Take a hands-on approach to providing excellent service to the business. A “roll-up-your sleeves" style is critical. Coordinates the planning, scheduling and execution of various human resources initiatives including the collection of information related to payroll, benefits, compensation, special projects, policy/procedure compliance etc. Review pay records in the timekeeping system, time off request corrections, benefit time paid, and add corrections via various methods in various systems as needed. Ensure compliance with federal, state, local and union laws and regulations regarding wages (including prevailing wages), taxes and withholdings Advise Supervisors/Managers and People Ambassadors on the proper action to take regarding payroll best practices, benefit inquiries, compliance initiatives within the guidelines of company policy and Federal and State law. Leverage workforce data and information to inform and guide business-level decision-making. Pro-actively develops partnerships with local/regional business leaders and actively collaborate and communicate with HR team and other appropriate stakeholders to ensure local execution of initiatives and assists with the implementation of solutions to achieve business strategy, and promote employee engagement Investigates and/or partners with HR leadership team to resolve employee concerns. Provides interpretation and counsel on policies and procedures. Drives execution within the line of business. Maintains current knowledge of relevant human resources procedures and practices, and applicable laws.

Education & Work Experience Required:

Bachelor's degree preferred or equivalent work experience required. 3+ years of human resources experience

Core Competencies:

A "roll up your sleeves" style. Influencing and collaboration skills. Highly collaborative and facilitative approach to effectively work in a matrixed organizational model. Change management and partnership skills. High level of interpersonal skills and sound judgement to handle sensitive and confidential situations and information Ability to build and maintain strong relationship with internal business partners and employees. Excellent communication skills with ability to develop clear and concise written and oral communications Demonstrated ability to prioritize and meet deadlines Ability to apply a broad knowledge of principles, practices, and procedures.

Ability to read and interpret applicable documents, materials, policies, procedures, etc. as presented in English.

Other Competencies:

Drive for results. Contributes to the achievement of results using hands-on approach. Customer Focus: Establishes and maintains effective relationships with clients, gaining their trust and respect. Obtains and utilizes customer feedback to improve processes. Manages expectations and communicates effectively, building trust in the process. Decision Quality: Makes good decisions based upon a mixture of analysis, wisdom, experience, and judgment; sought out by others for advice and solutions. Business Acumen: Understands the priorities, agendas and concerns of clients; leverages external sources to gain business savvy and awareness of emerging trends; possesses general knowledge and understanding of business disciplines like Finance, Law, IT and Communications. Accountability: Involves others in establishing objectives, measures and monitoring. Clarifies and assigns roles and accountabilities for tasks and key decisions. Delegates to and empowers direct and indirect staff members. Follows-up to recognize accomplishments and address deficiencies. Conflict Management: effectively confronts and resolves disputes. Sees conflicts and objections as opportunities to create better solutions. Reads situations well, recognizing competing interests, misunderstandings and systemic factors. Doesn't take conflict personally. Dealing with Ambiguity: effectively copes with change, risks and uncertainty. Makes effective, timely decisions without either complete information or guiding precedents. Problem Solving: Defines problems systematically, analyzing causes and effects. Seeks out others as sources of data, ideas and help. Asks penetrating questions to surface hidden problems and discern fact patterns.