**Description** + Assess the intern experience from the interns’ perspective and submit recommendation for improvement. + Serves as secondary receptionist and coordinates with Receptionist to ensure front desk coverage is provided during business hours. + Scan and file documents to the Electronic Document Management System as assigned. + Provide support to the recruiting benefit and compensation team. + Assist with HRIS, benefit and compensation-related projects. + Assist in employee events and job fairs (i.e., company picnic). + Assist with Wellness planning activities. + Assist with updating management guidelines/processes. + Take on HR projects and assignments as needed. Minimum Qualifications High school diploma or equivalent. Pursuing or has obtained a degree in Human Resources Management or related field. Strong communication skills; oral and written. Self-starter and ability to work independently with minimal supervision. Technologically adept and advanced Microsoft Office Suite skills. Exceptional analytical, mathematical, organizational, and problem-solving skills. Extremely detailed and accuracy oriented. EEO/AA/M/F/VETS/DISABLED Should you elect to apply for this position, AECC/AECI will review your qualifications. If after reviewing the qualifications and experience of all applicants, your skills and credentials meet our needs, someone from our organization may contact you. Please be advised that the time required to complete the applicant review process typically takes between 30 and 90 days, but could extend beyond that. Once the position has been filled, all applicants will be notified via email. Arkansas Electric Cooperative Corporation and Arkansas Electric Cooperatives, Inc. are Equal Opportunity Workplace and an Affirmative Action Employers. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, disability, protected veteran status, age or any other protected category. 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)