Employee Support Specialist

POSITION SUMMARY

The Employee Support Specialist serves as a primary point of contact for employees and leaders, delivering responsive, people-focused Human Resources support across multiple operating companies. This role functions similarly to an HR Generalist while maintaining the flexibility to develop subject matter expertise and assume primary responsibility in assigned areas such as payroll, benefits and leave administration, talent acquisition, etc.

DUTIES & RESPONSIBILITIES 

• Serve as the first point of contact for inquiries from leaders and both union and non-union employees regarding HR programs, policies, Collective Bargaining Agreements (CBAs), procedures, benefits, payroll, leave administration, employment practices, etc.


• Deliver exceptional customer service by providing timely, accurate, and employee-centered support and guidance.


• Build trusted relationships with employees and leaders across multiple operating companies.


• Assist employees in resolving workplace concerns and direct complex issues to appropriate HR leadership when necessary.


• Support employee engagement initiatives, recognition programs, communication efforts, and culture-building activities as appropriate.


• Promote a positive employee experience through every stage of the employee lifecycle

Human Resources Operations:

• Coordinate and administer HR processes, programs, and transactions while ensuring compliance with Company policies, CBAs, and applicable laws.


• Maintain employee records, HR systems, and personnel documentation with a high degree of accuracy and confidentiality.


• Prepare reports, metrics, and workforce data to support HR decision-making and organizational planning.


• Assist with policy and CBA interpretation and consistent application of employment practices across multiple companies.

Talent Acquisition & Onboarding:

• Support recruiting activities, candidate sourcing, interview scheduling, pre-employment processes, and offer administration for union and non-union roles.


• Partner with hiring managers to facilitate efficient and positive recruitment experiences.


• Coordinate onboarding activities and new employee orientation programs.


• Assist in developing talent pipelines for skilled trades, technical, operations, and professional positions.

Payroll Administration:

• Assist with payroll processing activities, data entry, audits, and employee payroll inquiries.


• Ensure accurate maintenance of payroll records and employee information.


• Coordinate with payroll providers and internal stakeholders to resolve payroll-related concerns.


• Support compliance with wage and hour laws and company payroll procedures.

Benefits Administration:

• Assist employees with benefit enrollment, changes, and questions regarding health and welfare plans, retirement programs, and leave benefits.


• Coordinate annual open enrollment activities and employee education efforts.


• Serve as a liaison between employees, benefit vendors, and internal stakeholders.


• Support administration of leave programs, including FMLA, ADA accommodations, and related processes.

SUPERVISORY RESPONSIBILITIES

The team member in this role will:

• Serve as an Individual Contributor without supervisory responsibilities.


• Support and contribute towards team goals and objectives.

LEVELING

Performs work under general supervision and applies solid working knowledge to moderately complex tasks, resolves common issues independently, and escalates more complex problems as needed.

REQUIRED SKILLS & ABILITIES 

• Strong interpersonal, communication, customer service, and relationship-building skills with the ability to build trust and maintain confidentiality.


• Working knowledge of human resources practices, employment laws, unionized workforces, and HR systems.


• Demonstrated empathy, professionalism, adaptability, and commitment to delivering an exceptional employee experience.


• Strong problem-solving, conflict resolution, organizational, and change management skills with a solution-focused mindset.


• Ability to manage multiple priorities, support diverse HR functions, and develop effective partnerships with employees and leaders.


• Proficiency with HR technology, including HRIS, SharePoint, and Microsoft Office applications.


• Ability to effectively develop and deliver training, guidance, and resources to employees and leaders.

EDUCATION & WORK EXPERIENCE

• Requires a bachelor’s degree in human resources, industrial relations, or related field -and-


• At least 5 years of experience in human resources or related field.

– OR –

• Requires a High School Diploma or equivalent -and-


• At least 9 years of experience in human resources or related field.


• Human Resources experience supporting employees and leaders in unionized work environments strongly preferred.


• Experience interpreting and administering collective bargaining agreements and related employment practices preferred.


• Experience supporting an organization with multiple collective bargaining agreements across operating companies preferred.

PHYSICAL REQUIREMENTS     

The ideal candidate must be able to complete the following physical requirements of the job with or without a reasonable accommodation:

• Remain stationary for extended periods, occasionally alternating between sitting, standing, walking, crouching, and kneeling as required to perform job responsibilities.


• Lift, push, and/or pull up to 25 lbs. occasionally.


• Operate a computer and other office productivity machinery as necessary.


• Communicate with others to accurately exchange information and ideas.


• Hear sufficiently to allow general and phone communications.


• Visual acuity to read standard text on screens and documents, observe surroundings, recognize hazards, and perform tasks safely.


• Observe details at close range. 


• Problem solve, prioritize tasks, and interpret and understand written documents.

WORK CONTEXT 

• This is a full-time exempt salaried position.


•  Minimum travel for work-related purposes is expected at less than 25%, which includes some overnight visits to locations and industry events.

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