ACRT Services, Inc. Hiring for Policy and Procedure Specialist at Stow, Ohio Full Time

Company:
ACRT Services, Inc.

About The Team

ACRT Services offers expert independent consulting solutions to utilities and associated organizations throughout the United States, including vegetation management consulting, arborist training, customized safety courses, technology solutions, utility metering services, and more. At ACRT Services, our organizational culture is built on four strategic pillars including the people and the amazing things they can accomplish, dedication and the success it brings over the long term, process and the benefits of a job done right and education and the difference it can mean in the lives of those we touch.

About the Role

The Policy & Procedure Specialist reports to the VP, Human Resources at ACRT Services. This position will play a key role in managing activities related to compliance with Federal, State, and local laws and regulations as well as internal policies and procedures for ACRT Services and its family of companies. The Policy & Procedure Specialist proactively communicates with key stakeholders to keep HR and Operations leadership apprised of any ongoing issues.

What You ll Do

Act as Federal, State, and Local Laws and Regulations Subject Matter Expert

Proactively monitor the complex and rapidly changing network of federal, state, and local human resources related laws and regulations
Interpret and breakdown laws and regulations for internal teams to understand quickly and effectively
Analyze new laws and regulations as well as possible compliance issues with existing laws and regulations
Act as first point of contact for current laws and regulations – this may include but is not limited to labor relations, wage and hour compliance, leave of absence programs, reasonable accommodations, California and other state specific laws and required trainings

Ensure Compliance

For new or changing laws or regulations, complete analysis of needed changes, then propose and implement suggested solutions as agreed upon by Human Resources team, legal, and Operations
Build and implement employment policies and programs that balance legal risk with business impact; communicate to internal and external teams as needed
Craft internal guidelines, procedures, change management processes and communications for use by both internal teams as well as field level employees
Collaborate on the updating of the Employee Handbook(s). Work in conjunction with the Human Resources team to ensure consistency in administration of HR policies and procedures respective to their functional areas.
Partner with HRIS, Recruiting, and Human Resources Business Partners to ensure compliance with respect to its obligations under the Office of Federal Contract Compliance Programs (OFCCP) including Affirmative Action Planning (AAP)
Partner with Learning & Development team to develop and deliver compliance training to all levels of the organization

About You

Must haves:

Experience:
2+ years experience as an HR Specialist or Generalist role
1+ years demonstrated experience in policy creation, policy research, and HR procedure creation
1+ years experience with California laws
Education: Bachelor s degree

Nice to haves:

Experience:
3+ year experience in an HR Specialist or Generalist
3+ years of demonstrated experience in policy creation, policy research, and HR procedure creation
2+ years experience with California laws
Education: Bachelor s degree in Human Resources or Organizational Development

Your Skills

Complex Problem Solving – Ability to identifying complex problems and review related information to develop and evaluate options and implement solutions
J udgment and Decision Making – Ability to c onsidering the relative costs and benefits of potential actions to choose the most appropriate one
Systems Thinking – Capable of looking at a problem, situation, or process in whole terms to consider downstream impacts instead of focusing on an isolated issue
Customer Service – provides excellent services to internal customers in Human Resources, Operations, and Corporate Teams

Benefits

Health and Safety

Group health plans including medical/prescription, dental, vision and a variety of other coverage options
Company paid group life insurance, accidental death & dismemberment insurance, short- and long-term disability
Flexible Spending Accounts or an option for a Health Saving Account with company match
Company paid Employee Assistance Program (EAP) for all employees and eligible family members

Retirement

Automatic enrollment in the Employee Stock Ownership Plan (ESOP) at no cost
Roth or Traditional 401(k) Retirement plan with company match

Time Off

Paid Vacation and Sick Time
Paid Holidays including the day after Thanksgiving and Christmas Eve
Veterans Day paid time off for our veterans

Perks

Company paid cellphone or mobile allowance
Tuition reimbursement program
We believe in being comfortable at work. ACRT Services has a business casual dress environment that allows you to wear jeans!

Office

At ACRT Services we prefer in-person employee interaction, and we rely on collaboration among groups to be successful and agile, which means we expect work in the office to continue as an important part of our company culture and a key to employee success. This position is a remote hybrid role, meaning employees will be required to come into the Stow, Ohio office on a weekly or as needed basis.

Standard office equipment will be provided to work in the office and at home – a dedicated space at home to work is also required. Uninterrupted home-based internet is a must in your home to attend and host video calls, along with a minimum bandwidth speed of 20 mbps. If you do not have an in-home office space or cannot meet the internet needs, an office space will be provided for you in the company s Stow, Ohio office.

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)