Summit Construction & Development Hiring for HR Administrator at Stone Mountain, GA Full Time

HR Administrator will be responsible for the following:

Hiring:

• Job descriptions, advertisements, and interviews are ADA compliant and meet state requirements.
• Review employment applications for compliance with any applicable state laws regarding prohibited questions or statements that should be included.
• Perform interviews ensuring that All interview questions are appropriate and relate directly to the position and the applicant’s ability to perform the job’s essential functions. Questions do not discriminate based on race, sex, religion, age, ethnic group, national origin, marital status, military service, disability or other protected status.
• Ensure written authorization is obtained for background checks and Fair Credit Reporting Act requirements are satisfied, along with any state requirements for conducting background checks
• Ensure policies and procedures related to drug testing, use of arrest and conviction records, and other candidate-information requests comply with applicable federal and state law
• Evaluate all recruitment and hiring strategies, policies, and procedures to ensure compliance with federal and state nondiscrimination laws
• Ensure all job offer letters are reviewed and include a statement regarding employment at-will
• Complete I-9 forms for all new employees within 3 business days from the first day of work for pay
• Complete new hire reporting requirements are satisfied and necessary tax forms (Form W-4 and any required state forms) are collected from new employees.
• Review orientation/onboarding program for welcoming new employees and familiarizing them with the company’s basic management practices. EMPLOYEE PAY
• Ensure employees are properly classified as exempt or non-exempt based on their specific job duties and compensation. (Note: Job titles alone do not determine an employee’s exempt or non-exempt status.)
• Review all pay practices, including minimum wage and overtime compensation, for compliance with the Fair Labor Standards Act and any state laws that are more favorable to employees
• Ensure employee pay periods (weekly, bi-weekly, semi-monthly) are scheduled in accordance with state wage payment timing requirements
• Ensure pay and incentive programs treat employees equitably, and decisions regarding promotions and merit raises are based on clear, objective criteria. Independent contractor relationships are carefully reviewed to prevent misclassification

Benefits

• Ensure employee benefit plans (medical and retirement) comply with all requirements under federal and state law, including new Health Care Reform notices and other requirements for group health plans
• Review all plan documents, including enrollment forms and employee communications, to ensure they are accurate, consistent, and in compliance with applicable law
• Make sure summary plan descriptions (SPDs) and other benefit plan notices are distributed to employees as required under federal and state law
• Ensure all reporting and filing requirements related to medical and retirement benefits are satisfied
• Ensure employees are provided required notices regarding continuation of health coverage under COBRA or state “mini-COBRA” laws (if your company is subject to those requirements), and all obligations with respect to continuation coverage are fulfilled.
• Review policies and procedures relating to paid vacation, holiday and sick leave (including compliance with FMLA or similar state laws that may apply to your company) on a regular basis, along with other benefits offered such as flex-time and telecommuting
• Make sure information regarding benefits is clearly communicated to employees, and policies and procedures related to benefits are applied fairly and consistently

Employee Policies & Procedures

• Ensure all company policies and procedures comply with federal and state labor laws related to employee leave, equal employment opportunity, sexual harassment, worker safety and other requirements.
• Make sure that every employee is provided with a handbook explaining the company’s policies and procedures related to standards of conduct, nondiscrimination, benefits and other terms and conditions of employment. (Be sure the employee signs a receipt acknowledging that he or she has reviewed the handbook.)
• Ensure labor law posters required to be displayed under federal and state law are posted where employees can easily see them.
• Make sure that procedures are in place for maintaining employee records and files as required by law, including what information should be collected, confidentiality, and how long to keep records. Medical records and other confidential documents are kept in a separate file from the employee’s personnel file.
• Ensure that employees receive necessary skills and regulatory training, including safety and sexual harassment
• Ensure human resources policies and procedures apply equally to all employees, and are applied fairly and consistently throughout the company

Performance Reviews

• Conduct performance reviews for all employees on a regular basis
• Ensure job expectations and responsibilities are clearly communicated to employees, including the conduct and results required and the performance standards by which they will be measured
• Ensure systems for measuring performance are in place (e.g., number of sales or customer satisfaction), based on specific job-related functions and criteria set forth in the employee’s job description
• Review employee job descriptions and update at least annually
• Ensure accurate documentation regarding performance is kept for each employee and documentation is direct, factual, and detail-oriented to support disciplinary or other personnel decisions
• Ensure employee performance reviews are based upon specific, job-related criteria and feedback provided is honest, factual and complete
• Ensure performance is compared against job descriptions and goals to offer ongoing feedback
• Ensure the review process and systems for measuring performance treat employees equitably.

EMPLOYEE DISCIPLINE & TERMINATION

• Ensure all policies and procedures for handling employee disciplinary actions and investigations are clearly defined, written, and communicated to employees as appropriate
• Review all matters involving employee discipline warnings, investigations, and terminations carefully and are accurately documented, and related notices on a regular basis
• Ensure termination meetings are conducted to inform the employee of the termination, discuss the return of company property, deliver the final paycheck, and facilitate the employee’s departure. A summary of the meeting and any related information is prepared and placed in the employee’s personnel file
• Provide departing employees with a written summary of accrued benefits and notices regarding post-termination benefits, including, where applicable, compensation for vacation and sick time, continuation of health coverage, severance pay and 401(k) plan information. Be sure to comply with any applicable federal or state requirements
• Ensure policies are in place for collecting keys and other company property from the terminated employee and confirming that access to computer systems, email, and voicemail are deactivated.
• Ensure neutral references confirming a former employee’s position held and dates of employment are available upon request in accordance with company policy
• Review all discipline, investigation, and termination procedures for compliance with applicable federal and state laws and enforce them fairly and consistently.

Job Type: Contract