A Human Resources Clerk or Technician provides a variety of specialized clerical duties in support of HR services and programs within an organization or company. Processes requisitions to fill vacancies, posts job vacancies, coordinate and maintains relationships with recruiting agencies, monitors open posting activity and processes applications. May act as an advisor regarding HR policies and programs.
The Office Lead participates in coordinating and supervising all office activities on a daily basis. Under general supervision, performs a variety of difficult, responsible and specialized administrative and office support functions; creates and maintains specialized reports, records and files required in connection with department work processes.
Administrates Payroll:
reporting, balances, P&L & exception reports. Gathers and maintains all data and records relative to
HR:
personnel files, attendance, vacations, new hire packets and PAF's.
Process of Accounts payable:
receives all P.O's & requisitions electronically and all vendor(s) aging. Answers and routes all telephone calls in a polite manner, taking messages and routing to proper individual in a timely manner. Filing, photocopying, receiving incoming and sending outgoing mail. Other duties as assigned. Ability and availability to work irregular or extended hours including nights, weekends and holidays as needed. High school diploma or equivalent 2- 5 years office experience Proficient computer knowledge including all MS Office applications Intermediate typing skills 10-key by touch Shipping software systems including UPS and Federal Express Excellent oral and written communication skills Excellent time management, multitask, reporting and customer service skills. 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)
LA County Applicants:
The Company will consider qualified applicants, including those with criminal histories, in a manner consistent with applicable state and local laws.
