A Human Resources Administrative Assistant supports an organization or company's HR department by performing personnel-related administrative tasks. Maintains HR records by entering new hires, transfers, terminations, employee changes, salary increases. Assists employees with benefit information and new employee setup. Schedules and tracks weekly overtime and internal staff events.
$62,200 - $95,774 Profile Description Supports daily labor and employee relations activities, partnering with the manager to handle case management, investigations, contract administration, and negotiation support while maintaining accurate documentation and reporting. Job Summary This role is part of the HR Service Delivery function and is responsible for executing end-to-end workforce lifecycle processes, ensuring compliance, accuracy, and a seamless employee experience from preboarding through offboarding. The position supports recruiting operations, HR administration, compliance tasks, benefits and leave administration, and employee support services, while maintaining data integrity and regulatory adherence. The role delivers efficient, accurate, and people-centered HR services, partnering with Centers of Excellence (COEs) and HR Business Partners to support consistent execution and a positive employee and manager experience. Job Responsibilities Support preboarding, onboarding, and offboarding activities Ensure Day 1 readiness for new hires Process employee changes (transfers, terminations) Manage requisition intake and job postings Coordinate interviews, scheduling, and candidate communications Support offer preparation and delivery
Administer:
Non-DOT drug & alcohol testing I‑9 verification and records management Maintain audit-ready documentation Enter and maintain employee data in HCM system Support payroll and onboarding system transactions Ensure data accuracy and completeness Process and track: PTO audits and adjustments FMLA, ADA, and other leave types Support accommodations and return-to-work coordination Coordinate with vendors for testing, benefits, and services Process reimbursements (e.g., tools, footwear, tuition) Support billing activities Manage requests through ticketing systems Ensure timely and professional responses to employees and managers Represent the organization at career fairs, industry events, and community engagement activities Job Qualifications Must possess required knowledge, skills, abilities and experience and be able to explain and demonstrate with or without reasonable accommodation that the essential functions of the job can be performed.
Education Education:
Bachelor's degree in Human Resources, Business or related field.
Years of Experience Experience:
3+ years of relevant experience required; level will be determined based on total years of experience. Minimum Knowledge, Skills and Abilities Foundational knowledge of HR operations and workforce lifecycle processes (onboarding, offboarding, employee changes) Basic understanding of employment laws and compliance requirements (I-9, FMLA, record retention) Familiarity with HCM management systems General knowledge of recruiting coordination and HR administrative practices Strong attention to detail and accuracy Effective time management and task prioritization Ability to follow standardized processes and procedures Clear written and verbal communication skills Proficiency in data entry, system navigation, and documentation management Customer-service orientation when supporting employees and managers Ability to maintain confidentiality and handle sensitive information Ability to learn and apply HR policies and systems quickly About Us El Paso Electric (EPE) is a regional energy provider that is engaged in generation, transmission, and distribution service to power approximately 460,000 customers in a 10,000-square mile area of the Rio Grande Valley in west Texas and southern New Mexico. We invite you to visit epelectric.com to learn more about EPE and our strategic initiatives. Join our EPE Team, and TOGETHER, we will transform the energy landscape. 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).
