People Strategy (HR) Administrator

People Strategy (HR) Administrator Win Brands

• FatCats & Costa Vida
• 3.5 Pleasant Grove, UT Job Details Full-time $19
• $24 an hour 1 day ago Qualifications Adhering to traffic regulations High school diploma or GED Change management Conflict management Data interpretation Data-driven decision making

Full Job Description Description:

REPORTING RELATIONSHIPS

Location:

1333 Valley Grove Parkway Suite 500 Pleasant Grove, UT 84062

Department:

People Strategy (Human Resource)

Position Reports To:

Manager of Benefits & HCM Administration Employment Type:

Full Time, Non-Exempt

ABOUT WIN BRANDS

Costa Vida Fresh Mexican Grill

• Founded in 2003 and inspired by the beautiful Mexican coast and the "Eat Inspired, Live Inspired" lifestyle. Costa Vida is known for handcrafted tortillas, freshly prepared ingredients, and bold, memorable flavors. FatCats
• Founded in 1999 to bring families together through quality food and exceptional entertainment.

FatCats locations offer movie theaters, arcades, bowling, mini-golf, and more in a welcoming, family-friendly environment. FatCats currently operates in multiple states and continues to grow rapidly.

GENERAL POSITION SUMMARY

The People Strategy Administrator (PSA) is responsible for providing support across various People Strategy functions, including onboarding, employee relations, various administrative tasks, and compliance. Assist in maintaining a positive work environment and ensuring smooth People Strategy operations by managing administrative tasks related to personnel.

Requirements:

ESSENTIAL FUNCTIONS & RESPSONSIBILITIES

Administration Benefits Assist with employee benefit enrollments and changes within the HCM system (new hires, life events, open enrollment). Support employees with general benefit related questions and escalations as appropriate. Maintain accurate benefit records and ensure timely processing of benefit elections. Assist with benefits audits, reporting, and compliance activities. Onboarding Assist in onboarding activities and Paylocity workflows. Help facilitate new employee orientation, as needed, and ensure all required documentation is completed. Coordinate pre-employment screening processes such as E-Verify processes.

Employee Records Management:

Maintain and update employee records in the HCM system, ensuring accuracy and confidentiality. Ensure that employee files comply with relevant laws and regulations.

Compliance & Policies:

Help ensure CVH is compliant with labor laws, health and safety regulations, and company policies. Maintain up-to-date knowledge of employment laws and best practices. Assist in implementing People Strategy policies and procedures.

Employee Relations & Support:

Provide administrative support in handling employee relations issues, including conflict resolution and disciplinary actions. Assist with department/store engagement initiatives. Respond to employee queries by acknowledging receipt of call/email while ensuring the information is relayed to their respective People Strategy Business Partner to assist further.

Training & Development:

Assist in maintaining employee training records and upload to HCM.

People Strategy Reporting & Administration:

Generate People Strategy reports for requested key metrics. Additional administrative tasks upon request.

JOB REQUIREMENTS

Education/Certification:

High school diploma or equivalent (college degree and/or HR certifications preferred)

Required Knowledge:

Strong business acumen and the ability to align people strategies (HR) with business goals.

Experience Required:

Proven successful track record of assisting People Strategy (HR) projects and deliverables. Entry level to 2 years of experience.

Skills/Abilities:

Exceptional communication and collaboration skills. Data-driven mindset with the ability to analyze People Strategy data and use insights to drive decisions. Ability to manage change effectively and ensure successful adoption of People Strategy solutions.

PHYSICAL ACTIVITIES AND REQUIREMENTS OF THIS POSITION

Finger dexterity: Using primarily just the fingers to make small movements such as typing, picking up small objects, or pinching fingers together.

Talking:

Especially where one must convey detailed or important instructions or ideas accurately, loudly, or quickly.

Average Hearing:

Able to hear average or normal conversations and receive ordinary information.

Average Visual Abilities:

Average, ordinary visual acuity necessary to prepare or inspect documents or products or operate machinery.

Physical Strength:

Sedentary work. Sitting most of the time. Exerts up to 10 lbs. of force occasionally.

Driving:

Clean driving record and ability to meet Win Brands driving safety standards. Ability to operate vehicles safely and follow all traffic laws and safety protocols.

WORKING CONDITIONS

Office Setting:

The People Strategy Administrator typically works in a professional office environment, which includes standard office furniture, lighting, and temperature control. The workspace may include desks, computers, and other office equipment necessary for daily tasks.

Noise Level:

Generally moderate noise level in an office environment, with occasional noise from nearby teams or colleagues. Some People Strategy activities may involve meetings, presentations, or group discussions.

Travel Requirements:

Occasional travel may be required to visit other company locations, attend job fairs, or participate in employee training events. Travel is typically limited to regional areas and may require overnight stays depending on the organization's size and geographic footprint.

Work Schedule:

Regular full-time office hours (Monday

• Friday, 8-hour shifts, minus lunch time).

Overtime may be required during peak hiring seasons, events, or special projects.

EMOTIONAL AND COGNITIVE DEMANDS

Attention to

Detail:

The role requires high attention to detail, especially when reviewing and managing confidential employee information, documentation, and compliance matters.

Problem Solving and Decision Making:

Must effectively handle employee issues, conflict resolution, and policy interpretation, often requiring quick decision-making under pressure

Multitasking:

Expected to manage multiple tasks simultaneously, such as handling employee queries, recruitment activities, and ensuring compliance with labor laws.

Empathy and Communication:

Handling sensitive employee matters, such as disputes or personal issues, requires emotional intelligence, empathy, and clear communication. Maintain confidentiality of sensitive communications, such as employee grievances, complaints, and disciplinary issues. Must ensure that any discussions related to employees' personal situations or issues are only shared with relevant parties on a need-to-know basis. Ability to recognize, understand, manage, and influence emotions in oneself and others. Effectively navigate social complexities, build relationships, and handle interpersonal situations with empathy and emotional awareness.

INTENT AND FUNCTION OF JOB DESCRIPTIONS

Job descriptions assist organizations in ensuring that the hiring process is fairly administered and that qualified employees are selected. They are also essential to an effective appraisal system and related promotion, transfer, layoff, and termination decisions. Well-constructed job descriptions are an integral part of any effective compensation system. All descriptions have been reviewed to ensure that only essential functions and basic duties have been included. Peripheral tasks, only incidentally related to each position, have been excluded. Requirements, skills, and abilities included are the minimal standards required to perform the positions. In no instance, however, should the duties, responsibilities, and requirements delineated be interpreted as all-inclusive. Additional functions and requirements may be assigned by supervisors as deemed appropriate. In accordance with the Americans with Disabilities Act, it is possible that requirements may be modified to accommodate disabled individuals. However, no accommodation will be made which may pose serious health or safety risks to the employee or others or which impose undue hardships on the organization. Job descriptions are not intended as and do not create employment contracts. The organization maintains its status as an at-will employer. Employees can be terminated for any reason not prohibited by law.