HR Administrator *1st shift*

Company Overview:

BTD is a fast growing metalworking company. We provide custom metalwork services for some of the world's top brands. Our 1100+ employees work from four facilities throughout the Midwest and Southeast. We invest in our people, our equipment, and our facilities to offer our clients the best value possible. We are also a wholly-owned subsidiary of Otter Tail Corporation, a publicly traded company on NASDAQ.

Summary:

Provide assistance to all areas of the HR Department requiring the exercise of independent judgment.

Safety is #1 at BTD: Our expectation is that every employee: 1) Strictly follows safety policies, rules and safe work methods. 2) Promptly corrects or reports safety hazards or unsafe conditions. Promptly reports injuries for prompt diagnosis and treatment. 3) Makes regular suggestions for safety process improvements to support continuous improvement in safety.

Essential Functions:

Recruiting and Employee Orientation and Exit Interviews:

1. Post open positions both internally and externally.

2. Share the responsibility of conducting New Hire Orientation.

3. Schedule pre-employment screenings for new hires, (i.e. audio and back evals).

4. Inform applicants of the hiring/screening process. Conduct phone interviews and schedule face-to-face interviews. Maintains the application process.

5. Administer all drug screenings. Pre-employment, random, follow-up and post-accident.

6. Maintain job descriptions and update performance review forms as needed.

7. Works with department management in the separation process and ensure related documentation with consistency is conducted.

Benefit and Policy Administration:

1. Administration of benefits for eligible employees and assisting employees with questions in regards to benefits.

2. Administers terminated employee COBRA processing to ensure legal compliance per the continuation of employee benefits.

3. Administers FMLA paperwork/records.

4. Responsible for the processing of employee lifestyle changes, e.g., marriage, new baby, divorce. Also responsible for reconciling the billing.

5. Coordinate and conduct insurance/401(k) enrollment sessions for eligible employees and also responds to the ongoing employee questions regarding benefits.

6. Respond to inquiries regarding policies, procedures, and programs.

Employee Relations & Communications:

1. Training and Development - assist in the coordination of training events. Updates HRMS and the spreadsheet with training information.

2. Coordinate employee activities such as drawings or give-a-ways. This also includes health fairs and other company events.

Administrative Support:

1. Maintains all HR files.

2. Assist the President, Directors, Safety Manager and Managers as needed.

3. Document and monitor internal key controls for compliance with applicable processes, laws and regulations.

4. Performs other work-related duties as required.

The above statements are intended to describe the general nature and level of work being performed by people assigned this classification. They are not to be construed as an exhaustive list of all duties performed by personnel so classified.

Qualifications, Knowledge, Skills and Abilities: Graduation from high school plus an associate's degree in human resources, business or equivalent coursework. PHR Certification would be a plus. Minimum one (1) year directly related experience.

Experience and Skills Required: At least two years of recent experience that provides the following skills and abilities:

1. Strong working knowledge of personnel administration.

2. Knowledge of modern office practices and procedures.

3. Knowledge of correct grammar, spelling and punctuation.

4. Ability to be proactive.

5. Ability to maintain clerical records and a filing system.

6. Ability to operate a typewriter and microcomputer at 60 wpm, ability to operate a 10 key adding machine proficiently, and knowledge of windows based word processing and spreadsheet software.

7. Ability to communicate effectively, orally and in writing, and have good public relations skills.

8. Ability to establish and maintain effective working relationships with others.

9. Ability to work well with numerous, constant interruptions.

10. Possession of a valid driver's license.

The qualifications listed above are guidelines. Other combinations of education and experience could provide the necessary knowledge, skills and abilities to perform this job.

Physical Demands: The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. While performing the duties of the job, the employee is occasionally required to stand; walk; sit; use hands to finger, handle or feel objects, tools or controls; reach with hands and arms; climb stairs; balance; stoop, kneel, crouch or crawl; talk or hear; taste or smell. The employee must occasionally lift and/or move up to 50 pounds. Specific vision abilities required by the job include close vision, distance vision, color vision, peripheral vision, depth perception and the ability to adjust focus.

Work Environment: The work environment characteristics described here are representative of those an employee encounters while performing the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. While performing the duties of the job, the employee may be exposed to weather conditions. The noise level in the work environment is usually moderate.

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)