HR Advisor

POSITION SUMMARY

Please confirm work location is ideal before applying, the position expectation is to be onsite M-F.

1010 S. 336th St. Suite 202

Federal Way, WA. 98003

This position is accountable for providing Human Resources support to regional operations management team. Leads the key areas of Recruiting & Onboarding, Career Development, and Employee Engagement for assigned region. In accomplishing this objective, the incumbent will assist in leading Human Resource programs and processes to support organizational initiatives and strategically implements best practices to help the Company hire, grow, and retain top talent.

The incumbent must support the guiding beliefs and core values of Orion, which are centered on Safety, Quality, Delivery, and Teamwork most importantly, with each built upon the all-important foundation of Integrity.

SPECIFIC RESPONSIBILITIES

• Works closely with HR leadership to ensure effective communication to employees.
• Assists in the development of materials and provides expert and influential guidance to operations leaders on talent management related matters along with roll-out of new talent management products and solutions.
• Recommends and implements creative recruiting techniques to attract top talent to the organization.
• Participates in HR-driven cultural initiatives, acts as a change agent to further enhance our growth culture, and assists in improving and monitoring employee productivity.
• Partners with members of HR, management team and field employees on all HR backend operational employee services issues within HRIS system.
• Creates custom reports as requested by local/corporate management such as employee lists, address lists, compensation reports, benefit plan participants, etc.
• Works both independently and as part of a team in fast-paced environment.
• Listens and takes action on employee concerns. Investigates internal complaints and Whistleblower Hotline claims.
• Coordinates employee social and wellness activities and functions such as cycling events, sporting events, holiday luncheons, company picnic and similar activities.
• Serves as Company representative for community involvement activities.
• Administers and maintains Human Resources programs including wage and hour compliance, EEO and diversity requirements and other employee programs such as FMLA, ADA and leave policies.
• Contributes to the periodic required updating and distribution of the Employee Handbook, Company's Policies and Procedures and other Company publications distributed to employees.
• Provides support and ensures consistency in the interpretation and implementation of Human Resource policies, practices, and procedures.
• Provides supplemental support to HR leadership and/or senior management on human resource projects as assigned.
• Coordinates employee engagement activities and functions such as recognition events, team building and community programs.

RECRIUITMENT & STAFFING

• Manages and supports the full talent acquisition life cycle to ensure timely sourcing, identification, screening, and onboarding of highly qualified candidates.
• Assists in leading and executing the screening, interviewing, and onboarding process for Salaried Professional and Field Hourly Craft positions.
• Assists in providing coaching to team and hiring managers regarding all phases of recruiting including client intake session, behavior-based interviewing, negotiations of salary, and closing candidate to offer acceptance.
• Counsels hiring managers on the application of Affirmative Action data during attraction and recruitment process and works to ensure compliance with state and federal law.
• Assists coordinating and participating in the College Recruiting and College Relations effort at local colleges and universities to identify, attract and hire entry level project management talent.
• Creates and executes staffing plans to fill key salaried and hourly positions within the organization to ensure all efficient work operations.
• Tracks and utilizes the most efficient and cost-effective recruitment tools to identify qualified candidates in the workforce, i.e., LinkedIn, Facebook, and other social media.
• Assists in developing and maintaining the Company's Employee Referral Program offering financial incentives to employees who refer qualified applicants who are hired.
• Develops and maintains position descriptions for all salaried and hourly positions within operational division.

HR INFORMATION SYSTEMS & DATA PROCESSING

• Partners with members of HR, management team and field employees on all HR backend operations employee service issues, including inputs all required information on new employees into the HRIS/HCM system and updates employees' records as changes occur.
• Ensures that all new employee paperwork is processed in the HRIS/HCM system on a weekly basis and presents new employees with benefits information as required.
• Oversees and ensures that all employee status change notices are generated and processed to activate payroll and/or employee benefit program changes.
• Administers the Company's benefits programs including the healthcare and 401(k) retirement plans.
• Assists employees in answering group healthcare and 401(k) Retirement Plan questions and distributes employee benefit plan information in a timely basis.
• Assists the HR leadership in communicating benefit program announcements and changes to all employees.

EMPLOYEE TRAINING AND DEVELOPMENT

• Performs new hire orientations with all new employees which includes a review of the Company, all employee benefits including enrollment, policies, and procedures.
• Conducts employee training in the areas of workplace diversity, EEO, harassment prevention, supervisory skills training, performance management, etc.
• Works with senior management to design and implement career progression programs to promote employee development and retention.
• Partners with senior management on the annual talent identification and review cycle. This would include Succession Planning, identification of high-potential employees, and the completion of Career Development Plans (CDP) to drive improved insight into the capability of our workforce.
• Assists in strengthens and diversifies talent pipelines to business critical and leadership roles. This would include the implementation of high potential programs, coaching, 360o feedback, and embedding Group-wide Diversity & Inclusion initiatives to promote the attraction and successful development of diverse talent.

EMPLOYEE SAFETY AND COMPLIANCE

• Participates in Safety and Environmental initiatives that will contribute to compliance of State/Federal regulations and improve existing Company programs.
• Responsible and accountable for incumbent's own personal safety.
• Responsible and accountable for the safety of all co-workers and any others incumbent comes in contact with.
• Authorized and obligated to stop work on any task or series of tasks whenever an unsafe condition or situation is anticipated or is observed.
• Complies with all applicable laws, regulations and Company policies and procedures, and is subject to appropriate disciplinary action (including dismissal) for failure to do so.
• Reports any and all violations of applicable laws, regulations or Company policies and procedures promptly, and is subject to appropriate disciplinary action (including dismissal) for failure to do so.
• Performs other related administrative and technical duties as may be assigned or requested by immediate supervision (such as certification training, safety training, procedure review, etc.).
• All employees, current and former, must maintain confidentiality by not disclosing to others any confidential, proprietary or trade secret information belonging to the Company.

POSITION COMPENTENCIES

• Business Acumen (Business Awareness, Knowledge): Showcases knowledgeable and understanding of business operations and functions, and the ability to align goals to support the business.
• Change Management (Change Readiness, Conflict Management): Demonstrates support for innovation to improve effectiveness; Initiate, sponsor, and implement organizational change.
• Collaboration (Relationships, Team Interface): Establishes constructive relationship with clients and other work units to meet mutual goals and objectives of the company.
• Communication (Verbal, Written): Utilizes verbal and written communication skills to express oneself clearly in conversations and interactions with others.
• Managing Work (Initiative, Productivity, Results Orientation): Shows ability to plan, schedule, direct work of self and others, and provide follow up to ensure quality standards.
• Problem Solving (Analytical, Creative): Makes sound, well-informed and objective decisions.
• Safety Orientation (Safe Work Philosophy): Demonstrates responsibility and accountability for their own personal safety and the safety of co-workers and others; applies safe work practices in the performance of assigned tasks.

JOB SPECIFIC COMPENTENCIES

• Talent Development: Continuous development of juniors; sets goals, expectations, and objectives in ways that motivate them.
• Trust and Integrity: Follow through on commitments; respects and maintains confidentiality.
• Work Standard: Sets high standards and well-defined goals; displays high level of effort and commitment towards completing assignments with minimal supervision.

POSITION REQUIREMENTS

A B.S. Degree in Human Resource management or related field is preferred. A minimum of 6 years Human Resources experience is required. Human Resources Certification is preferred. Broad HR generalist background in Staffing, Compensation & Benefit Administration, Policy Design & Administration, Organizational Effectiveness, Client Consulting & Partnering, Diversity, Business Process Improvement, and HR Problem Solving is required. Knowledge of the construction industry is preferred.

The incumbent must 1) be an effective communicator (both verbal & written) in English ,2) be proficient in Microsoft Office Suite, and 3) be able to interface well with employees at all levels of the organization.

The incumbent must have the ability to travel when required.

Discretion and trustworthiness, and the ability to keep all Company information and materials strictly confidential (both internally and externally) are essential elements of this position.

Must be well organized, diligent, and be a self-starter with the ability to work with minimal supervision and to independently identify work to be done. Must be flexible and have the ability to adjust to sudden changes in work priorities. The incumbent must also have the ability to prioritize work generally and in order to accommodate those changes. Attention to detail and extreme care in performing tasks accurately and carefully are also essential.

The Company expects and requires incumbent and each of its other employees to observe and fulfill the above and all other safety responsibilities and actively work toward maintaining a safe workplace. Failure to do so can result in disciplinary action, up to and including termination of employment.

PHYSICAL/MENTAL REQUIREMENTS

The incumbent must be able to perform the essential functions of the job with or without reasonable workplace accommodation.

The individual must also be able to wear and properly utilize appropriate personal protective equipment (PPE) to work or visit within areas where it is required. This includes hard hat, safety glasses, respirators, ear plugs, steel toed shoes, personal flotation devices, or other protective equipment as required by the work performed and location the work is being done.

The incumbent must possess the ability to remain calm during emergencies and respond appropriately as dictated by the circumstance of the incident and as directed by the Safety Representative or other management personnel. Must be capable of evacuating the work area in a timely manner should an emergency situation arise.