Place of Business:
SEDALCO Construction Services

Position Description:

The Director of Human Resources serves as the strategic and operational leader for all human resources functions within the Company. This position partners closely with executive leadership to attract, develop, and retain exceptional employees while fostering a high-performance culture built on accountability, integrity, collaboration, and continuous improvement. The Director will lead all aspects of human resources, including talent acquisition, employee relations, compensation and benefits, organizational development, performance management, leadership coaching, compliance, training, succession planning, and HR systems. The ideal candidate is equally comfortable developing long-term people strategies and rolling up their sleeves to solve day-to-day employee challenges.

Experience supporting the commercial construction industry is strongly preferred.

Essential Characteristics:

• Strong Communication Skills
• Leadership and Decision-Making Ability
• Emotional Intelligence and Empathy
• Integrity and Confidentiality
• Problem-Solving and Conflict Resolution Skills
• Organizational and Time Management Skills
• Knowledge of Employment Laws and HR Practices
• Strategic Thinking and Business Awareness
• Adaptability and Flexibility
• Relationship-Building Skills
• Talent Development & Coaching
• Commitment to Equal Opportunity Employment Practices and Policies

Key Responsibilities:

Recruitment & Talent Acquisition:
• Assist in the recruiting and selection process for assigned roles across the organization.
• Partner with hiring/department managers to identify staffing needs and define job requirements, create job postings, and develop effective recruiting strategies.
• Source, screen, interview, and evaluate candidates; provide hiring recommendations to leadership.

o Administer and process DISC evaluation and pre-employment paperwork.

o Arrange pre-employment screenings (background and substance).

• Coordinate and manage the onboarding process for new hires to ensure a positive and compliant start.
• Ensure compliance with I-9 requirements and maintain accurate employment records in HRIS and hard copy personnel file to ensure audit readiness.

Employee Relations:
• Serve as a trusted advisor to employees and managers on employee relations matters, policies, and workplace concerns.
• Provide guidance and support in resolving employee issues, grievances, performance concerns, and disciplinary actions.
• Conduct investigations as needed and recommend appropriate corrective actions.
• Ensure consistent application of company policies, procedures, and employment practices.
• Promote a respectful, compliant, and positive workplace culture.
• Support employee engagement and retention initiatives.

Performance Management:
• Oversee employee performance review process and make recommendations as necessary.
• Assist managers with coaching, disciplinary actions, and development plans.
• Prepare team wheels and communication tips packages for all projects and departments. Provide further discussion, if requested.
• Support succession planning and career development initiatives.

HR Policies & Compliance:
• Ensure compliance with federal, state, and local labor laws such as ADEA, ADA, FMLA, HIPAA, USERRA, COBRA, OSHA, etc. and notify other internal departments of changes as necessary.
• Develop and maintain affirmative action program.

o File EEO-1 Annually
o File VETS-100 Annually

o Maintain records, reports and logs to conform to EEO regulations.

• Develop, update, and communicate HR policies and procedures.
• Maintain accurate employee records and HR documentation in HRIS and hard copy personnel files to ensure audit readiness.
• Update and maintain Team Member Handbooks on policies and procedures.
• Support workplace health and safety initiatives.
• Respond to Unemployment Insurance Claims (as required)

Employee Benefits:
• Evaluate, Negotiate, Administer employee benefit programs such as medical, dental and vision; life insurance plans; temporary disability plans; and elective benefits including handling enrollments, plan changes, family status changes, terminations, billings, etc.
• Maintain positive relationships with key vendors including health insurance providers, dental insurance providers, life and disability providers, as well as elective benefit providers such as AFLAC, Legal Shield, etc.
• Proactively communicate – verbally, by memo, e-mail, etc. – with employees keeping them up to date with changes in benefit programs.
• Evaluate benefit options, plan modifications, etc. to ensure we deliver the best benefits possible to our employees, acting within budgetary parameters established by the company.
• Prepare for and run annual open enrollment. This includes composing the notification to employees, distributing enrollment information and plan documents, setting up new Open Enrollment Window in HRIS, and then subsequently ensuring that all employees participate in the process, and all benefit election changes are entered into our systems and disseminated to our providers on a timely basis.
• Review monthly billings from benefit vendors for accuracy and approval.
• Notify employees of benefit eligibility.

o Initial Notification of Marketplace Coverage
o Medical, Dental, Disability, Life Insurance, etc.

o 401(k)

• Research, compile and analyze data for special projects and/or reports

o Medicare Notices
o CMS Disclosure
o Annual Benefits NoticesoSmall / Large Group Classifications

o Annual Section 125 Non-Discrimination Testing
o Annual Employee Census
o ACA (1094 / 1095) Filing
o FMLA
o Disability

• Maintain employee benefits personnel files in accurate and up to date fashion to ensure audit readiness.
• Process Employee Terminations as needed.

o Process Termination Paperwork / Terminate HRIS
o Notify Benefit Carriers

o Prepare COBRA Paperwork

• Conduct salary benchmarking and compensation analysis as requested by department heads.
• Corporate Chaplain Liaison
• Act as primary point of contact for our employees and their family members in addressing benefit-related questions or in dealing with issues as they arise.
• Advise and administer employee plan changes, family status changes, and terminations.
• Notify Payroll Department of all benefit changes to ensure proper deductions are in place for all employees.
• Wellness Coordinator

o Lead company’s wellness program in development and implementation of employee-centered events that promote health and life balance.
o Generate and distribute monthly wellness newsletter.
o Schedule and advertise annual biometric screening / health fair.
o Schedule and advertise annual flu shot clinic.
o Generate and distribute timely and informative health-related correspondence to employees.
o Comply with all state and federal regulations pertaining to wellness programs.

o Maintain employee wellness personnel files in accurate and up to date fashion to ensure audit readiness.

COBRA Administration (possibly outsourced to 3rd party)
• Notify employees of benefit eligibility upon termination.
• Initial Notification of COBRA Coverage

o Prepare, Explain and Distribute COBRA Eligibility Paperwork to Termed Employees

o Monitor COBRA Eligible Ex-Employees

o Termed Employee Notifications
o Carrier Notifications
o 60-Day Follow-Up
o 45-Day Follow-Up
o Timely Receipt of Premiums
o Final Carrier Notifications

o Maintain COBRA Notification Logs
o Maintain COBRA Premium Logs

o Maintain and ensure COBRA Record Document Files are accurate and up to date.

Employee Engagement / Training & Development:

• Develop and implement initiatives designed to enhance employee engagement, retention, and organizational culture.
• Gather employee and leadership feedback to identify improvement opportunities and implement action plans.
• Coordinate employee development programs, including new-hire orientation, leadership training, and professional development initiatives.
• Coordinate mentor program.
• Assist in developing, reviewing and updating job descriptions and career paths for roles across the organization.
• Monitor mandatory training requirements and schedule accordingly.
• Administer Company’s Training Program.

o Assist in Development of Curriculum
o Vendor / Site Selection
o Handle Enrollments
o Course Evaluations
o Billing / Invoice Reconciliations

o Data Entry into HRIS

o Class Enrollments

o Attendance

o Grade / Course Completion

o Course Evaluations

• Provide employee training record to Employee / Manager upon request (typically at Performance Review).
• Provide current CPR and OSHA 30 training records to General Superintendent and Safety Director.
• Administer company annual tenure-based award system/recognition, employee birthdays and company anniversaries.

Additional Responsibilities:
• Maintain company organization chart.
• Maintain accurate HR documentation and personnel records.
• Support audits, reporting, and special HR projects as assigned.
• Partner with leadership on strategic planning initiatives covering organizational and employee development, succession planning, and retention strategies.
• Other duties & responsibilities as determined.
• Continuing education as required to stay up to date on HR requirements, best practices, and legal/compliance requirements.

Required:

• Bachelor’s degree in Human Resources, Business Administration, Organizational Development, or related field.
• 12-15 years of increasing human resources leadership experience.
• Minimum of 5 years in an executive or senior leadership HR role.
• Strong knowledge of employment law, labor relations, compliance, compensation, and organizational development.
• Ability to travel periodically to regional office(s) initiatives and project sites throughout Texas on events and special days.
• Experience implementing/managing HRIS platforms & data-driven initiatives.

Preferred:

• Professional certification such as SHRM-SCP, SPHR, SHRM-CP, or PHR is strongly preferred. Candidates actively pursuing advanced certification will also be considered.
• Candidates who actively participate in professional human resources organizations.

Click here to email your resume. 

Place of Business:
Financial Additions (On behalf of a private Christian School)

Position Description:

This role is in office every day in Fort Worth.

The ideal candidate will bring strong HR expertise, sound judgment, excellent communication skills, and a genuine heart for serving people. This is a collaborative, hands-on role that partners closely with school leadership to support employees, foster a healthy staff culture, and ensure effective HR practices.

Benefits Include:

• Opportunity to lead the HR Function for a small private Christian School
• Great culture and place to work
• Tuition Discount benefit
• Time off follows the school holidays
• Fully Paid Health benefits for employees

Key Responsibilities:

• Oversee daily HR operations and employee relations
• Lead recruitment, hiring, and onboarding
• Manage benefits and HR policies
• Ensure employment compliance and maintain employee records
• Support staff care and a positive workplace culture
• Oversee risk management initiatives
• Partner with school leadership on personnel matters

Qualifications:

• Bachelor’s degree in Human Resources or related field preferred
• 5+ years of HR experience
• Non profit or private education background highly preferred
• Familiarity with risk management and employment compliance
• Must agree with school's statement of faith

Salary: $65,000

Click here to send your resume. 

Place of Business:
Allegiance Mobile Health 

SUMMARY: The Business Partner serves as a trusted HR partner to site-level leaders and employees across multiple locations. This role works closely with leadership teams to align people strategies with business goals, strengthen employee engagement, support organizational effectiveness, and drive consistent HR practices across the region. The Business Partner provides hands-on guidance on employee relations, talent development, performance management, workforce planning, and organizational change while maintaining strong relationships and visibility at each site. The role balances consistency with an understanding of the unique needs and culture of each location.

ESSENTIAL DUTIES AND RESPONSBILITIES:

• Serve as a trusted HR Business Partner to site-level leaders, managers, and employees across assigned locations, providing guidance and support on a broad range of people and organizational matters.
• Partner with leadership to understand business priorities and workforce needs and translate those priorities into effective HR strategies, programs, and solutions.
• Provide guidance on employee relations matters, including workplace concerns, performance issues, conflict resolution, policy interpretation, and appropriate documentation, while applying consistent and equitable practices.
• Coach and advise leaders and managers on performance management, employee development, engagement, retention, and effective people leadership practices.
• Support talent management activities, including workforce planning, succession planning, talent development, and organizational effectiveness initiatives.
• Partner with site leadership to promote employee engagement, a positive workplace culture, and an effective employee experience across assigned locations.
• Support the consistent application and administration of company policies, procedures, and HR programs while considering the operational needs of individual locations.
• Assist leaders with organizational changes, workforce initiatives, and other business transitions, providing HR guidance and supporting effective communication and implementation.
• Monitor workforce trends and HR metrics, analyze relevant data, and provide insights and recommendations to leadership to support informed decision-making.
• Maintain accurate and confidential employee information and documentation in accordance with company policies and applicable requirements.
• Maintain regular communication and virtual presence with assigned locations to build strong relationships, understand site-specific needs, and provide accessible, responsive HR support to leaders and employees.
• Stay informed of applicable employment laws, regulations, and HR best practices and partner with appropriate internal resources to support compliance.
• Provide monitoring and support to employee certification and driver's license monitoring.
• Participate in HR projects and initiatives that support organizational priorities and continuous improvement.
• Perform other related duties and responsibilities as assigned.

KNOWLEDGE AND SKILLS:

• Strong knowledge of core HR practices, including employee relations, performance management, talent development, workforce planning, organizational effectiveness, and HR policies and processes.
• Demonstrated ability to build trusted, collaborative relationships and effectively partner with site level leaders, managers, and employees across multiple locations and levels of the organization.
• Strong communication, interpersonal, and consultative skills, with the ability to navigate sensitive and confidential matters using sound judgment, professionalism, and discretion.
• Ability to assess complex or evolving employee and business needs, identify practical solutions, and provide thoughtful, business-focused HR guidance.
• Strong organizational and time-management skills, with the ability to effectively manage competing priorities, multiple locations, projects, and deadlines in a dynamic environment.
• Proficiency with HR systems and technology, including the ability to analyze HR information, maintain accurate records, interpret workforce data, and use insights to support informed business and people decisions.
• Ability to work effectively with diverse teams and adapt HR approaches to meet the needs of different locations, leaders, and business environments.
• Demonstrated ability to support organizational change, promote consistent HR practices, and help leaders create a positive and productive employee experience.

PHYSICAL REQUIREMENTS:

This position is primarily performed remotely in a home office environment. The role involves regular use of standard office technology, including computers, keyboards, monitors, telephones, and video conferencing platforms. Employees are expected to communicate effectively through virtual and electronic channels and maintain a work environment that supports the safe and effective performance of job responsibilities. The position may involve periods of sitting, standing, and movement, as well as occasional handling of light office materials.

MINIMUM QUALIFICATIONS:

• Bachelor's Degree or equivalent of 5 years of progressive HR experience.
• HR Certification (SHRM CP, SHRM SCP, PHR, SPHR).
• Proficient in HRIS utilization.
• Proficient using MS Word, Excel and Outlook.

Click here to apply.

Place of Business:
Allegiance Mobile Health

Summary:
The Onboarding Administrator supports the HR function by managing the administrative and logistical aspects of the new hire onboarding process, from offer acceptance through the first weeks of employment. This role serves as a key point of coordination between HR, hiring managers, IT, and other departments to ensure new employees are set up for a smooth and successful start. This position does not include recruiting/talent acquisition or facilitation of formal orientation programming. This position functions day to day under the leadership of the TA & Onboarding Lead.

Essential Duties and Responsibilities: 

• Serve as a primary point of contact for 50-100 new hires per month during the pre-boarding and onboarding period, answering questions and providing a positive first impression of the organization
• Manage and track completion of new hire paperwork, including offer letter acknowledgments, employment forms, I-9 verification, and other required documentation
• Coordinate background checks, drug screenings, and other pre-employment requirements, following up as needed to ensure timely completion
• Partner with appropriate departments to ensure all systems access is granted prior to the employee's first day of employment
• Communicate onboarding timelines, checklists, and expectations to new hires, hiring managers, and other stakeholders
• Maintain accurate onboarding records and status trackers, ensuring compliance with company policy and applicable employment law
• Enter and update new hire information in HRIS and other relevant systems
• Follow up with new hires and managers during the first weeks of employment to confirm onboarding tasks are complete and address any outstanding needs
• Identify and escalate onboarding process gaps or delays to appropriate HR leadership
• Maintain confidentiality of sensitive employee information throughout the onboarding process
• Continuously look for opportunities to improve onboarding efficiency and the new hire experience

Knowledge & Skills:

• Strong company advocate with sound judgment and discretion
• Ability to maintain strict confidentiality
• Ability to follow instructions and established procedures accurately
• Ability to work independently and remotely, managing priorities and time efficiently while delivering accurate results
• Ability to work in a fast-paced environment, effectively juggling multiple priorities and projects
• Excellent communication skills - reading, writing, verbal, and interpretation - using the English language, across various channels (phone, text, email, social media, etc.)
• Ability to interact professionally and respectfully with employees at all levels

Physical Requirements:

This position is primarily performed remotely in a home office environment. The role requires the ability to work effectively at a computer for extended periods, including frequent use of a keyboard, mouse, monitor, and telephone or video conferencing technology. The employee must be able to communicate effectively through virtual and electronic means and maintain a safe, functional workspace conducive to performing job responsibilities. Occasional movement, sitting, standing, and the ability to lift or move light office materials may be required. 

Minimum Qualifications:

• Minimum two (2) year degree or three (3) years HR related experience
• Proficient in using an HRIS system and other HR related systems
• Proficient using MS Word, Excel, Outlook, and Teams
• Must possess a valid driver's license and be insurable

Click here to apply.

Place of Business:
MHMR Tarrant

Position Description:
The Human Resources Specialist supports the Employee Relations function by working collaboratively with Human Resources staff, program leadership and other stakeholders to promote consistent, effective, timely, and legally compliant workplace practices.This position provides support for employee relations processes, workplace investigations, employee communications, compliance initiatives, employee engagement efforts, and other human resource programs that support organizational effectiveness and employee well-being.

Duties & Responsibilities: 
This position provides support for employee relations processes, workplace investigations, employee communications, compliance initiatives, employee engagement efforts, and other human resource programs that support organizational effectiveness and employee well-being.

Minimum Qualifications:

High School Diploma

Preferences: Bachelor’s Degree preferred in HR, Business Administration, or a related field; Experience in Workday

Years’ Experience: Two (2) years

Defined Experience: Experience in human resources supporting functions such as employee relations, workplace investigations, unemployment claims administration, communications, compliance activities or related administrative functions. Experience using HRIS applications.

Place of Business:
Fort Worth Museum of Science and History

Position Description:

• Help Build an Exceptional Employee Experience
• The Fort Worth Museum of Science and History is seeking a Human Resources Coordinator to join our team and provide hands-on support across Human Resources, payroll, benefits, recruitment, onboarding, and employee services.
• This is an excellent opportunity for an organized, detail-oriented HR professional who enjoys working with people and making sure the details behind the employee experience are handled accurately and efficiently.
• The HR Coordinator will play an important role in biweekly payroll administration, maintaining employee records, supporting benefits and onboarding, and serving as a resource to employees and managers.
• A college degree is not required. We value relevant experience, strong organizational skills, attention to detail, and a commitment to providing excellent service.

What You'll Do:

• Coordinate and process accurate and timely biweekly payroll.
• Review timekeeping, timesheets, PTO, holidays, and other payroll information.
• Process new hires, terminations, promotions, transfers, and other employee changes.
• Research and resolve routine payroll discrepancies.
• Assist employees and managers with payroll and HR questions.
• Maintain accurate and confidential employee records and HRIS information.
• Support recruitment, interview scheduling, background checks, and onboarding.
• Assist with benefits enrollment, changes, open enrollment, and benefit deductions.
• Support I-9 and employment eligibility processes.
• Assist with employee leave, attendance, and other HR administration.
• Prepare routine HR and payroll reports.
• Assist with audits, year-end payroll activities, and special HR projects.
• Provide professional and responsive customer service to Museum employees.

What We're Looking For:

Required:

• High school diploma or equivalent.
• Two or more years of experience in Human Resources, payroll, accounting, administrative support, or a related field; equivalent relevant experience may be considered.
• Strong attention to detail and accuracy.
• Excellent organizational and time-management skills.
• Strong written and verbal communication skills.
• Ability to maintain confidentiality and handle sensitive information.
• Proficiency with Microsoft Office, particularly Excel.
• Ability to learn and effectively use HRIS, payroll, and timekeeping systems.

Preferred:

• Previous experience processing payroll.
• Experience with an HRIS and payroll system.
• Experience with employee timekeeping systems.
• Knowledge of basic payroll and wage and hour practices.
• Previous Human Resources experience.
• Experience working in a nonprofit, educational, cultural, or public-facing organization.

Why Join the Museum?

At the Fort Worth Museum of Science and History, you'll have the opportunity to contribute to an organization that inspires curiosity, learning, and discovery while supporting the people who make our mission possible.

You'll work with a collaborative team and have the opportunity to make a meaningful impact across the employee experience—from the moment someone applies to the Museum through their career with us.

Ready to Make an Impact?

If you are an organized HR professional who enjoys payroll, working with people, and making sure things get done correctly and on time, we'd love to hear from you.

Salary:
$50,000-$55,000

Click here to apply. 

Place of Business:
Fort Worth Museum Of Science and History

Position Description:

• Lead the Financial Future of the Museum
• The Fort Worth Museum of Science and History is seeking an experienced, strategic, and mission-driven Chief Financial Officer (CFO) to lead the Museum's financial strategy and fiscal operations.
• The CFO will serve as a key member of the senior leadership team and a trusted advisor to the President and Board of Directors. This position will provide the financial leadership needed to support the Museum's long-term sustainability, strategic growth, and responsible stewardship of its resources.
• This is a hybrid opportunity for a financial leader who can move beyond traditional accounting and serve as a strategic business partner—helping the Museum make informed decisions around programs, contracts, capital investments, and long-term financial planning.

What You'll Do:

• Financial Strategy & Leadership
• Partner with the President and senior leadership on strategic and operational decisions.
• Lead annual budgeting, forecasting, financial modeling, and long-range financial planning.
• Monitor financial performance, cash flow, liquidity, reserves, and overall financial sustainability.
• Board & Executive Leadership
• Prepare and present clear, timely financial information to the senior leadership and the Board of Directors.
• Serve as a trusted financial advisor to the President senior leadership and Board of Directors.
• Accounting, Reporting & Compliance
• Partner with accounting operations and the preparation of accurate weekly, monthly, quarterly, and annual financial statements.
• Ensure compliance with applicable nonprofit, accounting, tax, grant, and financial requirements.
• Contract & Risk Oversight
• Review significant contracts, vendor agreements, leases, service agreements, and other major financial commitments.
• Establish appropriate financial review and approval processes for major agreements.
• Treasury & Investments
• Oversee cash management, banking relationships, investments, and organizational reserves.
• Maintain effective relationships with banking, investment, insurance, and other financial partners.
• Team Leadership
• Establish clear expectations and promote accuracy, accountability, collaboration, and continuous improvement.
• Build strong financial partnerships with leaders throughout the Museum.

What We're Looking For: 

• The ideal candidate is a strategic financial leader, excellent communicator, and collaborative business partner who is comfortable working and communicating with both detailed financial information and big-picture organizational strategy.
• Required Qualifications
• Bachelor's degree in Accounting, Finance, Business Administration, or a related field.
• 7–10 years of progressive financial leadership experience.
• Strong knowledge of budgeting, forecasting, financial reporting, internal controls, audit, cash management, and risk management.
• Demonstrated ability to analyze complex financial information, communicate financial results to non-financial audiences, present to a Board of Directors, and evaluate significant contracts and financial commitments.
• Experience reviewing significant contracts and financial agreements.
• Excellent analytical, communication, presentation, and leadership skills.
• Preferred Qualifications
• CPA, MBA, or other advanced financial credential.
• Nonprofit financial leadership experience.
• Experience with museums, cultural organizations, education, or other mission-driven organizations.
• Experience with capital projects, grants, restricted funds, or endowments.
• Experience working directly with Finance and/or Audit Committees.
• FWMSH is an equal opportunity employer and is committed to creating an inclusive workplace where all qualified individuals are encouraged to apply.
• The Fort Worth Museum of Science and History reserves the right to modify job responsibilities and qualifications based on organizational needs.

Place of Business:
Recruiting Edge, LLC

Position Description:

Our client is seeking a Director of Human Resources to lead the HR function for a growing, multi-office law firm with 50+ employees. This is a hands-on role responsible for all aspects of Human Resources, partnering directly with firm leadership to support growth, attract top talent, and foster a positive, high-performing culture.

Interested and qualified candidates can email resumes directly to tmarkov@recruitingedgetx.com

Duties & Responsibilities:

• Lead all HR functions, including recruiting, onboarding, employee relations, performance management, compensation, benefits, compliance, HRIS, and policy administration.
• Develop and maintain the employee handbook, HR policies, HR systems, and scalable HR processes to support compliance and firm growth.
• Partner with firm leadership on workforce planning, organizational development, employee engagement, and talent strategy.
• Lead recruiting and onboarding for attorney support staff and other administrative professionals.
• Ensure compliance with federal, state, and local employment laws.
• Oversee payroll coordination, benefits administration, employee records, and HR reporting.
• Coordinate leadership development, training, and professional development initiatives.
• Collaborate with Finance, Operations, IT, and Marketing to support firm-wide initiatives and organizational goal.

Minimum Qualifications:

• Bachelor's degree in Human Resources, Business, or a related field.
• 8+ years of progressive HR experience, including HR leadership.
• Law firm or professional services experience strongly preferred.
• SHRM-SCP or SPHR certification preferred.
• Strong knowledge of employment law, HRIS systems, compensation, benefits, recruiting, and employee relations.
• Excellent communication, judgment, and relationship-building skills.

Salary: Starting at $150,000

Click here to apply. 

Place of Business:
Granite Pass( formerly Innovate Loan Servicing)

Position Description:
The Payroll/HR and Recruiting Coordinator is a dual-function role responsible for the accurate, timely processing of company payroll and for managing the full-cycle recruitment process to attract, source, and hire qualified candidates. This position requires strong attention to detail, discretion with confidential information, and the ability to balance transactional payroll deadlines with relationship-driven recruiting activities.

Duties & Responsibilities:

Payroll Administration

• Process weekly/bi-weekly/semi-monthly/monthly payroll accurately and on time for all employees (hourly, salaried, and any contractors)
• Maintain and update payroll records, including new hires, terminations, pay rate changes, tax withholding elections, and direct deposit information
• Calculate and process overtime, bonuses, commissions, garnishments, and deductions
• Ensure compliance with federal, state, and local payroll tax laws and reporting requirements
• Reconcile payroll data before transmission and resolve discrepancies
• Respond to employee inquiries regarding pay, deductions, and timekeeping issues
• Prepare payroll reports for management, finance, and audits
• Administer benefits deductions in coordination with the benefits team/provider
• Stay current on wage and hour laws, tax law changes, and payroll best practices
• Assist with year-end processes, including W-2s, 1099s, and related filings

Recruiting

• Manage full-cycle recruitment: job postings, sourcing, screening, interview scheduling, and offer extension
• Partner with hiring managers to understand staffing needs and develop job descriptions
• Source candidates through job boards, social media, employee referrals, and networking
• Screen resumes and conduct initial phone/video interviews to assess qualifications and fit
• Coordinate interview logistics and gather feedback from interview panels
• Extend job offers and negotiate terms within approved guidelines
• Conduct or coordinate background checks and reference checks
• Maintain accurate candidate records in the Applicant Tracking System (ATS)
• Support new hire onboarding, including paperwork completion and orientation scheduling
• Track and report on recruiting metrics (time-to-fill, source of hire, offer acceptance rate)
• Build and maintain a pipeline of qualified candidates for recurring or hard-to-fill roles

General HR Support

• Maintain accurate and confidential employee personnel files (physical and/or digital)
• Assist with onboarding and offboarding processes, including paperwork, system access requests, and exit procedures
• Respond to general employee questions regarding policies, procedures, and benefits, escalating as needed
• Help ensure compliance with labor law postings and required notices
• Support administration of employee benefits enrollment and changes
• Assist with tracking employee attendance, PTO balances, and leave of absence requests
• Help maintain and update the employee handbook and internal HR policies as directed
• Assist with unemployment claims, workers' compensation documentation, and related HR compliance matters
• Support performance review cycles by tracking deadlines and maintaining documentation
• Help organize company events, trainings, or employee engagement initiatives as needed

Other Duties as Assigned

• Perform other duties and special projects as assigned by management, which may fall outside the primary responsibilities listed above but support the overall goals of the Payroll/HR department

Minimum Qualifications:

• 2+ years of experience in payroll processing (Current ADP a plus)

• 2+ years of experience in recruiting or talent acquisition

• Working knowledge of payroll software (e.g., ADP, Paycor, or similar) and applicant tracking systems

• Solid understanding of wage and hour laws, tax withholding, and employment regulations

• Strong organizational skills with the ability to manage competing deadlines

• High level of discretion and confidentiality

• Excellent written and verbal communication skills

• Proficiency in Microsoft Excel/Google Sheets

Click here to apply.