Human Resources Payroll Manager
Midstate Reclamation and Trucking, Inc., Lakeville, MN, United States
Apply Online at: https://midstatecompanies.com/careers/
Overview
The HR/Payroll Manager is responsible for providing HR and payroll processing services to all employees within Midstate Companies. This role partners with the General Manager and their key managers (Trucking Manager, Shop Manager, Office Manager, Contracts and AR Administrator, Superintendents), as well as the Corporate Payroll Manager, Corporate HR Directors, the Chief Human Resources Officer (CHRO), and other corporate personnel. These partnerships ensure company-wide and/or operating entity specific initiatives are implemented and managed within the Midstate operation.
Responsible for all activities of the HR function within the assigned operating entity, including the full lifecycle of employment activities (recruiting, onboarding, benefits administration, time and pay administration, leaves of absence, enforcing company policies and practices), including full administration of HR/Payroll Systems (HRIS) and weekly/bi-weekly payroll processing (including certified payroll administration), and union reporting/administration.
Recruiting and Onboarding
Partner with managers to ensure job descriptions are updated and effectively manage the job requisition process in the Company’s HRIS. Create job requisitions, post opportunities, screen applicants, coordinate interview and selection efforts, and update candidate disposition statuses.
For union-specific roles, partner with union associations to accelerate identifying talent and migrating such talent into the organization. Utilize relevant trade associations and schools.
Partner with General Manager to assess employee referral program bonus values for each job opening.
Ensure post-offer, pre-employment applicants are migrated into the background screening phase and administer screening efforts according to Company policy.
Migrate new hires into their onboarding process. Develop day one agendas, facilitate electronic onboarding, review company policies, coordinate safety overviews, summarize benefit offerings, and conduct employee introductions and facility tours.
Ensure completeness of all new hire documentation (including I-9/E-Verify), acknowledgment forms, electronic consents, paid time off policy assignment, bonus targets, etc. Gather necessary details to properly account for employee level tax implications (city/state level) based on worksite locations.
For non-union roles, coordinate initial new hire benefit enrollments within the first 30 days of employment; ensure employees understand benefit coverage levels, carrier networks, resources, and the value of the total compensation package; ensure timely employee self-service elections.
Issue company equipment to employees (e.g., computers and other devices), cell phones, personal protective equipment, etc., and maintain accurate related records.
HR/Payroll Systems (HRIS)
Gain expert level knowledge of HRIS and ensure systems are administered in accordance with corporate initiatives (e.g., applicant tracking, onboarding, benefit enrollments/changes, employment changes, offboarding).
Ensure all entries related to ongoing HR entry administration and payroll processing are completed and approved in a timely manner:
Import timekeeping activities
Audit payroll change reports, including employment changes, deductions, corrections, paid time off, per diem, employee referral bonuses, garnishments, etc.
Ensure all benefit programs are properly administered in HRIS (plan eligibility, premium deductions, qualifying events, documentation, etc.).
Administer all prevailing wage, certified payroll, fringe and union reporting activities.
Partner with Corporate Payroll Manager to review and approve all pre-transmittal payroll activities, certified payroll activities, and union funding activities.
Actively participate in the implementation and administration of upgraded HR/Payroll systems.
Ensure employee self-service functionality is utilized (employee profile changes, paid time off and leave requests, sick pay administration, benefit elections, etc.).
Ensure the system is fully utilized/optimized (including reporting capabilities).
HR Operations
Maintain compliance with federal, state, and local employment laws and regulations including state-mandated laws.
Ensure HR policies/practices are administered, communicated, and enforced.
Gain a detailed understanding of each applicable union’s collective bargaining agreement, wage requirements, health and welfare requirements, etc. Leverage the company’s HRIS to administer union-related dues, deductions, earnings, benefit accruals and timely funding to each applicable union.
Frequently assess opportunities to ease administrative burdens; support the company’s paperless environment initiatives and the adoption of a single set of user practices across all entities.
Generate and disseminate relevant reports to the General Manager and their managers to monitor trends of the operating entity. Educate the team on retention and culture/climate trends and opportunities for improving business performance.
Partner with Corporate Director HR Operations to ensure proper administration of leave of absence policies/practices.
Partner with General Manager and their management team to advise on disciplinary matters in accordance with company policies. Partner with CHRO on related documentation (warnings, performance improvement plans, termination letters).
Ensure HR document management and retention practices are compliant and consistent with company standards; utilize adopted HR record management systems.
Actively lead annual benefit open-enrollment initiatives, safety days, seasonal off-boardings, etc.
Serve as the entity’s Equal Employment Opportunity (EEO) Officer and respond to inquiries/concerns. Provide training to managers on their responsibilities and reporting protocols.
If applicable, review annual EEO reporting requirements and submit related federal jobs data through the Federal Highway Administration website.
Other
Every employee within our operating entities may be assigned duties not aligned with their specific function but essential to keep the Company operating effectively.
Maintain effective working relationships with all personnel and participate in related team meetings.
Develop deep and effective working relationships with the General Manager and their teams.
Maintain knowledge of trends, best practices, regulatory changes, and new technologies in human resources, talent management, and employment law. Provide recommendations.
Serve as a customer-service minded resource for all employees and be available to discuss HR-related issues.
Escalate risk situations or special inquiries to the CHRO as needed.
Serve as a back-up to key support positions when assigned.
Maintain confidentiality of information at all times.
Complete other duties as required.
Required Knowledge, Skills, and Abilities
A minimum of 5 years of HR and payroll experience.
Bachelor’s Degree in related field and/or HR certification preferred.
Full employment lifecycle experience (recruiting, onboarding, benefits and pay administration, leave of absence, HR/Payroll system administration).
The following experience is strongly preferred:
ADP WorkforceNow HRIS/Payroll
Certified payroll administration and reporting
Union administration
Construction industry experience, including heavy highway industry experience
Workers’ compensation and safety related administration
Knowledge of personnel policies, recordkeeping requirements, procedures, practices and general employment laws.
Proven experience developing relationships with internal and external stakeholders.
Proficient with Microsoft Office applications including Word, Excel, PowerPoint, Office 365, etc.
High degree of accuracy and attention to detail, strong critical thinking skills, and ability to work in a fast-paced environment; ability to prioritize among competing duties/projects.
Excellent written, verbal and presentation communication skills; customer service minded approach in all interactions.
Demonstrated skills in persuasion and consensus-building with effective negotiation skills.
Experience working with a diverse workforce and multi-site environment.
Flexible, dependable, confident and accountable; ability to maintain confidentiality and navigate sensitive issues.
Working Conditions and Physical Demands
Works in an indoor office environment relatively free from environmental conditions or hazards.
Use of office equipment and computers.
Occasional lifting of supplies and materials.
Typically involves extended sedentary periods, talking, hearing, seeing, grasping, movement and repetitive motions.
Disclaimer
To perform this job successfully, an individual must be able to perform each essential job responsibility satisfactorily. This job description is not to be construed as all inclusive. Employees may be required to perform any other job-related task as requested. Reasonable accommodations may be considered and implemented to enable individuals with qualified disabilities to perform the essential functions.
All SurfaceCycle operating companies, including Midstate Companies, are equal opportunity employers.
#J-18808-Ljbffr
Overview
The HR/Payroll Manager is responsible for providing HR and payroll processing services to all employees within Midstate Companies. This role partners with the General Manager and their key managers (Trucking Manager, Shop Manager, Office Manager, Contracts and AR Administrator, Superintendents), as well as the Corporate Payroll Manager, Corporate HR Directors, the Chief Human Resources Officer (CHRO), and other corporate personnel. These partnerships ensure company-wide and/or operating entity specific initiatives are implemented and managed within the Midstate operation.
Responsible for all activities of the HR function within the assigned operating entity, including the full lifecycle of employment activities (recruiting, onboarding, benefits administration, time and pay administration, leaves of absence, enforcing company policies and practices), including full administration of HR/Payroll Systems (HRIS) and weekly/bi-weekly payroll processing (including certified payroll administration), and union reporting/administration.
Recruiting and Onboarding
Partner with managers to ensure job descriptions are updated and effectively manage the job requisition process in the Company’s HRIS. Create job requisitions, post opportunities, screen applicants, coordinate interview and selection efforts, and update candidate disposition statuses.
For union-specific roles, partner with union associations to accelerate identifying talent and migrating such talent into the organization. Utilize relevant trade associations and schools.
Partner with General Manager to assess employee referral program bonus values for each job opening.
Ensure post-offer, pre-employment applicants are migrated into the background screening phase and administer screening efforts according to Company policy.
Migrate new hires into their onboarding process. Develop day one agendas, facilitate electronic onboarding, review company policies, coordinate safety overviews, summarize benefit offerings, and conduct employee introductions and facility tours.
Ensure completeness of all new hire documentation (including I-9/E-Verify), acknowledgment forms, electronic consents, paid time off policy assignment, bonus targets, etc. Gather necessary details to properly account for employee level tax implications (city/state level) based on worksite locations.
For non-union roles, coordinate initial new hire benefit enrollments within the first 30 days of employment; ensure employees understand benefit coverage levels, carrier networks, resources, and the value of the total compensation package; ensure timely employee self-service elections.
Issue company equipment to employees (e.g., computers and other devices), cell phones, personal protective equipment, etc., and maintain accurate related records.
HR/Payroll Systems (HRIS)
Gain expert level knowledge of HRIS and ensure systems are administered in accordance with corporate initiatives (e.g., applicant tracking, onboarding, benefit enrollments/changes, employment changes, offboarding).
Ensure all entries related to ongoing HR entry administration and payroll processing are completed and approved in a timely manner:
Import timekeeping activities
Audit payroll change reports, including employment changes, deductions, corrections, paid time off, per diem, employee referral bonuses, garnishments, etc.
Ensure all benefit programs are properly administered in HRIS (plan eligibility, premium deductions, qualifying events, documentation, etc.).
Administer all prevailing wage, certified payroll, fringe and union reporting activities.
Partner with Corporate Payroll Manager to review and approve all pre-transmittal payroll activities, certified payroll activities, and union funding activities.
Actively participate in the implementation and administration of upgraded HR/Payroll systems.
Ensure employee self-service functionality is utilized (employee profile changes, paid time off and leave requests, sick pay administration, benefit elections, etc.).
Ensure the system is fully utilized/optimized (including reporting capabilities).
HR Operations
Maintain compliance with federal, state, and local employment laws and regulations including state-mandated laws.
Ensure HR policies/practices are administered, communicated, and enforced.
Gain a detailed understanding of each applicable union’s collective bargaining agreement, wage requirements, health and welfare requirements, etc. Leverage the company’s HRIS to administer union-related dues, deductions, earnings, benefit accruals and timely funding to each applicable union.
Frequently assess opportunities to ease administrative burdens; support the company’s paperless environment initiatives and the adoption of a single set of user practices across all entities.
Generate and disseminate relevant reports to the General Manager and their managers to monitor trends of the operating entity. Educate the team on retention and culture/climate trends and opportunities for improving business performance.
Partner with Corporate Director HR Operations to ensure proper administration of leave of absence policies/practices.
Partner with General Manager and their management team to advise on disciplinary matters in accordance with company policies. Partner with CHRO on related documentation (warnings, performance improvement plans, termination letters).
Ensure HR document management and retention practices are compliant and consistent with company standards; utilize adopted HR record management systems.
Actively lead annual benefit open-enrollment initiatives, safety days, seasonal off-boardings, etc.
Serve as the entity’s Equal Employment Opportunity (EEO) Officer and respond to inquiries/concerns. Provide training to managers on their responsibilities and reporting protocols.
If applicable, review annual EEO reporting requirements and submit related federal jobs data through the Federal Highway Administration website.
Other
Every employee within our operating entities may be assigned duties not aligned with their specific function but essential to keep the Company operating effectively.
Maintain effective working relationships with all personnel and participate in related team meetings.
Develop deep and effective working relationships with the General Manager and their teams.
Maintain knowledge of trends, best practices, regulatory changes, and new technologies in human resources, talent management, and employment law. Provide recommendations.
Serve as a customer-service minded resource for all employees and be available to discuss HR-related issues.
Escalate risk situations or special inquiries to the CHRO as needed.
Serve as a back-up to key support positions when assigned.
Maintain confidentiality of information at all times.
Complete other duties as required.
Required Knowledge, Skills, and Abilities
A minimum of 5 years of HR and payroll experience.
Bachelor’s Degree in related field and/or HR certification preferred.
Full employment lifecycle experience (recruiting, onboarding, benefits and pay administration, leave of absence, HR/Payroll system administration).
The following experience is strongly preferred:
ADP WorkforceNow HRIS/Payroll
Certified payroll administration and reporting
Union administration
Construction industry experience, including heavy highway industry experience
Workers’ compensation and safety related administration
Knowledge of personnel policies, recordkeeping requirements, procedures, practices and general employment laws.
Proven experience developing relationships with internal and external stakeholders.
Proficient with Microsoft Office applications including Word, Excel, PowerPoint, Office 365, etc.
High degree of accuracy and attention to detail, strong critical thinking skills, and ability to work in a fast-paced environment; ability to prioritize among competing duties/projects.
Excellent written, verbal and presentation communication skills; customer service minded approach in all interactions.
Demonstrated skills in persuasion and consensus-building with effective negotiation skills.
Experience working with a diverse workforce and multi-site environment.
Flexible, dependable, confident and accountable; ability to maintain confidentiality and navigate sensitive issues.
Working Conditions and Physical Demands
Works in an indoor office environment relatively free from environmental conditions or hazards.
Use of office equipment and computers.
Occasional lifting of supplies and materials.
Typically involves extended sedentary periods, talking, hearing, seeing, grasping, movement and repetitive motions.
Disclaimer
To perform this job successfully, an individual must be able to perform each essential job responsibility satisfactorily. This job description is not to be construed as all inclusive. Employees may be required to perform any other job-related task as requested. Reasonable accommodations may be considered and implemented to enable individuals with qualified disabilities to perform the essential functions.
All SurfaceCycle operating companies, including Midstate Companies, are equal opportunity employers.
#J-18808-Ljbffr