We are seeking individuals with boundless energy, unwavering persistence, and an appetite for learning. We value individuals who approach challenges with enthusiasm and creativity. If you're ready to embark on a journey of continuous growth and contribute to meaningful solutions, we want you on our team.
AWC is excited to provide a career opportunity for an experienced Human Resources Payroll & Benefits Specialist, in our National Sales Support Center, with a strong background in payroll processing and benefits administration. This role will serve as a primary point of contact for employees regarding payroll and benefits-related issues, while also ensuring the effective delivery of compensation, retirement, and benefits programs. As an employee-owned company, the ideal candidate will bring an understanding of Employee Stock Ownership Plan (ESOP) processes, along with excellent communication and organizational skills to provide outstanding support to our employee co-owners.
How you’ll make an impact:
Payroll Processing:
- Process routine bi-weekly payroll as well as special pay runs, utilizing UKG Ready HRIS
- Audit Payroll cycles, create post-payroll reports, and distribute upon completion
- Address employee questions and concerns regarding pay in a timely fashion. Refer other issues to HR department personnel as appropriate
- Manage COBRA payment process for retirees
- Manage employment poster process for all locations
- Collaborate with HR department partners to integrate compensation practices with performance management processes, performance evaluations, and career development
Benefits Management:
- Serve as the primary point of contact for employees on all benefits-related inquiries, including health insurance, retirement plans, and other employee perks
- Educate employees on available benefits options, enrollment processes, and eligibility criteria to support informed decision-making
- Ensure efficient use of Human Resources Information System (HRIS) as it pertains to compensation and benefits management, third-party provider file feeds, and reporting
- Own and audit employee data in HRIS to ensure accuracy
ESOP Administration:
- Primary contact for administrative support of the ESOP, ensuring adherence to deadlines and compliance with regulatory requirements, while optimizing the annual processes surrounding the plan
- Collaborate with our external ESOP advisors to assist with the management of data regarding plan documents, participant annual census, annual valuations, participant actions and distributions
- Initial point of contact for answering plan participants’ questions
Vendor and Broker Assistance:
- Coordinate with vendors and brokers to ensure effective delivery of compensation and benefits programs and services
- Assist with contract negotiations, review services, and resolve any issues or discrepancies with vendors and brokers in a timely manner
Compliance and Reporting:
- Ensure compliance with all applicable laws, regulations, and plan documents related to retirement and other employee benefits, such as ERISA and HIPAA
- Ensure compliance with all relevant laws and regulations governing compensation practices, such as the FLSA
- In conjunction with our broker, generate and analyze reports to monitor benefit utilization and assess effectiveness of programs
Skills you’ll need:
- Bachelor's degree required
- Minimum of 10 years of experience in human resources, with a focus on compensation and benefits administration
- Demonstrated successful utilization of Human Resources Information Systems
- Committed to providing excellent communication and customer service to internal and external stakeholders
- Detail-oriented with strong organizational and problem-solving abilities
- Data-driven mindset when analyzing opportunities and making decisions
Here’s what will set you apart:
- Understanding of ESOP administration, regulations, plan design, and fiduciary responsibilities
- Prior use of UKG Pro and Ready HRIS
- Proficient in Root Cause Analysis and Process Improvement methods and techniques
The Rewards:
- Employee Stock Ownership Plan (ESOP)
- 401(K) Match
- Competitive Pay
- Medical, Dental and Vision Insurance Package
- Employer Paid Life Insurance
- Paid Time Off and Holiday Pay
- Career Development Opportunities
About AWC
As employee-owners, we seek to develop fulfilling careers by pushing ourselves to deliver better, safer, more effective automation solutions. We do this through strategically partnering with the world’s most-recognized brands to help engineering, reliability, and maintenance teams solve problems effectively. Our team of over 600 employee-owners embrace innovative and creative methods to expand our expertise while providing genuine value to our customers and technology partners.
How We Win Together
We are committed to solving customer problems and are looking for team members that want to be a trusted resource to those looking for a partner who out-knows, out-cares, and out-serves everyone else. Every day, we strive to deliver on our mission to empower people to make the greatest positive impact for the communities and families we serve together. Our Winning Together culture starts with a shared commitment to building an environment of inclusiveness, trust, and mutual respect. We know that when people like you are safe to pursue your passions, to learn, to serve, and to share in the rewards from our combined efforts, then we are winning together.
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)