Become part of our dedicated HR team! The Salvation Army offers employees a greater sense of purpose and an opportunity to be an essential part of a highly respected organization. Our San Diego Center is seeking a temporary HR Assistant who provides administrative support to the Human Resources Department. We are as impassioned about our employees as we are about our mission to help anyone in need without discrimination. Our culture reflects this quality, which makes our offices a great place to work. If you are accountable, self-motivated and enjoy helping others, join us in making a difference!

ESSENTIAL JOB DUTIES:

The Human Resources Assistant is responsible for assisting the Regional HR Generalist in the day-to day responsibilities in the Human Resources Dept., including, but not limited to assisting with recruiting, onboarding, employee relations, benefits, workers compensation administration, safety and payroll.

• Work with Regional HR Generalist and Command Recruiter to fill open positions.
• Review applications and resumes, screen candidates and schedule for interview when applicable
• Update Staffing Matrix and Open Job Reports as required
• Assist in the pre-employment process for new hires including offer letter, background requests and references.
• Provide orientation for new hires and ensure that all of the proper documents are signed and placed in the personnel record.
• Update and maintain I-9 file
• Create new employee personnel file and assure they are maintained according to ARC Command/Review Standards.
• Copy employee records as needed
• Assist with employee HRIS entries such as employee changes, deductions, terminations, etc.
• Run various reports as requested by using HRIS and other software
• Maintain employee evaluations schedule and work closely with supervisor to ensure timely delivery
• Make TSAMM entries for Command FC Review
• Set up new employees in OTIS Training website and assign training courses
• Assist with lien and garnishment notices, ensuring that each party receives the correct paperwork and that deduction codes are entered in payroll system.
• Assist with work related injuries and gather necessary paperwork
• Ensure all required labor and legal posters are present at each location
• Become familiar with The Salvation Army Injury and Illness Prevention Program
• Fulfill duties of Safety Supervisor as described in the IIPP
• Assist with maintenance of OSHA Log 300 and 300A
• Become familiar with company benefits offered and assist enrollment for new hires and annual open enrollment
• Assist with maintenance of records for Authorized Drivers for ARC, including annual MVR and safety training.
• Assist with DOT Driver Qualification Records
• Provide backup to the Accounting office as necessary for HR/payroll related matters.
• Assist with employment and salary verification requests.
• Other duties as requested by the Administrator or his/her designate.

• AA degree preferred or suitable combination of skills and experience
• Strong computer skills, including email, MS Office and related business & communication tools
• Excellent organizational skills, detail-oriented and able to multi-task
• Must be self-motivated, able to work with a minimum of supervision, and able to handle confidential matters
• Effective written and verbal communication skills and able to interact with staff at all levels
• Current valid Driver’s license

BENEFITS:

• Opportunity for career growth
• Paid time off
• Employee Discounts
• Medical, Dental, and Vision
• Retirement Plan
• AFLAC
• Employee Assistance Program (EAP)
• Pet Insurance

Education

• Associates or better in Human Resource Administration or related field

Licenses & Certifications

• Driver's License

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)