Human Resources Clerk (Part-Time) - SC/ Kroc San Diego
San Diego, CA, United States
Mission Statement
The Salvation Army, an international movement, is an evangelical part of the universal Christian church. Its message is based on the Bible. Its ministry is motivated by the love of God. Its mission is to preach the gospel of Jesus Christ and to meet human needs in His name without discrimination.
Position Summary
The Human Resources Clerk is responsible for the coordinating of human resources functions, including, but not limited to, recruitment, hire process, orientation and training, payroll, and recording keeping.
Essential Functions
General
Maintain confidentiality regarding all employee information.
Coordinate with the HR Generalist at Divisional Headquarters (DHQ)
Work with DHQ and the Center Director in response to employee concerns.
Coordinate the Worker’s Compensation process on site and with DHQ.
Hiring and Onboarding.
Coordinate recruitment, processing, and onboarding all employees. This includes but is not limited to:
TSAMM Processing for CFC
Run background checks including criminal and territorial registry.
Assisting new employees and supervisors with completing paperwork.
Schedule and conduct new hire orientations.
Name and ID badge ordering & processing.
Coordinating with Marketing on business cards
Coordinate with I.T. on email and computer set up.
Uniform distribution, inventory keeping, & ordering
Payroll Monitor time keeping system and ensure accuracy and timeliness of payroll information. This includes but is not limited to:
Ensuring that all timecards are complete and approved timely.
Running payroll reports such as overtime and mealtime violations
Staff Training Support organizational training and development efforts. This includes, but is not limited to:
Ensure employees are entered into the system & complete trainings.
Assist Staff with staff disciplinary needs & reporting.
Staff Appreciation Maintain complete and up to date employee and department files and records. This includes but is not limited to the following files:
General Personnel, Protecting the Mission, HIPAA, Fleet, Workers’ Compensation, & Payroll.
Monitor and update Employee Databases on a weekly basis.
Perform other related assignments/duties as assigned.
Working Conditions
Ability to walk, stand, bend, squat, climb, kneel and twist on an intermittent or sometimes continuous basis. Ability to be able to lift up to 40lbs. Ability to grasp, push, pull objects such as files, file cabinets drawers and reach overhead. Ability to operate computer, fax and telephone.
Minimum Qualifications Minimum High School graduate or equivalent.
2+ years of administrative experience is preferred.
Bilingual/bi-literate English/Spanish is preferred.
Must be in good physical health and mental health, capable of meeting program demands.
Must maintain a valid California Driver’s License
Must successfully complete Decision Driving Safety Test before driving for The Salvation Army and annually recertify as required.
Must meet certification by and participation in The Salvation Army’s Fleet Safety Program (Salvation Army Fleet Safety Policy dictates that an employee may not obtain more than two [2] moving violations or accidents within any 12-month period; see The Salvation Army Fleet Safety Policy)
Skills, Knowledge & Abilities Excellent verbal and written communication skills are required.
Must have a good command of the English language, both verbal and written.
Must be friendly, inviting, self-motivated, even-tempered and adaptable.
Must have ability to work with, direct and relate with co-workers, members, and guest.
Must be able to maintain a professional attitude and approach to problems.
Must be able to function effectively without supervision.
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)