HR Assistant
(Athens, GA)

Nawkaw is growing!
This is an opportunity to get on the ground floor to building an HR department.

ESSENTIAL JOB FUNCTIONS:
Assist and support the HR Manager with various people and culture functions at multiple area locations. Supports employment, benefits administration, payroll, employee relations, drives company culture, and training.

Maintain the onboarding process for all new hires.

Screen all applicants and determine eligibility for employment. Conducts all reference checks and executes onboarding process.

Answer associates’ requests and troubleshoot issues. This role requires both independent and collaborative work across all locations, demonstrating high levels of flexibility and an understanding of handling sensitive issues.

Ability to consistently maintain the privacy and confidentiality of all information to which access is granted, protect Nawkaw’s assets, act with ethics and integrity, and align with company policies and procedures.

Assist with all benefits administration, including group health insurance, vacation, various types of leaves of absence, 401k plan, and open enrollment. Ensure all policies and procedures are followed and forms are accurate and administered promptly.

Complete appropriate paperwork for new hires, terms, changes to payroll records, for new hires, transfers, terminations, job changes, raises, and any other changes request by the HR Manager.

Maintain team member files and ensure that documents are uploaded promptly.

Assist with celebrations and recognitions for quarterly awards, recognition programs, birthdays, anniversaries, monthly team activities and luncheons, and other associate relations events.

Ensure information boards and company newsletter are current and inviting with important information, and corporate-approved federal and state labor law posters.

Perform any other job-related duties as assigned.

REQUIRED SKILLS AND ABILITIES:
Must have the ability to communicate in English. Self-starting personality with an even disposition. Always maintain a professional appearance and manner. Working knowledge of Federal and local regulations relating to OSHA and worker’s compensation. Thorough knowledge of Human Resources practices and procedures as well as considerable knowledge of State and Federal laws and regulations pertaining to Human Resources matters.

Work Habits:
In order to maintain a positive experience, your work habits should always meet and strive to exceed Nawkaw’s standards for work procedures, dress, grooming, punctuality and attendance. You should be adaptable to change in your work area and in Nawkaw’s procedures with a willingness to learn new skills and/or improve existing ones, have the ability to solve routine problems that occur on the job and ask for help whenever you are not sure how to do something.

Note:
This description excludes non-essential and marginal functions of the position that are incidental to the performance of the fundamental job duties.

Furthermore, the specific examples in each section are not intended to be all-inclusive. Rather, they represent the typical elements and criteria considered necessary to perform the job successfully. Other job-related duties may be assigned by the associate’s supervisor.
Furthermore, this description is subject to change, in the sole discretion of Nawkaw, and in no way creates an employment contract, implied or otherwise; each associate remains, at all times, an “at will” associate.

Nawkaw is an Equal Opportunity Employer and an E-Verify Employer.

Nawkaw 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.