Human Resources Administrative Specialist

DescriptionResponsibilities/Essential Functions Preparing or updating employment records related to hiring, transferring, promoting and terminationsProviding guidance regarding Human Resources policies, procedures and standards to new and existing employeesPartner with Talent Acquisition for the development of internal offersAssist with responding to inquiries that are submitted to the HRRC, which may include, but not limited to, questions involving HR processes and services, Recruitment, Benefits, Compensation, Talent Management, Learning and Development and Payroll.Assisting non-management level candidates with the background check process through completionAssisting non-management level candidates with the completion of the new hire onboarding/new hire paperwork process through completionProcessing all personnel action forms and ensuring proper approvalManagement of the tuition reimbursement and employee referral programsAddressing employee and HR partner questions regarding HR system functionality, including password resetsPerforms other duties as assigned or requested by HR Administrator or HR SupervisorKnowledge/Skills/AbilitiesCandidate must have the ability to partner with all levels of the organizationThe ability to influence strategy and provide mentoring and counselingMust also possess the ability to support a diverse group of internal clientsStrong organizational, time management skillsKnowledge of Microsoft Office is necessary along with HR system experience, preferably, Ultimate. Experience/Education1-2 years of HR experience, particularly in a Generalist capacityExperience working in a team setting, preferably as part of a Shared Services teamExperience working in a high volume, fast paced and changing environmentBachelor’s degree strongly preferredHR certification preferred, but not requiredEqual Opportunity Employer/Protected Veterans/Individuals with DisabilitiesThe 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)Connect With Us!

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ARAMARK is an EQUAL EMPLOYMENT OPPORTUNITY/AFFIRMATIVE ACTION employer – Minority/Female/Disability/VeteranAramark will consider for employment qualified applicants with criminal histories in a manner consistent with the Los Angeles Fair Chance ordinance.