Position Summary

The HR Administrator is responsible for managing all aspects of human resources operations and initiatives. Reporting to the Director of Finance, this role combines strategic HR leadership with hands-on execution across the employee lifecycle. The HR Administrator supports a positive and compliant workplace by overseeing payroll and benefits, recruitment, compliance, employee relations, training and development, and organizational culture. This position also leads the Employee Ownership Committee (EOC), advancing company-wide engagement and inclusivity efforts.

Core Responsibilities

1. Human Resources Operations & Employee Relations

• Serve as the primary point of contact for all HR-related inquiries and employee support.
• Provide day-to-day guidance on HR policies, performance management, employee relations, and workplace concerns.
• Maintain HRIS system accuracy and integrity; generate reports and ensure data compliance.
• Manage the Company’s workers’ compensation program, including incident investigation, reporting, and claims follow-up.
• Ensure a safe and compliant work environment by coordinating safety programs and regulatory reporting.

2. Payroll & Benefits Administration

• Process and validate biweekly payroll in compliance with all legal and organizational standards.
• Prepare and distribute W-2 and 1099 forms annually to employees.
• File required IRS forms, including 1094 and 1095-C, to ensure Affordable Care Act (ACA) compliance.
• Manage benefit programs, including employee enrollments, changes, vendor relationships, and communications.
• Coordinate 401(k) and ESOP reporting, including annual diversification and distribution.
• Prepare and distribute annual total compensation statements.
• Administer all types of employee leaves, including FMLA, parental leave, and other time-off programs.

3. Talent Acquisition & Onboarding

• Develop and maintain job descriptions in alignment with organizational needs.
• Lead end-to-end recruitment processes including job postings, candidate screening, interview scheduling, and offer letters.
• Oversee new hire onboarding and orientation; conduct 30- and 90-day check-ins to support employee success and retention.

4. Training & Development

• Identify training needs in partnership with leadership and recommend relevant learning initiatives.
• Design, coordinate, and deliver employee and manager training programs.
• Manage annual trainings, track participation, and maintain training documentation and materials.

5. Employee Engagement & Culture

• Lead the Employee Ownership Committee (EOC), fostering employee involvement and ownership culture.
• Develop and implement employee engagement and recognition initiatives aligned with company values.
• Partner with leadership to drive strategies that enhance organizational culture, morale, and retention.

6. Offboarding & Exit Process

• Manage offboarding procedures, including final payroll, benefits coordination, and system access termination.
• Conduct exit interviews, analyze trends, and share feedback with leadership to inform retention strategies.

7. Compliance & HR Policy Management

• Ensure compliance with all applicable federal, state, and local employment laws and regulations.
• Maintain up-to-date employee handbooks, labor law postings, and compliance materials.
• Track regulatory changes and update policies and training programs as needed to mitigate legal risk.
• Manage OSHA reporting and maintain workplace safety compliance in coordination with regulatory requirements.
• Maintain organized and compliant employee records and documentation.

Additional Responsibilities

• Perform other duties as assigned to support HR operations and contribute to the overall success of the organization.

Qualifications

• Bachelor’s degree in Human Resources, Business Administration, or related field preferred.
• 5+ years of broad HR experience in a generalist-level or higher role; prior experience in a standalone HR role is a strong plus.
• Manufacturing environment preferred.
• Hands-on experience processing payroll, including compliance with federal and state regulations.
• Strong knowledge of HR best practices, labor laws, and benefits administration.
• Experience designing and delivering employee training programs.
• Excellent interpersonal and communication skills—able to build trust and communicate effectively at all levels.
• Highly organized, self-motivated, and able to manage multiple priorities independently.
• Proficiency with HRIS and payroll systems; experience with Paycor is preferred.
• Proficiency in Microsoft Office Suite.
• Bilingual in English and Hmong is highly preferred.

Physical Requirements

• Ability to sit or stand for prolonged periods.
• Manual dexterity for typing, filing, and operating standard office equipment.
• Visual and hearing acuity sufficient for typical office communication and work.
• Ability to move around the office and lift/move office supplies or equipment as needed.

We Make it Easy

Founded in 1901, MRA is a nonprofit employer association that serves more than 4,000 employers, covering more than one million employees.

As one of the largest employer associations in the nation, MRA helps its member organizations thrive by offering the most comprehensive assortment of HR services, information, education, and resources to help build successful workplaces and a powerful workforce.

We partner with these companies working directly with their HR department and leadership to hire their talent. We are a direct line to the company, not an agency recruiter.