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Keep track of current benefits and human resources related topics and all Federal and State laws and regulations such as ACA, COBRA, FMLA, PFL, ERISA, and HIPAA. Coordinate with employee on benefits changes and inform Payroll processor of the related deduction changes.
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Providing advice and counseling across a broad spectrum of employment issues, including wage and hour, payroll, benefits, hiring, performance management, internal investigations, leaves of absence, discipline, terminations, employee classification, and employee privacy.
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A solid working knowledge of HR policies, procedures, state and federal employment law is necessary, including FMLA, NJFLA and NJ STD. It is preferred that the candidate has some payroll experience.
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Ensure compliance with federal and state statutes/laws such as FMLA, ADA, Sexual Harassment, OSHA, Worker’s Compensation, Title VII, and ERISA. Manage HRIS - onboarding/hiring, employee benefit selection/changes, and monthly payroll processing.
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Familiarity with Federal, State and Local laws that govern human resources management including but not limited to: ADA, ADEA, FMLA, ERISA, COBRA, HRIS, EEO/AA, OSHA etc. Experience working with a web-based payroll and human capital management system, such as Paylocity.
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You will handle recruitment, hiring, onboarding, training, performance management, payroll processing, benefits administration, employee relations, retention, leave administration, employee engagement, and compliance with applicable State and Federal laws and regulations.
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The person in this role will partner with many relevant stakeholders, including Benefits Design, GBSC (Global Business Services Center), Payroll, TPRM (Third Party Risk Management), P&C (People & Capability) technology, external vendors and other groups to ensure programs are delivered accurately and on time.
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Working knowledge of government regulations that apply to benefit programs (ERISA, FMLA, COBRA, HIPAA, HCRA). Partner with Payroll and HR Operations to update Dayforce Benefits Module. Working knowledge of government regulations that apply to benefit programs (ERISA, FMLA, COBRA, HIPAA, HCRA.
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Responsibilities will include a wide variety of HR functions including processing of payroll, maintaining electronic employee records, complete all updates, setups and changes in the HCM, Ceridian Dayforce.
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Manage absence and leaves of absence administration; work with third-party administrator ensuring that leaves and disability programs are being administered timely, accurately and in accordance with leave documentation; communicate leave of absence policies to employees and managers; support Workday absence and leave configuration for statutory requirements; maintain complete and accurate records to include any impact to payroll deductions and benefits payments.
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Serves as the Payroll Administrator for the Detention Services Bureau, which includes monitoring bi-weekly payroll entries and communicating with managerial staff to ensure the correct information has been submitted in the InTime and SAP time keeping systems and processed in a timely manner.
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Specific areas of direct influence include employee relations, benefits and payroll administration, attendance and absence policy administration, compensation/salary administration, organizational development, performance management, training, EEO/AA compliance, diversity, safety, Worker's Compensation, record keeping and special projects.
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Assess data entered by others in the payroll software to include, but not limited to salary/wage increases, benefit deductions, employee termination dates, and employee leaves of absence under FMLA or other unpaid leave.
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Check data entered by others in the payroll software to include, but not limited to salary/wage increases, benefit deductions, employee termination dates, and employee leaves of absence under FMLA or other unpaid leave.
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Update salary and benefits changes via the HR\/payroll system; and use HRIS reporting tools to review, monitor and produce HR data, reports & metrics. \u2022 Strong knowledge of filing and compliance requirements affecting employee benefit programs, including COBRA, ERISA, HIPAA, FMLA, IRS codes, etc.
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