Position Description
Responsible for administration of personnel policies, compliance with federal and state personnel laws, performing employee investigations, FMLA/ADA, corrective action, unemployment claims, and employee performance coaching.
Essential Job Tasks:
With guidance from supervisor, ensures compliance with state and federal laws (Title VII of the 1964 Civil Rights Act, Age Discrimination in Employment Act, Americans with Disabilities Act, Family and Medical Leave Act, Equal Pay Act, National Labor Relations Act, USERA, etc.) while meeting the needs and philosophy of the corporation. Communicates applicable laws to employees and supervision to establish awareness of rights and responsibilities and ensures that policies are carried out fairly and consistently. Investigates complaints submitted by employees or anonymously via the hot-line. Analyzes facts, reviews legal considerations, corporate policy and projected outcomes. Implements recommended actions and evaluates level of success. Assists Legal in company response to employment related charges made through OFCCP, SCHAC, and/or EEOC by interviewing appropriate personnel and coordinate other documents within HR for legal review. Working with Supervision and Management, assists with the determination of the level of a corrective action, ensures risks are assessed and all details are investigated, documented and communicated. May assist supervision with drafting necessary documents. Updates personnel files and Lawson as required. Ensures on-schedule purging of documents from ECM. Assists with coordinating mandated EAP with Occupational Health when necessary. Reviews termination documentation and ensures corporate policy, procedure and practice have been applied consistently and fairly. Analyzes decision in the context of potential discrimination, retaliation, and wrongful discharge claims. Assists supervision in developing termination script and identifying special needs/issues. Attends terminating meeting to assist employee in transition process and answer questions concerning policy. Ensures appropriate paperwork is completed and processed in a timely manner and notifications sent to appropriate leadership and external entities. Coordinates Employee Engagement efforts, including on-boarding surveys, employee life cycle touch points, exit interviews and non-monetary rewards. Facilitates communication between Supervision, Benefits Administrator, Occupational Health & Safety, HR Service Center, Talent Acquisition and General Counsel regarding Return to Work restrictions, accommodations and employee leave. Engages employee and supervision to consider options in the case of employee's inability to perform essential job duties. Ultimately makes recommendations to Management for reasonable accommodations or termination of employment. Responds to Department of Workforce requests on unemployment, appeals and attends hearings as required. Assists with coaching employees and supervisors on performance related issues. Provides guidance to supervision regarding performance evaluation ratings and content as needed. Audits specified performance evaluations. Assists with coordination of iPort changes to Employee Resource Manual. Develops and communicates various personnel related policies, including, but not limited to FMLA, ADA, Open Door Policy, Corrective Action, Employee Disability, Harassment, Termination, Attendance and Leave, Alternate Work Schedule, Confidentiality of Personal Information & Unemployment Compensation.
Position Requirements
Bachelor's Degree in Human Resources or related field +2 years experience required. SPHR/PHR certification preferred.
Compensation Information:
$66,390 - $82,980 (min.-mid.)
We are an Equal Opportunity Employer and do not discriminate against any employee or applicant for employment because of race, color, sex, age, national origin, religion, sexual orientation, gender identity, status as a veteran, and basis of disability or any other federal, state or local protected class.
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Santee Cooper
Oct 13, 2025