PowerSecure Inc.

Human Resources Coordinator

Durham, NC

Full-time

About This Job

The HR Coordinator is responsible for processing pre-employment and onboarding for all new hires. This role is responsible for maintaining accurate data within the HRIS system, provide excellent customer service as they will be all new hires point of contact moving through the onboarding process. The HR Coordinator will also support the HR team as needed on any additional daily tasks or projects.

Qualification Requirements

To perform this job successfully, an individual must be able to perform each essential duty satisfactorily. The requirements listed below are representative of the knowledge, skill, and/or ability required. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

Minimum Qualifications

•

Requires a bachelor's degree or an equivalent combination of education, and experience

•

2+ years of experience in a Human Resources or related field

Knowledge, Skills and Abilities

•

Ability to prioritize work, and work in a self-directed and fast-paced environment

•

Attention to detail to ensure accurate data management

•

Proficient in Office 365 applications (SharePoint, Teams, OneNote, etc.)

•
Advanced Excel Skills

•

Excellent verbal and written communication skills required

Essential Functions

•

Complete pre-employment and onboarding process for all new hires

•

Maintains relationship with outside vendors for pre-employment and onboarding tasks.

•

Responsible for I9 processing and verifications.

•

Assists department with special projects and administrative tasks

•

Maintain accurate data in all HR systems including IFS - Maintain employment records related new hire information that transfers to other systems such as IFS, UKG Core, etc.

•

Supply inter-departmental reports to Payroll, IT, Safety, etc.

•

Work closely with Payroll team to ensure HRIS data is accurate, and employees are paid correctly

•

Support and contribute to HR projects as assigned by Talent Acquisition Manager

Physical Demands

While performing the duties of this job, the employee is occasionally required to stand; walk; sit; use hands to finger, handle, or feel objects, tools or controls; reach with hands and arms; climb stairs; talk or hear; taste or smell. The employee must occasionally lift and/or move up to 25 pounds. Specific vision abilities required by the job include close vision, distance vision, color vision, peripheral vision, depth perception, and the ability to adjust focus.

Work Environment

For the most part, the work environment includes ambient room temperatures, well-lit work areas and traditional office equipment as found in a typical office environment.

About Us:

PowerSecure, a Southern Company subsidiary, is a leading provider of innovative energy solutions to electric utilities and their industrial, institutional, and commercial customers.

Join Our Power Team!

We invest in high-value and cost-effective benefits for our employees. Our benefits package includes:

•

Medical, dental, vision and life insurance coverage

•

Competitive pay and a matching 401 (k) plan

•

Vacation, Company Holidays, Paid Time Off (PTO- personal and sick days)

•

Flexible spending accounts/Health savings account

•

Wellness Incentive Programs

•

Employee Referral Program

•

Tuition Reimbursement

PowerSecure is an Equal Opportunity/Affirmative Action employer and will consider all qualified applicants for employment without regard to race, color, religion, gender, sexual orientation, gender identity, national origin, age, protected veteran status, or disability status. This position is not open to third party recruiters.

Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities

The 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)