Human Resources Assistant

OVERVIEW:

The part-time Human Resources Assistant provides administrative and project support to the HR department for The Children’s Museum of Indianapolis, Inc. The assistant is responsible for providing direct operational support for benefits administration, wellness program communication and tracking, compliance tracking, communication, filing, and HRIS data entry and report writing for various HR initiatives as well as general administrative assistance and project support for the team. They provide internal service to staff, volunteers and interns modeling the Museum’s values.

**Work schedule will be part-time 2-3 days/week.

The Children’s Museum is fiercely devoted to our Diversity, Equity, Accessibility, and Inclusion (DEAI) efforts. Together we are building and sustaining an inclusive culture that encourages, supports, and celebrates differences.

REPORTS TO: Director of Human Resources

ESSENTIAL RESPONSIBILITIES:

• Assists the HR Administrator with completing tasks related to general office operations including filing, data entry, record maintenance, sourcing and recruiting. Collects and disseminates information appropriately and provides excellent customer service.
• Assists the Benefits Administrator with data entry, tracking, billing reconciliation, communication of benefits, processing benefit related mailings, and preparing materials.
• Assists with data entry and database manipulation within the UKG software platform used for HRIS and applicant tracking (ATS). Maintains database, tables, and creates special reports as requested. Retains a sound knowledge of system capabilities and assists in analyzing reports and reporting needs.
• Provides assistance with coordinating processes and paperwork for new staff and staff status changes including but not limited to: HR Action Change Forms; communicating schedules with supervisors and new hires; Day One paperwork; badge, security access, & key assignment and distribution; HRIS data entry and payroll communication, and announcement process.
• Responsible for maintaining and safeguarding the security of all highly confidential personnel records and reports. Includes active personnel, unemployment, special handling and termination files.
• May serve as backup to the Human Resources Administrator and Benefits Administrator for new staff processing and disseminate information appropriately.

REQUIREMENTS:

• One year of administrative or office assistance experience. HR experience preferred.
• A professional who is proficient in database management and system administration preferred.
• A track record of efficiency and reliability.
• Must be customer service oriented, fun loving, positive, able to work in an environment of continual interruption, and in a cooperative team atmosphere.
• Strong written and verbal communication skills.
• A high level of attention to detail and organizational skills.
• The ability to operate in a mature way in a diverse and highly confidential environment; act and react in a consistent manner and with a high degree of tact and diplomacy.
• Open to new ideas and ways of working.

ADA REQUIREMENTS:

• Must be able to perform extensive work in front of a computer for long periods of time- reading documents, job descriptions, data and reports.
• Must be able to communicate in planning and implementation situations; must have ability to express presentations of ideas. Team and group dialogue required for communication of plans.
• Must lift objects and up to 30 pounds of weight, sit, and/or stand for prolonged periods of time. Agility and dexterity required for extensive navigation of the museum facility.

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)