Smith-Blair Inc HR Assistant Salary

HR Assistant Salary at Smith-Blair Inc BETA

How much does a Smith-Blair Inc HR Assistant make?

$42,435 /year

As of March 2025, the average annual salary for a HR Assistant at Smith-Blair Inc is $42,435, which translates to approximately $20 per hour. Salaries for HR Assistant at Smith-Blair Inc typically range from $38,729 to $46,341, reflecting the diverse roles within the company.

It's essential to understand that salaries can vary significantly based on factors such as geographic location, departmental budget, and individual qualifications. Key determinants include years of experience, specific skill sets, educational background, and relevant certifications. For a more tailored salary estimate, consider these variables when evaluating compensation for this role.

DISCLAIMER: The salary range presented here is an estimation that has been derived from our proprietary algorithm. It should be noted that this range does not originate from the company's factual payroll records or survey data.

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Smith-Blair Inc Overview

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Website:
smith-blair.com
Size:
100 - 200 Employees
Revenue:
$10M - $50M
Industry:
MFG Durable

In September of 1970, Smith-Blair was sold to the manufacturing giant Rockwell International and operated as a wholly owned subsidiary for three years. Smith-Blair's management structure was then dissolved and became part of the Municipal and Utility Division of Rockwell. At this time, Telford Smith resigned as company president. In 1974, further expansion occurred under Rockwell's watch as the current Texarkana manufacturing facility was built and the previous buildings sold. In 1989, Rockwell sold the Measurement and Flow Control Division, of which the Texarkana unit was a member, to British Tire and Rubber Company (BTR). BTR incorporated the Texarkana unit under the name of Smith-Blair, Inc. as a result of its former brand recognition. Currently, Smith-Blair is part of Sensus, a group of companies who offer world-class clean technology solutions including smart metering, communications systems, software and services for electric, gas and the water industries. Sensus technology helps utilities drive operational efficiency and customer engagement with applications that include advanced meter reading, data acquisition, demand response, distribution automation, home area networking and outdoor lighting control. The company continues to operate from its 261,000 square foot plant on 34 acres in Texarkana, Arkansas, in which it builds thousands of products that ship around the world each day. To help keep pace with global growth, Smith-Blair opened an additional 50,000 square foot manufacturing plant in 2005, in Shanghai, China. The Shanghai facility's products are made by Smith-Blair employees to the same quality control and inspection standards as those in Texarkana. In October 2016 Sensus was acquired by Xylem, a leading global water technology company with innovative and smart technology solutions to meet the world's most challenging water issues.

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What Skills Does a person Need at Smith-Blair Inc?

At Smith-Blair Inc, specify the abilities and skills that a person needs in order to carry out the specified job duties. Each competency has five to ten behavioral assertions that can be observed, each with a corresponding performance level (from one to five) that is required for a particular job.

  1. Onboarding: Onboarding, also known as organizational socialization, is management jargon first created in the 1970's that refers to the mechanism through which new employees acquire the necessary knowledge, skills, and behaviors in order to become effective organizational members and insiders. It is the process of integrating a new employee into the organization and its culture. Tactics used in this process include formal meetings, lectures, videos, printed materials, or computer-based orientations to introduce newcomers to their new jobs and organizations. Research has demonstrated that these socialization techniques lead to positive outcomes for new employees such as higher job satisfaction, better job performance, greater organizational commitment, and reduction in occupational stress and intent to quit.. These outcomes are particularly important to an organization looking to retain a competitive advantage in an increasingly mobile and globalized workforce. In the United States, for example, up to 25% of workers are organizational newcomers engaged in an onboarding process. The term induction is used instead in regions such as Australia, New Zealand, Canada, and parts of Europe. This is known in some parts of the world as training.
  2. HRIS: HRIS is a management system designed specifically to provide managers with information to make HR decisions. Is a system that lets you keep track of all your employees and information about them.
  3. Customer Service: Customer service is the provision of service to customers before, during and after a purchase. The perception of success of such interactions is dependent on employees "who can adjust themselves to the personality of the guest". Customer service concerns the priority an organization assigns to customer service relative to components such as product innovation and pricing. In this sense, an organization that values good customer service may spend more money in training employees than the average organization or may proactively interview customers for feedback. From the point of view of an overall sales process engineering effort, customer service plays an important role in an organization's ability to generate income and revenue. From that perspective, customer service should be included as part of an overall approach to systematic improvement. One good customer service experience can change the entire perception a customer holds towards the organization.
  4. Microsoft Office: Microsoft Office is a suite of desktop productivity applications that is designed by Microsoft for business use. You can create documents containing text and images, work with data in spreadsheets and databases, create presentations and posters.
  5. Administrative Support: Administrative support means technical assistance, studies, surveys, or securing volunteers to assist the department in fulfilling its administrative responsibilities.
See More Skills

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Check more jobs information at Smith-Blair Inc

Job Title Average Smith-Blair Inc Salary Hourly Rate
2 CNC Machinist $48,609 $23
3 Inside Sales $43,747 $21
4 IT Specialist $66,588 $32
5 Manager, Information Technology $115,044 $55
6 Mechanical Engineer $90,487 $44
7 Production Engineer $87,516 $42
8 Purchasing Agent $53,553 $26
9 Supervisor, Customer Service $60,535 $29
10 Tool and Die Maker $51,189 $25
11 Utility Operator $45,399 $22
12 Controller $202,286 $97
13 Customer Service Manager $80,001 $38

Hourly Pay at Smith-Blair Inc

The average hourly pay at Smith-Blair Inc for a HR Assistant is $20 per hour. The location, department, and job description all have an impact on the typical compensation for Smith-Blair Inc positions. The pay range and total remuneration for the job title are shown in the table below. Smith-Blair Inc may pay a varying wage for a given position based on experience, talents, and education.
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FAQ about Salary and Jobs at Smith-Blair Inc

1. How much does Smith-Blair Inc pay per hour?
The average hourly pay is $20. The salary for each employee depends on several factors, including the level of experience, work performance, certifications and skills.
2. What is the highest salary at Smith-Blair Inc?
According to the data, the highest approximate salary is about $46,341 per year. Salaries are usually determined by comparing other employees’ salaries in similar positions in the same region and industry.
3. What is the lowest pay at Smith-Blair Inc?
According to the data, the lowest estimated salary is about $38,729 per year. Pay levels are mainly influenced by market forces, supply and demand, and social structures.
4. What steps can an employee take to increase their salary?
There are various ways to increase the wage. Level of education: An employee may receive a higher salary and get a promotion if they obtain advanced degrees. Experience in management: an employee with supervisory experience can increase the likelihood to earn more.