People and Culture

2 weeks ago

Golden Valley, United States Lube-Tech Full time
Description

With a purpose to make tomorrow a little bit better than today for each other, our customers, and our communities, Lube-Tech provides an environment where you can love what you do and display your true potential.

What you will enjoy by being a part of a 2024 USA Great Place to Work certified company:

A position that is: Hourly, Full time, Mon-Fri

HOW YOU WILL CONTRIBUTE TO OUR TEAM (Overview & Key Responsibilities):

The People and Culture People Operations Intern is responsible for partnering with the People Operations, Talent Acquisition and Learning and Development teams and supporting them through a variety of administrative tasks.

Provides administrative support for the People and Culture team (including support for Payroll, Benefits, Talent Acquisition, HRIS, Teammate Engagement, Workers Compensation, Leave of Absences, etc.).

Human Resources/Organizational Development:

  • Maintain teammate employee files and records, ensuring all documents are electronically filed and stored appropriately and timely.
  • Assist with and perform updates in Lube-Tech Connect teammate and organization records.
  • Support online onboarding for new hires, including processing I-9 forms, enter new hire into HRIS, and filing applicable paperwork.
  • Maintain accurate teammate and manager listings by coordinating with leaders to ensure accurate data integrity
  • Assist with survey and report requests and responses.
  • Provide administrative support with Lube-Tech University system and courses. Tracking attendance, moderating and supporting assignments as necessary.
  • Coordinating in-person Lube-Tech University courses, including course material prep, room coordination and reservation and ordering meals.
  • Support the administrative efforts for benefit requests, benefit administration and benefit inquiries
  • Partner with People and Culture team on special projects, as needed.
  • Manage, distribute, and create reports.
  • Administer Employment Poster process by acting as a liaison with the vendor and ensuring that all existing and new locations are compliant with posting requirements. Communicate with local managers on compliance requirements and needs.
  • Assist in the maintenance of all records and logs for AAP/EEO purposes.
  • Manage People and Culture inbox as a first response to teammate inquiries, providing timely and accurate responses.
  • Other administrative tasks that may not be noted on this job description.

WHAT YOU NEED TO SUCCEED (Minimum Qualifications):

Education: High School Diploma or GED. Additional education preferred.

Experience and/or Training:

  • 6 months of related HR/Administrative experience (or combination of equivalent education & experience).
  • Currently enrolled in a Bachelor's or Master's program in Human Resources, Business Administration, or a related field.
  • High degree of demonstrated accuracy on tasks.
  • Demonstrated ability to maintain confidentiality of sensitive information and exercise discretion and independent judgment at all times.
  • Excellent planning, organizational, project, and time management
  • Excellent interpersonal skills, team-oriented approach and ability to establish rapport and trust quickly.
  • Excellent written and oral communication skills necessary to effectively work with managers, applicants and candidates.

Technology/Equipment Proficient in Microsoft Office Suite MS Office Suite.

Lube-Tech is an Equal Employment Opportunity/Affirmative Action Employer. Qualified applicants including women, minorities, veterans, and individuals with disabilities are encouraged to apply.

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)

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