A
Full-time
On-site
Cedar City, Utah, United States
HR Professional

SUMMARY

The HR Generalist will oversee the daily workflow of the HR department. Responsibilities include, but are not limited to, managing and improving HR records and platforms; implementing and administering employee benefits; managing timekeeping and bi-weekly payroll; ensuring the organization maintains effective policies and procedures and compliance with federal and state employment laws; and assisting with performance management and corrective actions.

ABOUT US

Karman is the market leading suppliers of metallic and composite flight hardware and sub-assemblies for the space, missile, and hypersonic markets. Karman offers an unprecedented capability set to customers, creating a supply chain solution in a historically fragmented supply base. The Karman team draws on in-house expertise in engineering & design, precision machining, large part forming, welding, heat age, finishing, assembly, ablative & insulative composites, and other capabilities to serve as a strategic partner to customers. Karman is headquartered in greater Los Angeles and currently has 5 locations in Southern California and 1 location in Mukilteo, Washington.


ESSENTIAL DUTIES & RESPONSIBILITIES 

  • Ensures proper implementation of Corporate and Division policies, processes, training, initiatives, and surveys to support the organization’s human resource compliance and strategy needs.
  • Administers human resource programs including, but not limited to, employee benefits and leave; personnel records including onboarding, training and termination; performance and talent management; productivity, recognition, and morale; and training and development.
  • Oversees and administers timekeeping and payroll activities.  Partners with Business Systems departments to ensure bi-weekly payroll data is complete and accurate.  Uploads bi-weekly payroll data to Karman Corporate Senior Payroll Manager.
  • Assists in creation of new shift types and labor categories, as required.
  • Monitors and ensures the organization’s compliance with federal, state, and local employment laws and regulations, and recommended best practices; reviews and modifies policies and practices to maintain compliance.
  • Maintains knowledge of trends, best practices, regulatory changes, and new technologies in human resources, talent management, and employment law; applies this knowledge to communicate changes in policy, practice, and resources to upper management.
  • Conducts research and analysis of organizational trends including review of reports and metrics from the organization’s human resource information system (HRIS) or talent management system.
  • Assists in developing best practices for hiring and talent management.
  • Performs other duties as required.

 

EDUCATION & EXPERIENCE 

  • Bachelor’s degree in Human Resources, Business Administration, or related field required; Master’s degree preferred.
  • 2+ years of human resource generalist experience is preferred.
Preferred experience:
  • Thorough knowledge of employment-related laws and regulations.
  • Proficient with Microsoft Office Suite or related software.
  • Proficiency with or the ability to quickly learn ADP, organization’s HRIS and talent management system.
  • SHRM-CP or SHRM-SCP highly preferred.

ITAR REQUIREMENTS

To conform to U.S. Government export regulations, certain positions may require applicants to be a (i) U.S. citizen or national, (ii) U.S. lawful, permanent resident (aka green card holder), (iii) Refugee under 8 U.S.C. § 1157, or (iv) Asylee under 8 U.S.C. § 1158, or be eligible to obtain the required authorizations from the U.S. Department of State. 

 

TRAVEL REQUIREMENTS 

No travel required for this position.


EQUAL OPPORTUNITY EMPLOYER

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.


Karman is committed to equal employment opportunity. We will not discriminate against employees or applicants for employment on any legally recognized basis (“protected class”) including, but not limited to race; color; religion; genetic information; national origin; sex; pregnancy, childbirth, or related medical conditions; age; disability; citizenship status; uniform servicemember status; or any other protected class under federal, state, or local law. Our management is dedicated to ensuring the fulfillment of this policy with respect to hiring, placement, promotion, transfer, demotion, layoff, termination, recruitment advertising, pay, and other forms of compensation, training, and general treatment during employment.