Line Human Resources Administrator - Level III

Works within defined human resource processes (e.g.
compensation, benefits, performance management, exit interviews, relocation, and immigration support) and may help determine the appropriate actions required in more complex situations; Provides general information and guidance on benefits and compensation.
Ensures accuracy and completeness of workforce information in human resource information systems, inclusive of employee records Completes standard Human Resources business process activities for a business group or function with quality and per defined timelines for example recruitment and selection.
Ability to pull reports, extract information and data and perform fundamental level of analysis in areas of responsibility Participates in the resolution of conflicts and provides coaching and counseling on employment matters; assists in conducting and documenting investigations.
Provides staffing and recruiting support; coordinates recruiting activities, screening, and interviewing of candidates; updates the applicant tracking system, coordinates assessment testing where applicable, conducts reference checks for new hires; coordinates new hire orientation assignments and activities Participates in compensation processes and benefits administration by partnering with shared services and corporate human resources; implements workforce compensation recommendations; provides general information and guidance on benefits and compensation Assists in managing administration of and adherence to human resources policies and procedures; advises on compliance with key legislative requirements.
Coordinates training needs assessment and participates in training activities and special projects.
Creates employment contracts as required by local law or practice.
Manages and coordinates internal audit requests for example gathering information in support of quality audits such as ISO.
Acts as an informal resource for colleagues with less experience.
This role should exercise significant independent judgement and decision making on more complex matters: As a general expectation incumbents operate independently 75% of the time.

Competencies:
Action oriented - Taking on new opportunities and tough challenges with a sense of urgency, high energy, and enthusiasm.

Communicates effectively - Developing and delivering multi-mode communications that convey a clear understanding of the unique needs of different audiences.

Customer focus - Building strong customer relationships and delivering customer-centric solutions.

Decision quality - Making good and timely decisions that keep the organization moving forward.

Demonstrates self-awareness - Using a combination of feedback and reflection to gain productive insight into personal strengths and weaknesses.

Instills trust - Gaining the confidence and trust of others through honesty, integrity, and authenticity.

Resourcefulness - Securing and deploying resources effectively and efficiently.

Compensation and Benefits Administration - Translates Cummins plan design, statutory and tax requirements in the communication and delivery of compensation and benefit programs.

Employee Relations - Builds constructive relationships with employees and other stakeholders; reinforces consistent application of Cummins standards applies knowledge of employment and labor law; effectively manages conflict; builds and maintains a collaborative, productive work environment through information sharing and consultation.

Human Resources Business Process Execution - Manages the execution of Human Resources business processes, seeking efficiency, accuracy, positive business performance outcomes and operational agility; integrates activities across processes as needed; assures compliance with process and legal requirements; effectively balances process requirements and business leader needs.

Human Resources Consulting - Collaborates with partners to observe the environment and apply sound judgment informed by knowledge, skills, and experiences to diagnose, identify and optimize opportunities to provide holistic solutions, while balancing the needs of stakeholders, primarily employees, with those of the organization.

Human Resources Data Management - Acts on people data to ensure completeness, accuracy and compliance with company policy and legislative requirements.

Data Analytics - Discovers, interprets and communicates qualitative and quantitative data; determines conclusions relying on knowledge of business or functional frameworks; simultaneously applies statistics, data validity, data visualization, and problem solving approaches to effectively extract meaningful patterns and business insights; presents conclusions and outcomes that enable data driven business decisions.

Values differences - Recognizing the value that different perspectives and cultures bring to an organization.

Education, Licenses, Certifications:

MSW/Diploma or Degree in Labour Laws/ HR/ Personnel Management

Experience:
Requires significant relevant work experience or specialized skills obtained through education, training or on-the-job experience.