Human Resources Specialist at Columbia Helicopters, Inc. in Aurora, Oregon

Job Description:

The HR/Benefits Specialist is a key member of the Human Resources team, responsible for supporting both HR functions (25%) and benefits administration (75%). This role involves a blend of administrative support for HR processes such as onboarding and recruitment, as well as the coordination of employee benefits programs, workers' compensation, and employee education around benefit offerings. This position requires a detail-oriented, customer-focused professional with a strong understanding of HR practices, benefits, and compliance.

ESSENTIAL DUTIES AND RESPONSIBILITIES

HR Responsibilities (25%)

• Assist with the onboarding process for new hires, ensuring a welcoming experience and smooth integration.


• Provide administrative support in recruitment efforts, including scheduling interviews and preparing new hire paperwork.


• Facilitate orientation sessions for new employees, introducing them to company policies, procedures, and benefits.


• Ensure accurate and compliant completion of new hire paperwork, maintaining organized and secure employee records.


• Perform additional HR administrative duties as assigned to support the HR team’s goals.

Benefits Responsibilities (75%)

• Assist in the administration and recordkeeping for employee benefits, including group insurance, company-paid life and voluntary life, medical and dental, and flexible spending accounts (FSAs).


• Assist with records and documentation for workers’ compensation cases, coordinating with employees and providers as necessary.


• Serve as a primary point of contact for employee questions regarding benefits, helping to resolve issues and provide clear, helpful information.


• Facilitate timely and accurate benefits enrollment for new hires, handling any mid-year updates and life event changes. Ensure records are updated and accurate.


• Communicate and educate employees about benefit offerings, providing resources and guidance to support informed decision-making.


• Ensure that any changes to benefits enrollment or coverage are accurately processed and communicated to relevant parties. Support the benefits team in maintaining compliance with benefit regulations and laws.


• Provide general administrative support to the benefits department as needed, contributing to special projects, open enrollment, or other departmental initiatives.

MINIMUM QUALIFICATIONS AND EXPERIENCE

• 2+ years of agency recruiting experience a must.


• Strong administrative assistance, problem solving and customer service skills


• Excellent computer skills with word, excel and working with data.


• Excellent communication skills; written, verbal and interpersonal


• Flexibility and ability to work with the human resources team to assist wherever needed in the department


• Ability to exercise sound judgment and make decisions in a manner consistent with the essential job functions.


• Conduct oneself in accordance with Company’s Core Values


• Ability to handle multiple tasks simultaneously in a fast-paced, deadline-driven environment


• Ability to work independently and in a team-oriented environment

We are an equal opportunity employer and all qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual origin, gender identity, national origin, disability status, protected veteran status, or any other characteristic protected by law. We are a VEVRAA Federal Contractor.

Applicants must be a U.S. Person as defined by 22 C.F.R. Chapter I, Subchapter M, § 120.15.

If you are an individual with a disability and unable to complete our electronic application process, please e-mail applicant@colheli.com or contact Human Resources at 503-678-1222 for assistance.

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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