Human Resources Representative - Retail Field

Profile

The Human Resources Representative (Retail) is the primary contact for all retail field associates. The HR Representative is responsible for providing detailed and accurate information as it pertains to payroll, benefits, company policies and procedures, and State, Federal and local/city laws. The HR Representative is responsible for ensuring a high level of customer service, timely processing of all payroll related information, thorough employee relations investigation and resolution.  Must be a team player within the department. The HR Representative is primarily responsible for a large amount of administrative duties, as outlined below.  Secondary responsibilities, as needed and assigned by management, include worker’s compensation, leaves of absence and benefits enrollment review and audit.

Primary Responsibilities include:

• Working closely with payroll to ensure that accurate and timely pay is being issued when processing new hires, transfers, salary increases or terminations.

• Ensure State, Federal, and local documents (I-9’s, W-4, Minor Work Permits etc.) are present and comply with applicable laws in addition to meeting Company’s Policy and Procedure requirements.

• Verifies the integrity and completion of all New Hire documentation to meet or exceed the requirements of Sarbanes- Oxley and Internal Audit.

• Responsible for Monthly and Semi-Annual auditing of Full time associates average weekly hours to ensure compliancy to Federal regulations. Audits are done before and after eligibility.

• Weekly and monthly audit reports to ensure Workday accuracy.

• Interpretation and enforcement of retail policies and procedures.

• Directly responsible for all changes to associates records in a timely manner in Workday  system- salary, promotions, demotions, reduction of hours, increase in hours, terminations. Ensuring all supporting documentation is reviewed with associate and accurate records are kept

• Working with Store Operations and DSM on store closing. Ensuring that severance letters are administered timely and accurately.

• Special projects as needed.

Secondary responsibilities, as assigned by management, include:

• Document, track and report all leaves of absences including Short Term and Long Term Disability cases with third party insurance carrier. Involved in extensive communication with the associate and the Store Manager to ensure all information is covered, ensures HIPPA compliance, and coordinates with Federal and State FMLA laws, responsible for sending out all required notification letters to the associate. Tracks information in a detailed LOA log. When applicable, coordinates STD to LTD transition. If necessary, consult with Corp Benefits to discuss details of complex claims.

• Responsible for accurate benefits enrollment processing ensuring all enrollments meet IRS regulations. Responsible for collecting benefits premiums that may have been missed and communicating that amount to the associate. Collaborating with Benefits Department on resolving benefit related issues.

• Directly responsible for all Annual Open Enrollment processes through Workday. Direct contact for requesting and reviewing necessary documentation, answering questions, and  sending follow-up information as needed to associates.

• Expedite workers’ compensation claims by ensuring timely entry into Workers Compensation carrier’s online reporting system. Work as a liaison between Workers Compensation Carrier and associate, ensure applicable benefit premiums are being paid. Work with Workers Compensation carrier and Store Manager to coordinate a return to work or possible modified duty to allow associate back to work as soon as possible.

• Partner with field management when handling, and/or addressing any issue that has an impact on employees and on their relationships to and with other employees, managers, and those outside the organization with whom they come in contact as part of their employment experience. Ensure that all situations are in compliance with company policy, Federal regulations, FLSA, Title VII or State and local Laws. Work with field management on serious allegations such as Sexual Harassment, discrimination etc. When necessary, seek guidance from Senior HR Management, internal or external legal counsel, or our Employee Assistance Program.

• Working closely with the unemployment vendor to ensure all unemployment claims are processed and communicated to state and Equifax vendor timely and accurately to lessen the financial  impact to  PVH as much as possible.

Company info

PVH Corp
Website : http://www.pvh.com/