HR Payroll and Benefits, Paramus, NJ

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Are you looking for an opportunity to work 35 hours per week using your HR Benefit Experience. In a friendly environment?

Overall Job Function: Provides employee and support for benefits programs including FMLA , Payroll ADP, 401k, , PTO, workers comp etc.

Job Responsibility including but not limited to:

Completes ADP Payroll using workforce and enterprise systems
Experience using ADP various HRIS systems
Assists Employees and Employer with worker comp claims
Completes Eligibility reports
Responsible for reporting for Healthcare reform hours and entering hours into payroll for leave time
Assist Employee’s with Benefit and enrollment Questions
Reconciles ADP Benefit Eligibility with Benefit Web Portals
Assists with other system and benefit projects as needed
Responsible for updating training logs, spreadsheets, running reports and other projects as needed

Minimum Candidate Qualifications:

Bachelor’s Degree desired, Associate’s degree or equivalent years of experience required.
At least 2-3 years experience in an HR Benefits Role
Previous experience handling Benefits programs in a corporate setting preferred

Competencies:

Strong proficiency in Excel
Previous experience with ADP suite of Products(Work Force Now & Enhanced Time/Etime) with expertise in Payroll (not the financial side of payroll)
Ability to work with internal customers on a day to day basis and understand and meet their needs
Ability to explain complex information in a clear and concise manner.
Must have excellent organizational skills and be able to multi-task
Ability to be professional and calm during peak times or when dealing with difficult staff.
Ability to objectively listen and discern the facts.
Ability to work in a team or independently on assigned projects

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Corporate Recruiter Contract-to-Hire Morristown, NJ

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Corporate Recruiter Contract-to-Hire

Description:

Contract to Hire

Morristown, NJ

Hour Rate Compensable with Experience

Job description

Our Client a Leader in it’s Field is looking to fill a contract Tl Recruiter position.  This on-site position will help take our recruiting function to the next level by further building out our US Corporate team. There’s a lot of room to innovate and develop creative recruiting strategies and programs so for the right person, this may just be your dream job!

Experience recruiting in wide spectrum of Disciplines

Responsibilities:

  • Represent our client in a positive way and attract qualified candidates to join our team.
  • Manage candidate process and experience ensuring a positive interaction regardless of whether they get the job.
  • Full life cycle recruiting: post openings, source candidates, review resumes, screen applicants, manage interview process, gather feedback, conduct reference checks, provide salary recommendations, and present & negotiate offers.
  • Collaborate with Director, HR, Department Heads and Technical Hiring Managers to develop & execute recruiting strategies.
  • Facilitate interview feedback and hiring discussions with interviewers and hiring managers.
  • Utilize innovative recruiting methods including social media sites, networking events, building partnerships, etc.
  • Foster applicant relationships & develop a pipeline for future positions.
  • Promote & generate employee referrals – partner with HR team to build out an innovative program.
  • Develop partnerships with colleges/universities, business/trade associations, and other interest groups.
  • Organize & attend recruiting events, including job fairs, meet-ups, & networking events.

Desired Skills and Experience

Requirements:

  • 3+ years of Recruiting in all fields that surround a corporate headquarters
  • Outgoing & dynamic personality with excellent communication skills and the ability to quickly connect and work with individuals across all disciplines
  • A proactive, results-driven approach
  • Natural ability to multi-task and respond quickly to ever-changing priorities
  • Ability to grasp new and emerging technologies
  • Patient, communicative team player that is detail oriented and has outstanding interpersonal, written and verbal communication skills.
  • Computer savvy & proficient with Calendar
  • HRIS/ATS experience
  • BA/BS preferred

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GET SET FOR YEAR-ROUND PERFORMANCE REVIEWS

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GET SET FOR YEAR-ROUND PERFORMANCE REVIEWS

Employees need to start getting prepared for year-round performance reviews as increasing numbers of companies continue move to this new process from one-time year-end appraisals, according to an article in Kilpinger’s Personal Finance. The article points out that with on-going check-ins, workers can expect feedback more often and more chances to toot their own horn.

According to human resource experts, when performance management is done correctly and throughout the year, employees show high levels of engagement and increased productivity. In the following Q&A from the Kiplinger’s article, Rose Mueller-Hanson, a performance management expert at global company CEB, based in Arlington, Va., offers insights and perspective on the topic: 

  1. Many people wonder what’s happened to their annual job reviews. What’s going on?

Companies in all industries are moving to monthly, or even weekly, check-ins instead of formal once-a-year reviews. About 80% of organizations have either made or are in the process of making such changes, or will do so in the next couple of years. These streamlined conversations take less time and eliminate a lot of formal documentation. 

  1. What can employees do to get the most valuable feedback?

The new process puts more of an onus on employees, who are encouraged to take more initiative to talk to their managers about how things are going. Instead of asking open-ended questions such as “How am I doing?” ask, “What could I have done better on that presentation? The conversation should give you a sense of what success looks like, where you stand and how you can improve.

  1. How can workers get a raise?

A lot of the traditional advice holds true. Most employers still have a pay-for-performance philosophy, and managers may have more discretion over merit increases or rewards. But employees need to make sure they understand what is expected of them, how success is measured and how compensation decisions are made.

Get to know when raises are generally given at your company. Organizations that give raises on regular cycles may make those decisions months in advance, so start laying the groundwork early. Make sure that you’ve gotten clear feedback, and use these conversations to describe the value that you bring. Know what your skill set is worth in your market, and understand what’s going on at your company. It’s a lot easier to ask for a raise when the company is having a good year financially than when it is struggling. 

  1. How else can workers use these reviews to their benefit?

Use the conversations to gain a better sense of how you’re doing on an ongoing basis. With more real-time feedback and coaching, you can constantly be looking for opportunities to exceed expectations or to correct course. There’s also a focus on providing more career guidance. The purpose of managing an employee’s performance this way isn’t just to look back—it’s also to look at what’s next.

Here are some additional tips from Salary.com on how to make the most of your year-round reviews:

  1. Be “engaged” in the review process; get a clear explanation of goals and objectives.
  2. View goals as a project plan; track progress and update as appropriate.
  3. Document your accomplishments for your performance review.
  4. Share positive feedback that you’ve received from clients and colleagues.
  5. Show an interest in additional training.
  6. Demonstrate a positive attitude during the reviews and in your daily work at the office.
  7. Listen carefully and objectively and make positive use of performance review feedback.

 

Associate Account Manager – Online Retail , Long Island NY

Posted by boblarson on

Associate Account Manager

Summary/Objective: This position requires a highly motivated, self-starter who will work directly with online internet and brick and mortar accounts to ensure and establish strong relationships with current and potential customers to grow our web and department store presence to increase sales.

  Essential Functions


  • Establish, build and expand relationships with existing and potential customers
  • Responsible for account management including, sales results, forecasting and purchase orders. Implement sales strategy through new business development and maintenance and growing of existing accounts
  • Schedule and meet with customers to present new products, merchandising updates and to reaffirm business plan.
  • Oversee co-op spend for each account, using funds to drive sales.
  • Maintain brand stores, product assortments, and retailer information. Preserve brand integrity throughout the channel. Own brick and mortar merchandising strategy, staff training and marketing.
  • Work with marketing team, develop and execute effective account specific marketing programs.
  • Work to maintain MAP pricing on internet sites such as amazon.com, com and ebay.com

 Competencies

  • Excellent communication (verbal and written) and interpersonal skills
  • Proficient in Microsoft Office (Excel a must)
  • Patience and ability to provide optimal customer service
  • Ability to build relationships
  • Able to work under pressure
  • Excellent problem solving skills
  • Must be a team player
  • High level of initiative and reliability are a key to success in this position

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Marketing Data Analyst, Long Island NY Manufacturing Microsoft Dynamics

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Position:              Marketing Data Analyst

Reports to:         Senior Director of Marketing

Summary/Objective

Responsible for implementing special projects and strategic initiatives, including the rollout and maintenance of master data, lifecycle management and pricing policies.

Essential Job Functions

Responsible for developing and executing policies/procedures that drive the collection, development, periodic review, and maintenance of master data that will drive process and system applications for Marketing.

Partners within the brand development team and across the business to influence and deliver analytics and master data initiatives.

Working across cross-functional teams, this role will ensure master data change processes are effectively and efficiently executed for brands.

Works closely with the Brand Development team to influence and effectively implement standards & principles for master data maintenance.

Responsible for the accuracy, timeliness, and dissemination of all standard operating procedures regarding master data management.

Participates in project planning activities including defining and organizing tasks, roles and responsibilities, and prioritization of deliverables.

Takes responsibility for timely and successful completion of marketing contribution to ERP system roll-out and ongoing sustainability. Identifies and proactively addresses potential obstacles, issues, and opportunities.

Serves as lead authority on the use of Material Master fields.

Regulates the change process so that only approved and validated changes are incorporated into released product documentation

Responsible for procedure reviews and facilitating procedure updates with process owners.

Assure that all required company personnel are adequately trained in the principals, policies, and procedures of the master data management, new item setup and pricing.

Supports Business Projects including integrations, ERP roll outs, etc.             Oversees all pricing including setting up new product pricing in the system, conduct routine pricing reviews, managing annual price changes and ongoing transfer pricing management.

Responsible for the lifecycle management of all brands in conjunction with the brand development team.  This includes the eventual discontinuation and closeout of items at the end of the lifecycle period.

Required Education and Experience

At least 3-5 years of experience..

Ability to prioritize and execute tasks in a deadline-driven environment

Outstanding project management skills

Excellent organizational, planning, analytical, problem solving, and interpersonal skills

Uncompromising attention to detail

Ability to work under unusual or extreme pressures

College degree required with any combination of specific product management experience and education

Must have prior experience in Consumer Products preferably in the Cosmetic/Beauty industry

Forward Resumes to jobs@JOBSBL.COM

 

Can an Algorithm Hire Better than a Human?

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Feature Story

Bob Larson, CPC
Bob Larson, CPC

CAN AN ALGORITHM HIRE BETTER THAN A HUMAN?

Hiring and recruiting might seem like some of the least likely jobs to be automated, as the whole process seems to need human skills that computers lack. But people have biases and predilections when making hiring decisions and that’s one reason why researchers say traditional job searches are broken, according to an article in The New York Times.

Now a new wave of start-up companies – including Gild, Entelo, Textio, Doxa and GapJumpers — is trying various ways to automate hiring to make the process better. They say software can do the job more efficiently than people and many are beginning to buy into the idea. Established headhunting firms like Korn Ferry are incorporating algorithms into their work, too.

If they succeed, the start-ups say, hiring could become faster and less expensive, and their data could lead recruiters to more highly skilled people who are better matches for their companies. Another potential result is a more diverse workplace. The software relies on data to surface candidates from a wide variety of places and match their skills to the job requirement, free of human biases.

“Every company vets its own way, by schools or companies on resumes,” said Sheeroy Desai, co-founder and chief executive of Gild, which makes software for the entire hiring process. “It can be predictive, but the problem is it is biased. They’re dismissing tons of qualified people.”

Some people, though, doubt that an algorithm can do a better job than a human at understanding people, according to the article. “I look for passion and hustle, and there’s no data algorithm that could ever get to the bottom of that,” said Amish Shah, founder and chief executive of Millennium Search, an executive search firm in the tech industry. “It’s an intuition, gut feel, chemistry.” He compared it to first meeting his wife.

Yet some researchers say notions about chemistry and culture fit have led companies astray. That is because many interviewers take them to mean hiring people they’d like to hang out with.

Instead, researchers say, interviewers should look for collegiality and a commitment to the business’s strategy and values. “A cultural fit is an individual whose work-related values and style of work support the business strategy,” Lauren Rivera, who studies hiring at Northwestern’s Kellogg School of Management, told The New York Times. “When you get into a lot of the demographic characteristics, you’re not only moving away from that definition but you’re also getting into discrimination.”

They recommended that companies use structured interviews, in which they ask the same questions of every candidate and assign tasks that stimulate on-the-job work – and rely on data.

Gild, for instance, uses employers’ own data and publicly available data from places like LinkedIn or GitHub to find people whose skills match those companies that are looking for. It tries to calculate the likelihood that people would be interested in a job and suggests the right time to contact them, based on the trajectory of their company and career.

The tech industry is a focus for some of the hiring start-ups in part because it has more jobs than it can fill, and tech companies are under pressure to make their work forces more diverse, the article pointed out. At Twitter, for instance, just 10 percent of technical employees are women, and at Facebook and Yahoo, it’s around 15 percent.

Some of the software sounds as touchy-feely as the most empathetic personnel director. Doxa, a new service, plans to match candidates with tech companies and even specific teams and managers based on skills, values and compatibility.

So far, Doxa has uncovered aspects of working at companies that are rarely made public to job seekers. The data, from anonymous employee surveys, includes what time employees arrive and leave, how many hours a week they spend in meetings, what percentage work nights and weekends and which departments have the biggest and smallest pay gaps.

Another service, Textio, uses machine learning and language analysis to analyze job postings for companies like Starbucks and Barclays. Textio uncovered more than 25,000 phrases that indicate gender bias, said Kieran Snyder, its co-founder and chief executive. Language like “top-tier” and “aggressive” and sports or military analogies like “mission critical” decrease the proportion of women applicants. Language like “partnerships” and passion for learning” attract more women.

So where do humans fit if recruiting and hiring become automated? According to the article, data is just one tool for recruiters to use, people who study hiring say. Human expertise is still necessary. And data is creating a need for new roles, like diversity consultants who analyze where the data shows a company is lacking and figure out how to fix it.

People will also need to make sure algorithms aren’t just codifying deep-seated biases or, by surfacing applicants who have certain attributes, making workplaces just as homogeneous as they were before. “One of the dangers of these kinds of algorithms,” Rivera said, “is people just get overconfident because they’re relying on data.”

News from BERMAN LARSON KANE 

As the month of December brings us into full holiday season we look forward to celebrating another holiday season and thank everyone for their support as we move onto our 36th year in business.  Thank you all for your continuous confidence in our ability to add value to your talent acquisition programs.

 As we review the November job creation numbers we are excited about 2015 ending on such a positive note as more candidates return to the workforce.  We look forward to witnessing continuous job growth next year.  However if you are seeking employment this might be the season for networking read https://jobsbl.com/career-report-issue-198/ enjoy the holidays.

HR Generalist Lyndhurst New Jersey

Posted by boblarson on

Category: Direct Hire Positions, Human Resources, Jobs
Location: Lyndhurst , New Jersey
Salary: Open to Experience
Description:
HR Generalist
Summary: While functioning as a generalist, main responsibilities are in the recruitment arena and administering policies relating to all phases of human resources by performing the following duties.
Job Duties:
• Manages the recruitment function by sourcing recruiting and interviewing applicants and employees to fill vacant positions. Provides feedback to managers regarding above.
• Handles all New Hire paperwork requirements.
• Maintains knowledge of legal requirements and government reporting regulations affecting human resources functions and ensures policies, procedures and reporting are in compliance.
• Responsible for Affirmative Action Plan and auditing of Affirmative Action Plan.
• Responsible for meeting Key Performance Standards set by the Company.
• Generates and maintains records of personnel data such as hires, promotions, transfers, performance reviews, and terminations, and employee statistics.
• Performs reference and background checks.
• Responsible for the Job Description process which includes maintaining and revising as needed.
• Shared responsibility with other members of the team for all training programs related to HR.
• Responsible for the Applicant Tracking System.
• Responsible for organizational charts and monthly reporting.
• Prepares employee separation, transfer and promotion notices and related documentation.
• Responds to inquires regarding policies, procedures and programs by interpreting company guidelines
• Assists with immigration issues.
• Assists in projects as needed.
Skills:
• To perform this job successfully, an individual should have knowledge of Database software; Human Resource systems; Internet software; Payroll systems; Spreadsheet software and Word Processing software.
Education & Requirements:
• Bachelor’s degree from four-year college or university required; and 3 to 5 years
related experience;
• PHR or SPHR preferred
• Valid drivers license required
• Up to 10% travel
Forward Resumes to: jobs@jobsbl.com

Field Support Engineer..Sacramento, CA

Posted by boblarson on

Title Field Support Engineer
City Sacramento
State CA
Description Summary: Plans and coordinates activities concerned with installing instrumentation, investigating and resolving customer reports of problems with instruments, and minimize future operational or service difficulties by performing the following duties.

This is a 6 month assignment with possibility of direct hire FSE

Job Duties:
Installs instruments at customer’s facility, sales demos, product shows, etc, to ensure full functionality according to specifications.
Analyzes, reviews, and inspects findings to determine source of problem, and performs troubleshooting, repair, replacement, or other corrective action.
Documents and records information to be included in the repair records in accordance with company policies and regulatory agencies.
Adheres to all company policies and procedures.
Timely completion of TSB’s and preventative maintenance procedures.
Demonstrates proper operation to end users.
Coordinates problem resolution within Field Support Group & other personnel to expedite repairs, including timely escalation.
Provides a communication link between the customer and the company to help ensure that effective service is provided to the customer.
Responsible for effective management of company resources.
Conducts basic on-site in-service training of proper operation of company instrumentation.
Provides application assistance/troubleshooting as required.
Supports Sales and Marketing departments.

Skills:
Identifies and resolves problems in a timely manner
Manages difficult or emotional customer situations
Strong PC skills, including knowledge of database & internet software; Windows NT, XP and DOS

Education & Requirements:
High School diploma or general education degree (GED) required with minimum 3 years related experience troubleshooting and repairing diagnostic equipment with field experience required; or
Associate’s degree or equivalent from two-year college or a certificate from a Technical/Military School in a related field;
Bachelor’s degree in related field from four-year college or university preferred.
Valid driver’s license
Ability to travel outside of designated territory, if needed. Up to 50% overnight travel dependent upon territory. Occasional weekend/holiday on-call coverage for the region.

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Field Support Engineer, Baton Rouge, LA

Posted by boblarson on

Title Field Support Engineer
City Baton Rouge
State LA
Description Summary: Plans and coordinates activities concerned with installing instrumentation, investigating and resolving customer reports of problems with instruments, and minimize future operational or service difficulties by performing the following duties.

Job Duties:
Installs instruments at customer’s facility, sales demos, product shows, etc, to ensure full functionality according to specifications.
Analyzes, reviews, and inspects findings to determine source of problem, and performs troubleshooting, repair, replacement, or other corrective action.
Documents and records information to be included in the repair records in accordance with company policies and regulatory agencies.
Adheres to all company policies and procedures.
Timely completion of TSB’s and preventative maintenance procedures.
Demonstrates proper operation to end users.
Coordinates problem resolution within Field Support Group & other personnel to expedite repairs, including timely escalation.
Provides a communication link between the customer and the company to help ensure that effective service is provided to the customer.
Responsible for effective management of company resources.
Conducts basic on-site in-service training of proper operation of company instrumentation.
Provides application assistance/troubleshooting as required.
Supports Sales and Marketing departments.

Skills:
Identifies and resolves problems in a timely manner
Manages difficult or emotional customer situations
Strong PC skills, including knowledge of database & internet software; Windows NT, XP and DOS

Education & Requirements:
High School diploma or general education degree (GED) required with minimum 3 years related experience troubleshooting and repairing diagnostic equipment with field experience required; or
Associate’s degree or equivalent from two-year college or a certificate from a Technical/Military School in a related field;
Bachelor’s degree in related field from four-year college or university preferred.
Valid driver’s license
Ability to travel outside of designated territory, if needed. Up to 50% overnight travel dependent upon territory. Occasional weekend/holiday on-call coverage for the region.

forward resumes to jobs@jobsbl.com

Database Marketing Research Analyst, Paramus NJ

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Database Marketing Research Analyst

SUMMARY: Coordinates market research projects, customer research and analysis from the Marketing Central Information (MCIF) database or other external databases, in support of overall marketing objectives. Conducts research and analysis of present and potential markets, products and services. Develops and facilitates all direct marketing initiatives. Implement Customer Service Research program.

1. Performs all aspects of research projects. Extracts and interprets information from the MCIF and other research tools on customers, prospective customers, product usage patterns, profitability 25%
and profiling analysis. Coordinates the design and execution of research projects and oversees
tabulation and reporting results. Evaluates data to estimate potential market penetration. Prepares
interpretive summary reports on survey findings and assists in the presentations and recommendations to senior management. Assumes responsibility for the monthly reconciliation of
the Marketing suspense general ledger account. Assists the Marketing Specialist in the monthly
proof of the advertising general ledger accounts.
2. Assumes the responsibility for research, development and roll out of new products and services. 20%
Works with the Product Development team to analyze products and services and identify
challenges and/or opportunities consistent with the overall Bank marketing objectives. Identifies customers who are eligible for cash bonuses and rewards. Prepares files for back-office
departments or rewards systems to properly and accurately credit customers. Handles research
for customer disputes re regarding bonuses.
3. Coordinates the production and distribution of customer household demographics, promotional 20%
tracking reports and other information required to support the corporate business objectives and
regulatory compliance. Collects catalogs and distributes information on industry trends,
competitive activities and local market economic data.
4. Assists in developing segment criteria in support of marketing campaigns including direct mail, 15%
telemarketing and other marketing campaigns. Audits segment criteria, coordinates direct mail production and process and recaps campaign information for tracking analysis. Integrates the use
of marketing database with other departments and information systems within the Bank. Performs
routine ad-hoc reporting from the MCIF and Data warehouse to support other departments as needed. Works together with the Digital Media Specialist to segment and target customers for
direct email campaigns. Maintains integrity of the primary email address database. Serves as
backup to the Digital Media Specialist in updating website information, including rates, graphics
and emergency announcements.
5. Implements Customer Service Research program to ensure exceptional quality service is being 15%
delivered to our customers.
6. Performs other job related duties as may be assigned. 5%

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