HRIS Administrator
PDI | |
life insurance, parental leave, sick time, flex time, 401(k) | |
United States, New Jersey, Woodcliff Lake | |
400 Chestnut Ridge Road (Show on map) | |
Sep 30, 2024 | |
Description
Driven by a commitment to research, quality, and service, PDI provides innovative products, educational resources, training, and support to prevent infection transmission and promote health and wellness. Encompassing three areas, our Healthcare, Sani Professional and Contract manufacturing divisions, we develop, manufacture, and distribute leading edge products for North America and the world. We have several locations across the US and are looking for new Associates to join our team!
POSITION PURPOSE The HRIS Administrator is responsible for managing the organization's Human Resources Information System (HRIS) to ensure data integrity, system optimization, and process improvement. This role involves overseeing the day-to-day operations of HR technology systems, ensuring accurate reporting, and supporting HR teams in leveraging the system for workforce planning, analytics, and operational efficiency. ESSENTIAL FUNCTIONS AND BASIC DUTIES
PERFORMANCE MEASUREMENTS
QUALIFICATIONS EDUCATION/CERTIFICATION:
REQUIRED KNOWLEDGE:
EXPERIENCE REQUIRED:
SKILLS/ABILITIES:
WORKING CONDITIONS
SALARY RANGE
PDI is pleased to offer a comprehensive and affordable benefits program to our associates, which includes:
Many other voluntary benefit plans such as: Legal assistance, critical illness, hospital indemnity and accident coverage, discounted home/auto/rental insurance, employee discounts and pet insurance At PDI, we are also committed to helping our associates maintain a healthy and sustainable work/life balance and are proud to provide: Sick leave, generous vacation and holiday time, paid parental leave, summer hours, flex place/flex time options 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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