Major Job Duties and Responsibilities

• Work with Payroll team for Bi-weekly payroll process for all employees and contractors with federal and state wage and hour laws.
• Verify eligibility for PTO, sick, and holiday pay and benefits deductions.
• Track employee paid and unpaid leave of absence (FMLA, LOA).
• Review and enter Personnel Change Forms including new/ re-hires, terminations, transfers, salary changes, position changes, and address changes into the HRIS system.
• Respond to payroll inquiries from employees and managers and resolve issues with a high level of customer service and integrity.
• Collaborate with team members as necessary to ensure deadlines are met.
• Process direct deposit accurately and timely.
• Ensure all internal controls and procedures are followed.
• Responsible for safeguarding sensitive information and exercising confidentiality.
• Fulfill W-2 form copy requests.
• Assist the payroll manager with report preparation and special projects as assigned.

Required Skills and Experiences

• Proven experience as an HR associate, staff assistant or relevant human resources/administrative position
• Strong computer skills, including Microsoft Office (Word, Excel, PowerPoint), Ultipro, and other HRIS
• Excellent organizational skills
• Strong communications skills, both verbal and written, bilingual preferred
• BS degree in Human Resources or related field prefered
• Bilingual in English & Korean is required

Benefits

• Health, life, dental insurance
• Long- and short-term disability
• 401(k) with 100% company match (up to 5% of salary)
• PTO (15 days for first year-[6 days paid vacation,9 sick days]);(20 days for second year)
• Ability to multitask in a fast paced and sometimes stressful environment
• 9 Paid holidays

Education

• Bachelors or better

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)