Student Job Opportunity

Job Details : https://recruiting2.ultipro.com/MET1000MNAA/JobBoard/e5ff54da-0932-41b2-...

Description

As infrastructure critical to the region’s growth and prosperity, BNA is a vital asset for Middle Tennessee and serves as a gateway to Music City and beyond. According to a recent study, in 2019 alone, BNA generated more than $8.1 billion in total economic impact, supported more than 76,000 jobs in the region and produced more than $443 million in state, local and federal taxes. BNA receives no local tax dollars. For more information, visit flynashville.com. Follow us on Facebook: @NashvilleInternationalAirport, Twitter: @Fly_Nashville and Instagram: @FlyNashville. Learn more about BNA® Vision, our growth and expansion plan for the airport, at BNAVision.com.

  Hiring Process:

Apply online
Interview
Offer
Ten (10) year background check, including criminal history check, motor vehicle check, pre-employment drug screen and breath alcohol test
Onboarding

 Benefits:  

Deferred compensation plans
Educational Assistance
Health, Dental, Vision, Life, Disability Insurance
Health Screenings
Paid Holidays
Annual/Bereavement/Military Leave

Accepting Applications until filled

Starting Salary Range: $51,142 - $69,582

Job Summary:

The Human Resources Specialist (Benefits) is responsible for collecting, verifying and updating confidential personnel data in the human resources information system (HRIS) and obtaining, recording, and maintaining all employee personnel records. Other responsibilities include coordinating MNAA's employee benefit programs, performance review process, and leave of absence programs.

Essential Job Responsibilities:

Collects, records, and maintains all employee personnel records within the HRIS; updates the HRIS with hires, terminations and other personnel related updates.
Conducts New Hire Orientation and Benefits Orientation; recommends changes and process improvements.
Coordinates the annual and new hire performance review processes.
Analyzes data and recommends solutions to problems or discrepancies that are identified.
Applies policies, regulations, and practices, and educates employees on the policies, regulations and processes as needed.
Prepares and files reports for on-the-job injuries and illnesses, including an Occupational Safety and Health Administration (OSHA) log and the survey of occupational injuries and illnesses.
Ensures the accuracy of all benefits enrollments in the HRIS to provide vendors with accurate eligibility information; leads the annual open enrollment process.
Performs quality checks of benefits-related data.
Assists employees regarding benefits claim issues and plan changes.
Distributes all benefits enrollment materials and determines eligibility.
Responds to benefits inquiries from managers and employees on plan provisions, benefits enrollments, status changes and other general inquiries.
Processes and administers all leave-of-absence requests and disability paperwork: medical, personal, disability and FMLA.
Effectively interprets FMLA and ADA implications as they relate to leaves of absences/disabilities.
Responds to retirement plan inquiries from managers and employees relating to enrollments, plan changes and contribution amounts; manages the annual catch-up contribution enrollment.
Perform compensation analysis to determine if salaries are competitive with the market as needed.
Administers the tuition reimbursement program.
Provides necessary reports for allocation/billing charges.
Maintains regular and on-time attendance.
Follows all safety regulations.
Supports MNAA’s commitment to its culture and values, including Respect, Integrity, Service and Excellence (RISE).
Performs other duties as assigned.

Knowledge, Skills, Abilities and Other Characteristics:

Human Resource Regulations: Knowledge of federal, state, and local human resources regulations such as those stipulated by the Equal Employment Opportunity Commission, Department of Labor, and Americans with Disabilities Act.
Web-Based Software: Knowledge of standard web-based software concepts, practices, and procedures.
Office Management: Knowledge of general office management practices and procedures.
Confidentiality: Skill in exercising sound judgment and discretion in the handling of sensitive documents and issues.
Microsoft Windows: Skill in using the Microsoft Windows operating system.
Relationship Building: Skill in establishing and maintaining effective and professional working relationships with others.
Communication: Skill in communicating effectively at all levels of the organization and with stakeholders, both orally and in writing.
Computer Use: Skill in using a personal computer, the internet, and other software to perform job-related functions.
Database Management: Skill in establishing and maintaining databases, spreadsheets, and other applicable computer software applications.
Efficiency: Skill in working efficiently under strict deadlines.
Judgment and Decision Making: Skill in considering the relative costs and benefits of potential actions to choose the most appropriate one.
Office Equipment: Skill in using standard office equipment such as telephones, copy machines, scanners, multi-functional printers, and fax machines.
Calculators: Skill in using calculators.
Word Processing: Skill in computerized word processing quickly and accurately.
Written Comprehension: Ability to read and understand information and ideas presented in writing.
Written Expression: Ability to use words and sentences in writing so others will understand.
Attention to Detail: Is careful about detail and thorough in completing work tasks.
The ability to obtain and maintain a Security Identification Display Area (SIDA) Badge.

Qualifications

Required:

High School Diploma
2 -4 years related experience
Valid Driver License Class D
Security Identification Display Area (SIDA) clearance.

Preferred:

Bachelor's Degree
4 -7 years related experience
Certified Benefits Professional (CBP) Certification

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)