Ozarks Electric, headquartered in Fayetteville, Arkansas with offices in Springdale, Arkansas, Stilwell, and Westville Oklahoma incorporated in 1938, is a member-owned electric cooperative, serving more than 90,000 meters across nine counties in Northwest Arkansas and Northeast Oklahoma.
Ozarks provides its employees a comprehensive benefits package that includes competitive wages, fully paid medical and dental coverage for both you and your dependents, a defined benefit pension plan, and a 401(k) plan with employer matching contributions. Additionally, we provide paid time off, nine paid holidays, paid parental leave, disability benefits, life insurance, and tuition reimbursement.

EDUCATION:

Associate degree in HR, business, or related field preferred. SHRM or HRIC Certification a plus.

EXPERIENCE:

At least two years of human resources management required or experience with electric cooperative or utility business as a substitute.

JOB KNOWLEDGE & SKILLS:

Knowledge of and experience with employee benefits, payroll functions, HRIS systems and reporting, federal and state HR laws and regulations. Must be able to communicate effectively, both written and oral, with employees and the public. Must have a high level of tact and interpersonal skills. Proven high ethical standards, sound judgment and problem-solving skills. Ability to work with confidential matters and under occasional stress is required. Experience with leave management, compliance documentation and audits, and administering employee engagement and recognition programs is highly desirable.

OTHER REQUIREMENTS:

• Must have a current Arkansas driver’s license without violations that would prohibit insurability.
• Must be able to operate standard office equipment with speed and accuracy. Possess strong organizational and time management skills and be detailed oriented. Must have thorough knowledge of Microsoft programs, including Word, Excel, PowerPoint, Outlook, etc.Usual office conditions with regular working hours, and occasional overtime and travel.

PHYSICAL REQUIREMENTS:

• Must be able to perform all activities listed in the job description with or without reasonable accommodation. Rarely lifts up to 25 pounds.
• The physical activities and environmental characteristics described here are representative of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions and expectations.

• Provides support and administration of compensation management. Safeguards and maintains confidentiality of personnel information.
• Administers employee benefits, including enrollment, changes, and communication of benefit offerings. Provides accurate information and assistance to cooperative personnel and retirees regarding benefit programs. Fields employee questions and coordinates with director for additional clarification.
• Coordinates and manages leave requests in compliance with applicable federal and state laws (e.g., FMLA, ADA), and internal policies.
• Maintains HRIS (Human Resource Information System) ensuring accuracy and timely updates of employee data. Generates and analyzes HR reports for management use.
• Supports HR compliance requirements by preparing and organizing documentation for audits, maintaining affirmative action and EEO records, and ensuring required postings and filings are up to date.
• Facilitates workers compensation reporting by coordinating with safety and forwarding required documentation to the appropriate claims adjuster.
• Participates in new hire orientations.
• Supports the human resources department by maintaining files and keeping them organized.
• Assists HR leadership in administering HR functions, including but not limited to preparing, organizing, compiling, filing and updating personnel files, HR databases, and reports.
• Assists with policy updates and implementation; ensures distribution and understanding across the organization.
• Contributes to employee relations and engagement efforts, including the development and coordination of employee engagement and recognition programs.
• Prepares internal employee communications to promote workplace initiatives and maintain transparency.
• Assist with coordination of interview schedules and participate in interview process.
  The above statements are intended to describe the general nature and level of work being performed by people assigned to this classification. They are not intended to be an exhaustive list of all responsibilities.
  The HR Services & Compliance Coordinator shall be required to perform any other duties assigned to fulfill the objectives of the Cooperative.