Associate Specialist - HR Business Partnering

OVERVIEW:

Support the HRBP in managing the employee lifecycle; attract, develop, engage, separate and plan.

EXPERIENCE:

• Basic work experience in HR preferred (Over 12 months to 18 months).

The typical starting salary range for this position is: $66,000 - 76,000.

The actual salary offer will take into account multiple factors including skills, experience, education and location. Please note that the salary details listed in role postings reflect the base salary only, not total compensation, which includes bonus and benefits.

Candidates are eligible for the following benefits:

• Vacation
• 6 days sick time
• 8 paid holidays
• 1 paid "Personal Holiday"
• Company Bonus Plan
• 401(K) SAVE Plan
• Annual Fixed Contribution
• Medical, Dental, Vision, and Life & Disability coverage
• Voluntary Benefits
• Accident/Critical Illness/Hospital Indemnity Benefits
• Tuition reimbursement and student loan assistance
• Employee Assistance Program (EAP)
• Health Savings Account (HSA) with employer funding and wellness incentives
• Flexible Spending Account (FSA)
• Employee Referral Program 

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Work Location Requirement – APL Logistics:
Employees residing within 25 miles of an APL Logistics Hub Office (AZ, FL, MI, NC, OR) are required to follow a designated Hybrid schedule as described below:  Fully on-site, or fully remote schedules are determined based on role and business needs.
•    Hybrid employees must report to the office 8 days per month, scheduled by their supervisor.
•    Warehouse roles are typically fully on-site.
•    Candidates outside the 25-mile radius may be considered for fully remote roles, depending on business needs.
Remote work requires full compliance with company policies, including workspace standards, timekeeping, and communication protocols. Commuting costs are not reimbursed.  Adherence to this policy is a condition of employment.

RESPONSIBILITIES:

Recruitment & Onboarding

• Support the recruitment and onboarding in the country such as creating requisitions, posting job ads, screening of resumes, scheduling interviews, sending offers etc.  For NAM, this falls under the recruiting team.

• Follow up with respective business leaders/line managers for requisitions approval (online).

• Work with regional HR Advisor to approval requisitions offline (proxy approval).

• Close off completed requisitions and ensure new hires details are pushed to HCM system.

• Support in the implementation of on/off-boarding processes in the country such as engaging new hires once they are identified (i.e., pre-onboarding).

• Analyze post-surveys of on/off-boarding processes and provide recommendations for improvements.

• Work closely with OD team to deliver employer branding activities.

Total Rewards & Payroll Administration & Governance

• Support HRBP in compensation related matters such as salary increases, staff retention, annual compensation review, compensation statements etc.

• Deliver accurate and timely processing of payroll; input and maintain payroll data; check payrolls for accuracy prior to submission; prepare complex manual payments when required; complete financial reconciliations.

• Manage and coordinate with payroll vendors where required and ensure quality delivery of services engaged. Review of contracts from vendors and follow up with legal on contract clearance before hiring vendors' services.

• Assist and guide junior colleagues on managing and engaging local regulatory where required to ensure full compliance. Step up and resolve issues where necessary before it escalates to HRBP and management team.

• Engage in annual payroll backup compliance exercise.

• For NAM, this section falls under Finance with HR to support in payroll processing.

Regulatory & Compliance Management

• Ensure the HR compliance to regulatory (external) and company's SOPs (internal) and audits.

• Assist HRBP in the audit processes and ensure all open items are closed out timely and non-compliances are rectified.

Performance Management & Employee Engagement

• Follow up with line managers and employees on the completion of annual performance appraisal.

• Respond to queries on performance management and employee engagement initiatives.

• Coordinate with HRBP to implement employee engagement initiatives and gather employees' inputs.