HR Specialist

Progress Rail stands at the intersection of legacy and innovation—driving the future of rail with a pioneering spirit. Since its founding in 1983, the company has grown to become one of the world’s largest and most trusted providers of railroad products, services, and technologies. Today, Progress Rail delivers a comprehensive portfolio of cost-effective solutions to railway customers around the globe.

About the role

This position will provide HR support to employees, HR Facility Representatives, Facility Management, and Corporate HR. Responsibilities include assisting in the administration, support, and implementation of HR software and programs, as well as managing employee data in PeopleSoft and Rail People, such as employee updates, audits, and reporting. This role will work closely with all areas of the organization.

Responsibilities

• Support HR systems, maintain employment records, and ensure proper approvals for all transactions related to hires, transfers, promotions, supervisor changes, and separations.
• Maintain the AskHR Inbox and serve as the primary point of contact for employee and candidate support.
• Create communication materials to educate the HR team, employees, and managers about company programs and procedures.
• Develop and deliver training to the HR team.
• Build and run system reports, such as manpower reports and HR activity reports, using Microsoft Excel to summarize data in an easy-to-understand format.
• Provide vendor support and process updates for systems including Credence BCBS, VSP, Unum, MetLife, Optum Financial, eRailSafe, Equifax, Kenexa, The Work Number, and TALX.
• Conduct HRIS and benefit audits to maintain data integrity.
• Maintain confidentiality of personal and employment data.
• Provide customer service support to HR Facility Reps, Facility Management, and Corporate HR.
• Create and maintain process documents for areas of responsibility.
• Maintain HR SharePoint pages and permissions.
• Support new facility and acquisition initiatives.
• Scan documents into the appropriate employee HR folder.
• Ensure proper recording, approval, and filing/disposal of all documents in accordance with established policies.
• Interface with other departments, including IT, Payroll, and Accounting.
• Perform other HR tasks and special projects as assigned.

Requirements

• High School diploma or GED equivalent.
• Associate or Bachelor’s degree in human resources or a related field.
• SHRM-CP or SHRM-SCP certification preferred.

Skills

• Strong verbal and written communication skills.
• Ability to maintain a high level of confidentiality.
• Excellent active listening and presentation skills.
• Good computer problem-solving skills and working knowledge of Microsoft Office.
• Analytical thinking and problem-solving abilities.
• Ability to compose, type, and proof materials, establish priorities, and meet deadlines.
• Self-starter with the ability to work independently, multi-task in a fast-paced environment, and work positively in a team setting.
• Preferred: 1–3 years of HR experience.
• Preferred: Data entry experience (PeopleSoft or SAGE).
• Preferred: Experience with HR/employment procedures.
• Proficient in Microsoft Office Suite, with strong Excel skills.

Work Environment

• Job is performed in a well-lighted, climate-controlled modern office setting.
• Prolonged sitting, computer/PC work, and extensive telephone use.
• Moderate to high level of stress; occasional travel may be required.
• Not a safety-sensitive position; primarily an office role requiring awareness of safety protocols.

Benefits

• Competitive salary.
• 401(k) plan with up to 6% company match (no waiting period with immediate vesting).
• Medical, dental, vision, life, and disability insurance.
• Supplemental accident, critical care, and hospital insurance, along with an HDHP and HSA with seed money.
• Flexible Spending Accounts.
• Paid vacation, holidays, and paid time-off (PTO).
• Employee Assistance Plan.
• Education Assistance Program.
• Employee Recognition Programs.
• Site-specific production and incentive plans.
• Site-specific step and skill level wage adjustment plans.
• Site-specific relocation and sign-on bonus programs (subject to position, eligibility, and plan guidelines).