ARUP Laboratories HR Assistant in Salt Lake City, Utah
Administrative & Support
8:30 AM - 5:00 PM
Monday - Friday (40 hrs/wk)
Human Resources - 151
Salt Lake City
Looking for someone who is detail oriented to perform data entry for our HRIS.
Provides clerical and administrative support to the Human Resources department requiring a working knowledge of departmental mission and procedures. Performs various activities including answering phones, scanning, filing, maintaining records and confidential
information, and answering routine questions on human resources policies and procedures. Performs HR support duties under general supervision.
High School Diploma or equivalent
Two years of administrative or office support experience
Physical and other requirements:
Stooping: Bending body downward and forward by bending spine at the waist.
Reaching: Extending hand(s) and arm(s) in any direction.
Mobility: The person in this position needs to occasionally move between work sites and inside the office to access file cabinets, office machinery, etc.
Communicate: Frequently communicate with others.
PPE: Biohazard laboratory environment that requires use of personal protective equipment in accordance with CDC and OSHA regulations and company policies.
ARUP Policies and Procedures: To conduct self in compliance with all ARUP Policies and Procedures.
Authorized to Work: Must be a citizen of the United States or authorized to work in the United States.
Sedentary Work: Exerting up to 10 pounds of force occasionally and/or negligible amount of force frequently or constantly to lift, carry, push, pull or otherwise move objects, including the human body.
Fine Motor Control: Picking, pinching, typing or otherwise working, primarily with fingers rather than with the whole hand as in handling.
English: Ability to speak, read, and comprehend the English language.
Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities.
Please view Equal Employment Opportunity Posters provided by OFCCP
- 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