HR Intern
RoviSys at a Glance
RoviSys is a leading control systems integrator and provider of comprehensive process automation solutions based in Aurora, Ohio. Since 1989, RoviSys has served large and small clients in a variety of industries, and built a quality reputation focused on independent solutions and customer satisfaction. Today, RoviSys is proud to employ over 900 people in offices across the Globe.
About the Opportunity
As a HR Intern at RoviSys, you will be the owner of a new initiative to move all current paper files to an electronic filing system.
Additionally, you will collaborate with our Human Resources team and be assigned a variety of tasks in the following categories:
- Recruiting
- On-boarding
- Training Program Coordination
- Employee Relations
- Wellness
- Safety
- Research
- Special projects as directed
Qualifications
- Currently enrolled in an Associate or Bachelor's degree program at an accredited university/college with a major in Human Resources, Business or other related major.
- Maintain a minimum cumulative GPA of 3.0.
- Knowledge of basic Human Resources functions.
- Willingness to undertake assignments involving unfamiliar subjects, with the aptitude to learn quickly.
- Sound understanding of Microsoft Office applications
- Must have strong verbal and written communication skills
- Skilled in collecting, analyzing, organizing and reporting information.
- Organizational skills to prioritize and plan work, multi-task and meet schedules.
- Able to work in a team environment.
- Highly motivated to work independently and productively.
- Candidates must be authorized to work in the U.S. without RoviSys sponsorship
Candidates must be authorized to work in the U.S. without RoviSys sponsorship
Equal Opportunity Employer M/F/Veteran/Disability
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)