HR Administrator

We are Doe Run, a natural resource company sustainably managing the minerals in our care.

Starting at $21.68/hour

5% targeted monthly bonus.

Insurance benefits start day 1.

80 hours vacation after 90 days.

On-the-job training.

Career growth opportunities.

The Doe Run Company is seeking a HR Administrator to create and maintain employee records in HR files and the Human Resources Information System (HRIS). Support the hiring process by coordinating and completing administrative tasks. Provide new employee paperwork, complete data entry, and generate reports regarding employee data. This position is located at our Central Office in Viburnum, MO.

Job Responsibilities:

Education & Experience:

Knowledge, Skills, & Abilities:

Tools Utilized, Environmental Conditions, Physical & Lifting Requirements:

Based in St. Louis, Missouri, The Doe Run Company is a privately held natural resources company and one of the largest lead producers in the Western Hemisphere. Dedicated to environmentally responsible mineral and metal production, Doe Run has facilities in Missouri, Washington, and Arizona and operates one of the world's largest, single-site lead recycling facilities, located in Boss, MO. Using innovative mining techniques, Doe Run skillfully taps one of the largest lead deposits in the world. As stewards of the mineral resources in our care, we strive to provide premium services and products to people who share our belief in enhancing the quality of life. You may view our sustainability report located at http://sustainability.doerun.com/.

Doe Run is an Equal Opportunity Employer, including disability and veterans.

Experience

Required* 3 year(s): Experience in HR administration or office administration.

Education

Required* High School or better

Preferred* Associates or better in Business Administration

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)