Coordinator, Human Resources at Milwaukee Valve

All offers of employment by Milwaukee Valve Company, LLC. are contingent upon successful completion of a pre-employment drug screen, blood test, physical capabilities test, and background check, all with acceptable results. Applicants are responsible scheduling and completing the required drug screen, blood test, and physical capabilities test within 7 calendar days of offer acceptance. 

Milwaukee Valve Company is looking for a HR Coordinator to join our Prairie Du Sac, WI team.

Established in 1901, Milwaukee Valve manufactures valves for a variety of industries including Industrial, Commercial, Fire Protection, Marine and the dry bulk hauling industries. Our products have been installed on every U.S. Navy ship built for the last 50 years.

Our heritage, our people, and our passion is to be the best, and Milwaukee Valve is proud of its engineering excellence and its employees who take pride and dedication in their work. In return, Milwaukee Valve offers an excellent benefit package, competitive wages, and promotional opportunities including Health, Dental, Life and Disability Insurance options, Flex Spending, 401K with employer match, tuition assistance, paid time off, and shift premiums. For more information, please go to:

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Employee Testimonial Commercial

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Essential Duties and Responsibilities to which competency will be measured include the following:

• Recruitment & Onboarding
  • Coordinate the recruitment process from job posting to offer, including screening resumes, coordinating interviews, and communicating with candidates.
  • Conduct new hire onboarding and orientation to ensure a smooth transition.
  • Develop and improve onboarding materials and programs.
    
    
• Employee Relations
  • Serve as a point of contact for employee questions, concerns, and basic conflict resolution.
  • Conduct preliminary internal investigations regarding workplace issues and escalate as needed.
  • Support HR Leadership with coaching and handling sensitive employee matters.
    
    
• Employee Engagement & Retention
  • Conduct stay and exit interviews to gather feedback.
  • Analyze feedback data and prepare reports for HR Leadership to inform engagement and retention strategies.
  • Coordinate and implement initiatives to promote employee morale, satisfaction, and engagement.
    
    
• Performance Management
  • Manage the logistics of the performance review process, ensuring timely completion.
  • Assist in creating performance improvement plans (PIPs).
  • Monitor and document disciplinary actions to ensure fairness and compliance.
    
    
• Training & Development
  • Coordinate and deliver training programs on topics such as compliance and company policies.
  • Track and maintain training records and certifications.
  • Support employee growth by promoting development opportunities and career pathing.
    
    
• Benefit Administration
  • Coordinate the annual open enrollment process and benefit communications.
  • Serve as a liaison between employees and HR Leadership to resolve complex inquiries.
  • Maintain accurate and up-to-date benefit records.
    
    
• Payroll Processing
  • Collaborate with payroll to ensure accurate and timely processing of employee pay.
  • Assist in resolving payroll-related questions and discrepancies.
  • Support the timely processing of employee payroll.
    
    
• Attendance Tracking
  • Help monitor employee attendance, time-off requests, and leave of absence documentation.
  • Monitor employee attendance, time-off requests, and leave of absence documentation, ensuring compliance with company policies and legal requirements.
  • Generate reports and support compliance with company policies and leave laws.
    
    
• Community Outreach
  • Provide administrative support for community outreach and volunteer events.
  • Help coordinate logistics for job fairs and career events.
    
    
• Compliance
  • Ensure HR policies and practices comply with federal, state, and local employment laws.
  • Maintain accurate employee records and prepare documentation for audits.
  • Assist with the preparation and execution of internal and external HR audits.
    
    
• Other duties may be assigned.
  
  

Supervisory Responsibilities: This position does not have any supervisory responsibilities.

Additional Requirements - To perform the job successfully, an individual should demonstrate the following requirements and competencies:

Communication – Strong verbal and written communication skills; able to present information clearly and interact with all levels of the organization.

Problem Solving – Proactive approach to identifying issues and implementing practical solutions.

Confidentiality & Integrity – Maintains the highest level of confidentiality and exercises sound judgement in handling sensitive information.

Time Management – Excellent organizational skills with the ability to manage multiple priorities and deadlines in a fast-paced environment.

Adaptability – Comfortable with change and able to adjust quickly to shifting organizational needs and priorities.

Detail Orientation – High level of accuracy and attention to detail, especially in documentation, reporting, and compliance tasks.

Customer Service – Demonstrates a people-first approach and provides responsive support to internal stakeholders.

Ethics – Demonstrates integrity, fairness, and respect in all interactions; upholds company values and complies with all laws and regulations.

Professionalism – Maintains a positive, credible, and polished demeanor; represents the company and HR department with maturity and discretion.

Dependability – Reliable and consistent in performance and attendance; follows through on commitments and meets deadlines.

Innovation – Looks for new ways to improve processes, tools, and outcomes; encourages creative thinking and continuous improvement within the HR function.

Qualifications - To perform this job successfully, an individual must be able to perform each essential duty satisfactorily. The requirements listed below are representative of the knowledge, skill, and/or ability required. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

Education and/or Experience – A Bachelor’s degree in Human Resources, Business Administration, or a related field, along with 2-3 years of progressive HR experience. An
equivalent combination of education and experience may be considered.

Technical Proficiency – Proficiency in Microsoft Office Suite applications (Word, Excel, Outlook, and PowerPoint). Familiarity with HRIS (such as ADP, Paycom, Workday, or UKG-Kronos) and payroll systems. Willingness to learn new technologies as needed.

Reasoning Ability - Capacity to identify problems, gather and interpret relevant data, and make well-informed decisions.

Interpersonal Ability – Demonstrates a positive, helpful, and professional demeanor. Ability to maintain confidentiality and build strong working relationships.

Physical Demands - The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

While performing the duties of this position, the employee is regularly required to sit, stand, walk, talk, and hear. The role frequently requires the use of hands to type, handle documents, and operate standard office equipment such as computers, phones, printers, and copiers. Occasionally required to reach, bend, or lift and/or move up to 15 pounds.

Work Environment - The work environment characteristics described here are representative of those an employee encounters while performing the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

This position typically operates in an office located within a manufacturing environment where the noise level is usually low to moderate. Regular visits to the production floor may be required, which may expose the HR Assistant to elevated noise levels, moving machinery, and varying temperatures. Company supplied personal protective equipment (PPE) may or may not be required during these visits