Human Resources Jobs in Las Vegas, NV

This HR Generalist role is based in the Las Vegas, NV market and will be located onsite at the Las Vegas, NV branch. The role provides HR and general administrative support to employees across the Las Vegas, NV and Reno, NV and Idaho branches. Reporting to the HR Supervisor, this position supports BradyPLUS management and employees with a broad range of HR-related processes, employee support, compliance activities, and administrative responsibilities. This is an in-office position; remote work is not available due to the need for consistent onsite HR support and local employee accessibility. The role may require occasional travel by car or airplane to other assigned and supported locations, typically no more than once per quarter.

Responsibilities Include:

• Onboarding/Offboarding: Coordinate and support the full employee lifecycle, including handoff from Talent Acquisition, new hire tracking, start date coordination, welcome communications, new hire file creation, ADP entry, new hire orientation, I-9 and E-Verify completion, post-hire follow-up, internal transfer support, temporary associate processes, resignation and termination documentation, final paycheck notices, offboarding entries, exit surveys, term acknowledgements, and backfill conversations with leaders.
• Recruiting and Requisition Support: Assist with requisition-related processes, including backfill versus add-to-headcount requests, job description templates, par level review, staff roster and pay review, compensation requests, approval coordination, Avature entry, and related communication with Talent Acquisition and business leaders.
• HRIS and ADP Support: Serve as the local HRIS resource for ADP Workforce Now, Workforce Management, and related employee data processes. Support managers and employees with system navigation, employee change forms, status changes, onboarding data, enrollment information, reporting, and basic training needs.
• Employee Files and Records: Maintain employee personnel, medical, onboarding, leave, discipline, and offboarding files in accordance with company processes, filing standards, and confidentiality requirements.
• Employee Relations: Handle employee concerns and investigations brought forward, including matters related to discrimination, harassment, wage and hour issues, policy application, attendance, conduct, and workplace expectations. Serve as a local point of contact for employees and managers, document concerns appropriately, and ensure Corporate HR is involved when appropriate.
• Performance Management and Progressive Discipline: Assist management with annual performance reviews, goals, merit increase processes, sales plan letters, and progressive discipline documentation, including verbal warnings, coaching summaries, written warnings, termination templates, manager/HR involvement, issuing and collecting documentation, and saving completed records.
• Leaves of Absence and ADA Support: Guide managers and employees through leave options, FMLA, personal leave, disability insurance, The Hartford processes, ADA requests, modified duty, return-to-work restrictions, ADP status changes, benefit deduction repayment plans, and employee follow-up upon return.
• Benefits Administration: Serve as the local liaison between employees and the Corporate Benefits team by assisting with benefit questions, new hire benefits dashboards, enrollment data in ADP, benefit guides and pricing sheets, 401(k) resources, and general employee support.
• Workers’ Compensation and Safety: Support Workers’ Compensation and safety processes, including claim filing, coordination with the Workers’ Compensation team, Zurich carrier-related information, nurse triage, Origami notifications, incident and accident reporting, post-accident drug screening, reasonable suspicion documentation, motor vehicle accident determinations, return-to-work communication, safety training, injury trend review, and branch safety initiatives.
• Time and Attendance/Payroll Support: Support managers with biweekly payroll-related items, Workforce Management processes, and questions regarding manager responsibilities for time and attendance.
• Compensation and Incentive Plan Support: Assist with administrative support related to bonus and compensation processes, including short-term incentive plans, repair technician incentive plans, sales representative commission plans, sales manager annual bonus plans, pallet pay programs, merit increases, wage adjustments, and off-cycle compensation requests.
• Employee Communications: Create, edit, and distribute employee correspondence, welcome emails, resignation or termination emails, special announcements, flyers, service award communications, manager updates, and related HR communications.
• Compliance: Support compliance with BradyPLUS policies, EEO, FLSA, applicable federal and state employment laws, labor law postings, document retention expectations, union/CBA awareness where applicable, and consistent use of HR policies, procedures, and resources.
• Employee Engagement/Event Coordination: Assist with planning and supporting employee events and meetings, including holiday events, birthday celebrations, staff meetings, fundraising events, corporate charity initiatives, service awards, Bee the PLUS quarterly events, winner recognition, slide deck editing, and event-related communications.
• General Administrative Support: Provide general branch and HR administrative support, including LMS assistance, employee resource support, SharePoint entries, template maintenance, slide deck preparation, document organization, and other location-specific administrative needs.
• Reporting and Analytics: Create, run, and maintain ADP reports, trackers, rosters, and other HR reporting tools to support data accuracy, leadership decision-making, compliance, staffing review, and ongoing HR operations.
• Operational Learning and Site Support: Maintain ongoing awareness of local branch operations by staying connected with leaders and employees across departments, observing operational workflows as needed, and using that understanding to provide practical HR support, identify employee needs, and strengthen manager partnerships.
• Other Duties: Perform additional duties, reporting, administrative support, and special projects as assigned.

The Ideal Candidate Will Have:

• High school diploma or equivalent required; associate’s or bachelor’s degree in Human Resources, Business Administration, or a related field preferred.
• Minimum of 2 years of HR, administrative, or employee-facing support experience required; previous HR experience supporting 150+ employees preferred.
• Experience supporting a multi-site or multi-state employee population is preferred.
• Ability to retain confidential information and exercise sound judgment, discretion, and professionalism in complex and sensitive situations.
• Working knowledge of federal, state, and local employment laws, HR compliance practices, and related best practices preferred.
• Experience supporting employee relations matters, confidential employee concerns, or workplace investigations preferred.
• Experience using HRIS, payroll/timekeeping, reporting, databases, or cloud-based systems; ADP Workforce Now and Workforce Management or Dayforce experience preferred.
• Proficient in Microsoft programs, including Outlook, Word, Excel, PowerPoint, and Teams.
• Strong documentation, recordkeeping, follow-up, written communication, and verbal communication skills required.
• Highly organized with strong attention to detail and the ability to prioritize and complete multiple projects in a fast-paced environment.
• Analytical mindset with the ability to identify issues, recommend practical solutions, and adapt to changing business needs.
• Demonstrated experience working in a fast-paced, growing company preferred.
• Must possess high emotional intelligence, initiative, and a professional, service-oriented approach.
• Ability to communicate professionally and effectively with employees, managers, and cross-functional partners in person and through electronic communication.
• Experience presenting information to small or medium-sized audiences preferred.
• Ability to work onsite daily and travel occasionally to supported locations as business needs require.
• Ability to sit, stand, walk, use a computer and office equipment, communicate verbally and in writing, and occasionally lift or carry office materials as needed.

Compensation & Benefits:
BradyPLUS offers competitive compensation and a comprehensive benefits package to support the health and well-being of our associates and their families. Benefit offerings include medical, dental, vision, life and disability insurance, flexible spending accounts, Employee Assistance Programs (EAP), 401(k) Retirement and more.

About Imperial Brady:
Imperial Brady is a leading North American distributor and solutions provider for cleaning and facility care, foodservice, and packaging. With more than 13,000 employees and a broad supply chain network, we deliver national scale with local expertise. Built on strong customer relationships and deep industry knowledge, we go beyond distribution—delivering Supplies + Support through expertise, service, and a commitment to making every customer touchpoint a plus.

We offer a dynamic environment for our more than 13,000 employees to work, learn, and grow professionally. We value our people and strive to create rewarding career opportunities by offering competitive salaries and benefits (medical, dental, vision), a 401(k) program with company match, life insurance, a generous paid time off package, educational reimbursement, paid family leave, and adoption assistance. We are excited to invite talented individuals with a passion for excellence to join our team.

Imperial Brady is an EEO Employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, gender identity, sexual orientation, pregnancy, status as a parent, national origin, age, disability (physical or mental), family medical history, or genetic information, political affiliation, military service, or other non-merit-based factors.

Our company is a Fair Chance employer, committed to providing opportunities for qualified individuals with past justice system involvement. We believe in assessing candidates based on their skills and experience. A conditional offer of employment will be contingent upon the successful completion of a background check, consistent with applicable federal, state, and local laws.

MASSACHUSETTS APPLICANTS:
It is unlawful in Massachusetts to require or administer a lie detector test as a condition of employment or continued employment. An employer who violates this law shall be subject to criminal penalties and civil liability.

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