HR Summer 2025 Co-Op

Founded in 1960 by Rudy Gerbus and his brother, Gerbus Bros Construction initially specialized in mass earth moving. In the 1970s, our expertise led us to partner with local power plants to address the environmental challenges of fly ash management. This collaboration gave birth to Trans Ash.

At Trans Ash, we are committed to providing innovative and environmentally responsible solutions for handling fly ash. We specialize in creating lined landfills that safely contain processed ash, ensuring the highest standards of environmental safety for our energy clients.

This Summer 2025 Seasonal position is located at the Cincinnati Office. Join our team and be part of a company that values reliability, accountability, safety, and honesty. Together, we strive to make a positive impact on the environment and the communities we serve.

Job Summary

The HR Co Op, working closely with the human resource manager, supports HR initiatives for the corporate office and multiple remote work site locations. Duties are performed at the professional level in some or all the following functional areas: employee relations, recruiting, onboarding, benefits, records management, reporting, compliance, and payroll. This position requires an extremely organized, continuous, and perceptive person who is effective at relating to individuals at all levels within the organization. The Co-Op must be sensitive to and supportive of company strategy, employee goodwill, and the overall needs of the business.

Essential Functions

• Facilitates the pre-hiring, hiring, orientation, and onboarding processes for compliance.
• Assists with recruitment tasks such as job postings, reviewing applications, or screening.
• Maintains employee and applicant documentation compliant with internal and external requirements.
• Create internal and external marketing material.
• Supports the Benefits Specialist with return to work,
• Monitors compliance to the Drug-Free Workplace standards established by the company and in compliance to the customer guidelines.
• Updates and maintains the HR system with employee status changes.
• Creates and distributes employee reports.
• Ensure proper maintenance of electronic and paper employee personnel records and files.
• Enters, maintains, and/or processes information in the payroll system; information may include employee’s hourly rates, salaries, commissions, bonuses or other compensation, time worked, paid leave and holidays, deductions and withholding, address changes, and other information.
• Ensures proper processing of payroll deductions for taxes, benefits, and other deductions.
• Supports other functions in the HR Department as need arises.

Job Requirements and Qualifications

Education/ Certifications:

• Must be seeking a degree in Business Administration or related field.
• Proficient with Microsoft Office Suite and related software.
• Exceptional organizational and follow-up skills.
• Proven ability to be a flexible and dependable team player.
• Effective in both verbal and written communication.

Other Information

• Prolonged periods of sitting at a desk and working on a computer.
• Must be able to lift up to 15 pounds at times.
• Must be able to successfully pass a drug test, MVR, and background check.

Equal Opportunity Employer:

Trans Ash is an equal opportunity employer. All applicants will be considered for employment without attention to race, color, religion, sex, sexual orientation, gender identity, national origin, veteran, or disability status.

We provide reasonable accommodations to qualified individuals with disabilities or based on religious belief, in accordance with applicable laws. If you need to inquire about an accommodation, or need assistance with completing the application process, please email jobs@transash.com.

Pay Transparency Nondiscrimination Provision:

Trans Ash, Inc. 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 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 to 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)

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