Human Resources Generalist

SUMMARY: An HR Generalist, or Human Resources Generalist, is responsible for completing a variety of tasks to support the daily operations of the HR department. Their duties include comparing HR laws to current policies and procedures, drafting templates for HR documents, and working with other members of the department to oversee the hiring and onboarding process for company employees. This position is responsible for full lifecycle recruiting (sourcing through creative methods - internal and external, screening, interviewing and recommending placement of applicants). This position supports the HR team in all aspects of HR functions while focusing primarily on recruiting and full cycle recruiting.

This job description does not describe all activities, duties, responsibilities, or physical demands required of the Associate for this job. Likewise, the work environment described is merely representative. Duties, responsibilities, activities, physical demands, and work environment may change at any time.

ESSENTIAL DUTIES / RESPONSIBILITIES:

• Reviews, tracks, and documents compliance with mandatory and non-mandatory training, continuing education, and work assessments. This may include safety training, anti-harassment training, professional licensure, and aptitude exams and certifications.
• Evaluates candidate applications and resumes, and performs in person and telephone interviews.
• Completes background checks and orders drug screening and pre employment physicals.
• Leads the new hire orientation program and onboarding process and is responsible for an effective and positive hiring and onboarding process.
• Actively recruits for open positions, posting on Linkedin, really and UKG.
• Attends job fairs and open houses.
• Completes offer letters and negations with candidates.
• Leads the orientation and onboarding processes for new team members and associate recognition programs.
• Performs routine tasks required to administer and execute human resource programs including but not limited to benefits, and leave; disciplinary matters; disputes and investigations; conduct of other associates; performance and talent management; productivity, recognition, and morale; occupational health and safety; and training and development.
• Manages employment-related inquiries from applicants, employees, and supervisors, referring complex and/or sensitive matters to the appropriate staff.
• Attends and participates in employee disciplinary meetings, terminations, and investigations.
• Maintains compliance with federal, state, and local employment laws and regulations, and recommended best practices; reviews policies and practices to maintain compliance.
• Maintains knowledge of trends, best practices, regulatory changes, dispute resolution, risk management, and new technologies in human resources, talent management, and employment law.
• Manages workers’ compensation, unemployment claims, and FMLA requests.
• Monitors unemployment program costs and recommends changes.
• Protects the organization’s values by keeping and maintaining information in a confidential manner.
• May assist with application and open enrollment of all benefit plans.
• Supports all functions of the Director of HR as required.
• Performs other duties as assigned.

EDUCATION, WORK EXPERIENCE, and PROFICIENCIES: A Bachelor’s degree in human resources, business administration, organizational development, or a similar field. A preferred minimum of three to five (3 -5) years of experience in human resources, preferably in a manufacturing environment. A minimum of three (3) years experience in employee relations and/or employee benefits. Credentials preferred, i.e., SHRM or CPLP and certified or high experience with Family Medical Leave (FMLA) a plus. A minimum of one (1) year experience with an HRIS system, preferably UKG (UltiPro), and proficient in Microsoft Word, Excel, Outlook, and PowerPoint. Must be detail-oriented with excellent organizational skills.

EEO STATEMENT: Ohio Gratings, Inc. is an equal opportunity employer and affords equal opportunity to all applicants without regard to race, color, religion, gender, national origin, age, disability, veteran status or any other characteristic or status protected under local, state, or federal laws.

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)