Description

Only fully completed applications will be considered

SUMMARY

The Human Resource Generalist provides strategic enhancements to the recruitment strategy, onboarding procedures, compensation analysis, and curating training & development opportunities for the organization. They provide administrative support in multiple functional areas such as record keeping, legal compliance, benefits, performance management, employee relations, personnel changes, and employee exits. This position is a key contributor toward helping maintain positive employee relations, fostering a positive work environment, and employee engagement.

Essential Functions:

Employee Life Cycle Management

Talent Acquisitions

• Strategic partner for full employee life cycle management includes attracting, recruiting, onboarding, development/training, transitions, and exit.
• Reviews procedures and recommends enhancements to streamline processes whenever possible. Keeps end user in mind to positively impact their experience.  
• Executes full life cycle recruitment to include job description review, sourcing/attracting candidates, screening and interviewing, and onboarding of top talent. Proactively sources company needs to ensure quick close of open/upcoming positions.
  • Tailors interviewing and testing sequence to specific ask from hiring team, confirms understanding of sequence and that all parties involved understand the process agreed upon.
  • Conducts all pre-onboarding checks to include testing, background checks, and drug screening. Additionally, ensures all employee eligibility verifications are completed once new associate is hired
  • Executes buddy assignment based on company program outline, records assignments and conducts quality checks on partnership. Makes recommendations for refinement of program whenever feedback is received.
  • Brings new hire through corporate training programs designed to fill in knowledge gaps in general business operations, company culture, and industry awareness.  As well as departmental orientations.
• Coordinates and executes new hire orientation. Completes related duties listed on New Hire Checklist. Responsible for ensuring orientation materials remain current.
  • Updates materials whenever requested and refines orientation for better presentation whenever requested.

Employee Development

• Assesses training needs of organization, forecasting present and future needs based on the objectives of the business
• Recommends and sources training content to address skill gaps and upskill current talent.
• Inspires engagement in training platform through creative new material releases and relevant course material reminders.
  • Tracks training completion and targets 100% engagement with training platform. Deploys targeted communication to engage with associates that have not utilized the training platform
• Coordinates employee development plans for high potential associates. Recommends opportunities for stretch projects and course work that will benefit associates’ development to pre-determined goal. 
  • Files progress documentation notes on development plan and within personnel files

Associate Transitions

• Responsible for processing associate changes (moves, promotions, exits, etc.…) in accordance with Employee Changes Checklist
• Collects all pertinent information for associate transitions. Ensures appropriate approvals are received and documented prior to moving forward with transition.
  • Retains updated materials; job descriptions, etc… for future refinement
  • Communicates transitions via all company communications and townhall presentations
• Processes associate exits including all related paperwork as list on the Exit Checklist.
  • Conducts exit interviews as needed

HR Enterprise System & Payroll

System Maintenance

• Responsible for the company’s HRIS, including data entry, data integrity, and the creation and generation of reports as needed. Requires thorough understanding of HRIS.
  • Shares and teach critical analytics and system reporting with leadership as requested. 
• Primary responsibility for maintaining complete and accurate employee personnel files.
• Communicates HRIS updates to HR team. Incorporates system updates to procedures to ensure efficient use of system. Develops roll out strategy for the entire organization when applicable. 
  • Trains organization on new procedures, creating materials and show-me-how guides for easy use. 
• Submits system enhancement tickets to HRIS for specific system customizations that would benefit the organization.
  • Tracks service tickets and follows up on completion of requested system changes.
• Curates positive relationship with system vendor, leveraging whenever specific item requests arise for positive response from vendor.
• Responsible for maintaining up to date job descriptions for all positions within the company, stored within the system

Payroll

• Submits payroll related information to Finance Department on a biweekly basis
• Serves as backup for: (1) bi-weekly payroll processing to ensure critical process coverage; and (2) workflow approval hierarchy for employees for Paycom expense report processing.

Employee Benefits & Wellness:

• Conducts benefits orientation for new employees and processes all related paperwork.
• Primary responsibility for administering company benefit programs.  Acts as a liaison between employees and insurance providers. Requires use of multiple online platforms (medical, dental, FSA, life insurance, etc.).
• Supports, with HR Manager, the annual health insurance analysis and renewal, and the 401K management.
• Participates in Employee Wellness Committee

General HR Policy:

• In partnership with the HR Manager, promulgates the creation, education and adherence of company policies and procedures.
• Maintains strict confidentiality of employee information and department records.
• Investigates complaints brought forward by employees.
• Provides service and assistance to employees as needed.
• Acts as the human resources manager in the absence of the HR Manager.
• Establishes credibility throughout the organization to be an effective listener and problem solver of people issues.

SUPERVISION GIVEN AND RECEIVED

Reports directly to the HR Manager

INTERNAL/EXTERNAL CONTACTS

Internal contacts include all Department Heads, Managers, and all employees. External contacts include recruitment specialists, benefits consultants, and government agencies.

OTHER FUNCTIONS

• Keeps up to date with the latest HR trends and best practices.
• Distributes HR related communications
• Manages physical files and file room

• Conducts corporate associate events
• Participates in other projects and performs other duties as requested or required.

JOB REQUIREMENTS & QUALIFICATIONS

A Bachelor’s degree in Human Resources (or related area) preferred.  A minimum of three years hands-on experience in Human Resources including experience in administration, benefits, employee relations, training & development, legal compliance, and performance management required.  Excellent organizational and interpersonal skills are essential.  Proven ability to observe confidentiality is required.  Prior experience with maintaining company HRIS also required.  Intermediate to advanced proficiency with Microsoft Office Suite required. Advanced PowerPoint skills a strong plus. Strong verbal and written communication skills a must.  Familiarity with COBRA, FMLA, FLSA and related state and federal regulations required. Human Resources certification a plus.

Qualifications

Salary : $45,000 - $80,000