HR Generalist (50912)

About the role

The Human Resources Generalist performs duties on a professional level in some or all of the following functional areas: recruiting/hiring, onboarding, benefits administration, leave management, employee relations, workers’ compensation, safety, compensation, organizational development, performance management, policy implementation, HRIS/systems, communications, training, EEO and affirmative action.

Responsibilities

• Benefits Management: Coordinate a variety of employee benefits: health insurance, life insurance, EAP, cafeteria plan, profit sharing, 401(k), discount tickets, company lunches, social functions, employee giving campaign, etc.
  • Handle or refer health insurance issues.
  • Avoid compensation and employee surveys.
• Hiring/Onboarding: Execute recruiting efforts including, but not limited to: entering requisitions in the system, candidate searches, job fairs, community functions, testing, interviewing, preparing offer packages, pre-employment checks, approvals, coordinate and facilitate orientation, onboarding, reporting, vendor relations, etc.
  • Responsible for hiring process vendor relationship management (including temporary and contract worker agencies, uniforms providers, pre-employment checks providers, etc.).
  • Coordinate and maintain contracts, reconcile billing, ensure systems are updated, run reports, perform audits, make adjustments as necessary.
  • Maintain ongoing relationships with employment agencies to ensure the selection of the most qualified candidates.
• Legal/Compliance: Implement and administer employee policies and procedures. Updates and/or assist in the updating of the employee handbook. Respond to subpoenas. Maintain regulatory compliance of employee postings.
  • Implement and administer employee policies and procedures.
  • Respond to subpoenas.
  • Maintain regulatory compliance of employee postings.
• Employee Relations/Performance Management: Conduct HR-related investigations to include: gathering and analyzing facts, applying relevant laws and policies and practices, to reach conclusions and recommended actions, partnering with HR management and labor attorneys as needed.
  • Provide expertise and case management of employee issues, from initial intake to resolution, in collaboration with HR management.
  • Maintain required documentation, including intake, investigative notes, and final reports.
  • Interpret and apply understanding of company practices, policies, and employment law to provide advice, mentorship, or clarification for employee issues.
  • Prepare termination and severance letters.
  • Handle and/or act as back up for terminations.
  • Prepare employee evaluation packages and review processes periodically.
  • Prepare internal employee communications regarding compensation, benefits, and/or company policies.
• Organizational Development: Analyze and recommend topics for supervisor training. Develop, coordinate and carry out training programs for employees, supervisors, and management. Train and provide support to HR team members.
  • Analyze and recommend topics for supervisor training.
  • Develop, coordinate and carry out training programs for employees, supervisors, and management.
  • Train and provide support to HR team members.
• Workers/ Compensation/Safety: Responsible for managing all aspects of workers’ compensation, including input/track claims, follow-up on open cases, investigations, vendor relations, claims reviews and reporting. Maintain all OSHA files in coordination with Safety Officer. Act as the safety committee representative.
  • Manage the workers’ compensation process.
  • Maintain all OSHA files in coordination with Safety Officer.
  • Act as the safety committee representative.
• Leave Management: Manage the Leave of Absence process including coordination and administration of all leave types (e.g., workers’ compensation, personal, FMLA, etc.). Employee point of contact for all Leaves of Absence inquiries/requests. Advise, administer and monitor LOA eligibility, processes and procedures including impact to benefits and return to work. Communicate/notify internal HR, payroll or other internal departments as needed. Ensure proper designation of leaves and responses within required timeframes. Partner with management during the interactive process to provide reasonable accommodations to employees in need. Educate employees and managers on applicable LOA programs. Track and report on leaves for management and as required/requested. Keep abreast of new and/or changing leave laws as they relate to company operations; recommend updates/revisions to policies, procedures, templates, forms, etc. as needed to HR management.
  • Manage the Leave of Absence process.
  • Advise, administer and monitor LOA eligibility, processes and procedures.
  • Communicate/notify internal HR, payroll or other internal departments as needed.
  • Ensure proper designation of leaves and responses within required timeframes.
  • Partner with management during the interactive process to provide reasonable accommodations to employees in need.
  • Educate employees and managers on applicable LOA programs.
  • Track and report on leaves for management and as required/requested.
  • Keep abreast of new and/or changing leave laws as they relate to company operations; recommend updates/revisions to policies, procedures, templates, forms, etc. as needed to HR management.

Qualifications

• Expertise in HR policies and procedures.
• Comprehensive understanding of HR best practices and federal, state and local employment laws/regulations including leave administration, ADA, accommodations and investigations, such as harassment.
• Strong knowledge of hiring processes.
• Working knowledge in Microsoft Office (e.g. Excel, Word, Outlook, PowerPoint, etc.).
• HRIS experience including reporting.
• Strong business and HR acumen; sound judgment, critical evaluation, analysis and problem-solving abilities.
• Customer-focused attitude, with high level of professionalism and discretion.
• Excellent interpersonal, consultation and communication skills (oral and written) with a high degree of business acumen.
• Strong organizational skills with a keen ability to prioritize and manage several projects concurrently.
• Must be able to work both independently and as a team player.

Education

• Bachelor's Degree BA/BS/BFA/BSA from a four-year college or university is required, plus additional related experience, training and/or equivalent combination of education and experience.
• Preferred Major Human Resources Management Business Administration.

Minimum Years Of Experience

• 5-10 years.

Language Skills

• Must have the ability to read, analyze, and interpret general business periodicals, professional journals, technical procedures, and/or governmental regulations in English.
• Must be able to write analytical and/or technical reports, business correspondence, procedure manuals, and create instructional reference material.
• Able to speak effectively before groups, customers, employees of the organization and/or the general public.

Mathematical Skills

• Must have the ability to add, subtract, multiply, and divide in all units of measure, using whole numbers, common fractions, and decimals.
• May need to compute rate, ratio, and percent and to draw and interpret graphs.

Reasoning Ability

• Must have the ability to solve practical problems and deal with a variety of concrete variables in situations where only limited standardization exists.
• Able to interpret a variety of instructions furnished in written, oral, diagram, or schedule form.

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.

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.

Equipment Use

• This position requires computer use, including monitor, keyboard, mouse, trackball, touchpad, etc.
• Frequently.

Supervisory Responsibilities

This job does not have any supervisory activities.