HR Generalist

Position Purpose Assumes responsibility for the effective performance of the HR Generalist function. Recommends and manages policies based on objective dataEffectively owns and administers REV’s benefits and leave administration, including vendors, plan processes, complex cases, compliance, accommodations, and program requirementsProvides recommendations that ensure appropriate service delivery and effective cost managementMaintains employment policies and coordinates development, revision, interpretation, communication, and employee acknowledgementEnsures accurate, updated personnel information is recorded within the HRIS solution and provided appropriately to the Strategic Management Team, departmental leadership, as well as to internal and external auditors and examinersSupports effective recruitment strategies and programsReports employee relations issues to the Director of Organizational Development and works collaboratively to resolve issues. Tracks employee relations issues and recommends proactive solutions to ensure a first-class employee experienceExecutes on Employment Administration functions, including but not limited to recordkeeping, the employment lifecycle, and annual benefits renewals in accordance with established credit union policies and applicable legal requirementsRecommends updates to HR policies. Provides advice and interpretation regarding HR policies as they relate to employees and credit union objectivesSupports the Workforce Administration Manager in tracking and administering required employee licenses, registrations, certifications, renewals, and continuing education requirements Assists in the planning, development, and implementation of effective Employment Administration strategies and policies: Assists the Director of Organizational Development in developing short- and long-term objectives, goals, and strategiesExecutes Organizational Development strategies and policies consistently with the credit union’s strategic goalsAdministers operations plans, policies, and goals that further strategic objectivesMaintains knowledge of industry trends and employment legislation, and updates policies to ensure compliance. Assumes responsibility for establishing and maintaining effective communication, coordination, and professional working relations with employees and vendors: Supports the Workforce Administration Manager to ensure employee payroll, benefits, and personnel actions are promptly carried outEnsures management is appropriately informed of areas of personnel improvementCompletes reporting requirements accurately and timely.Ensures questions and concerns are promptly and courteously resolvedTeaches self-service options to employees. Skills & Qualifications Assumes responsibilities for related duties as required or assigned. Education/Certification & Experience Bachelor’s Degree in an applicable field from a certified university or collegeHR designation highly preferred (PHR, SPHR, SHRM-CP, SHRM-SCP)Five years of related, progressive experienceExperience working within a financial institution desired, but not required Skills/Abilities Excellent attention to detail and accuracyExcellent analytical, reasoning, and problem-solving skillsStrong public speaking and presentation skillsThorough knowledge of state and federal regulations affecting the HR functionAbility to be highly effective in communicating both verbally and in writingMicrosoft Office Suite proficiencyStrong problem-solving and creative thinking skillsProven ability to write reports, manuals, procedures, and policiesProven ability to collaborate with a variety of employeesProven ability to lead direct reportsProven ability to exercise sound judgment based on accurate and timely analysisProficiency with HRIS systems 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)