Human Resources Generalist

• →Administer various human resources plans and procedures for the organization
• →Assist in development and implementation of policies and procedures; prepare and maintain employee handbook and other HR related manuals and documents
• →Design and administer human resources policies and procedures
• →Communicate with and educate management and employees on human resources policies and procedures
• →Collect and analyze HR data for the director of human resources
• →Assess and develop policies and standard operating procedures (SOPs) for human resources
• →Conduct incident/employee investigations and handle Employee Relations for the organization
• →Conduct internal training for employees and/or management on internal processes, policies and programs
• →Serve as a liaison between employees and management to respond to concerns regarding organization policies and procedures
• →Develop and maintain accurate information management and filing systems to ensure compliance with records retention policies
• →Develop, streamline and enhance staffing systems, tracking reporting and analysis as necessary
• →Ensure compliance with all federal/state/local employment laws and regulations
• →Think strategically, recommending new approaches, policies, procedures and initiatives for the HR department to support the mission of the organization
• →May design and implement initiatives for the organization including integration, diversity and inclusion, employee recognition, mentorship and shadowing initiatives and programs
• →May coordinate the hiring process for the organization, including advertising, job postings, head hunting, initial interviews, managing approval process, and submitting offer letters
• →May administer the organization’s learning management system
• →May manage performance review cycles including 60-day, 150-day and annual reviews
• →May work with organization management to develop job descriptions, match final job description against salary and market data for proper salary range placement
• →May ensure consistency related to job and salary placement across the organization
• →May coordinate recruiting efforts and build networks to find qualified candidates through job boards, career fairs, connections with co-workers, recruiting websites, involvement in professional networks, etc.
• →May support HR efforts related to investigations, charges, grievance resolution, performance and absence management, complaints with employment practices and disciplinary action
• →May support HR efforts regarding tracking and responding to safety and other critical incidents
• →May administer the FMLA program for the organization
• →May administer Worker’s Compensation claim process for the organization
• →May support employee onboarding and orientations
• →May support organization safety initiatives and coordinate and chair safety meetings
• →May support organization wellness initiatives and coordinate and chair wellness meetings
• →May assist with coordination of annual open enrollment process and assist employees with claims resolution
• →May assist with reconciliation of health insurance billings with payroll system to ensure accuracy with employee deductions
• →May support the planning and execution of ACCESS events
• →Maintain compliance with various annual government reporting requirements
• →Maintain currency in employment and benefit laws and other HR related matters

• →Analyze data and use technology to proactively identify and diagnose business needs, opportunities and develop solutions to meet those needs
• →Evaluate current software, benefits and recommends new approaches for employee benefits and new goals to retain employees
• →Participate in administrative staff meetings and attends other meetings and seminars
• →Perform thorough background checks before hiring and during employment and as deemed appropriate. This includes reviewing criminal records, conducting drug tests, fingerprinting, confirming previous jobs, checking references, validating education and licenses, assessing driving history, screening for child abuse, and carrying out any other reviews required by the job, funders, or applicable laws.
• →May Assist CHRC with the credentialing, training, and background check process

• →Perform other duties and responsibilities as assigned

Knowledge of:

• Advanced concepts, principles and practices of the various disciplines of Human Resources including Employee Relations, Performance Management, Recruiting, Compensation, Benefits, HRIS Administration, FMLA and Worker’s Compensation
• Advanced concepts, principles and practices of federal and state employment laws and practices

Skill in:

• Operating standard office equipment and using required software applications, including Microsoft Office
• Knowledge and prior use of HRIS systems, Paylocity a plus
• Knowledge and prior use of applicant tracking systems, Clear Company a plus
• Operating standard office equipment and using required software applications for program area and other applications, including Microsoft Office
• Employee investigations and ER matters

Ability to:

• Partner with other functional areas to accomplish objectives
• Strong interpersonal skills

• Attention to detail while maintaining a big picture orientation
• Gather information, identify linkages and trends and apply findings to assignments

• Interpret and apply policies and identify and recommend changes as appropriate
• Organize and prioritize multiple tasks and meet deadlines

• Communicate effectively, both orally and in writing
• Work independently as well as collaboratively within a team environment

• Handle stressful situations and provide a high level of customer service in a calm and professional manner

• Establish and maintain effective working relationships at all levels of the organization

• Minimum Degree Required:

• Bachelor’s degree

• Required Disciplines:
  • Human Resources Management, Business, or a related field

~and~

• A minimum of three years’ professional-level experience in human resources is required, specifically within Employee Relations (ER), Family and Medical Leave Act (FMLA), and Americans with Disabilities Act (ADA). Candidates must demonstrate expertise in labor compliance and possess the necessary knowledge, skills, and abilities relevant to their assigned functional area, or an equivalent combination of experience, education, and/or training as approved by Human Resources Director.
• Prior experience using HR related systems is required

• Licenses/Certifications Required at Date of Hire:
  • None
  • PHR preferred

Hours: Normal business hours, some additional hours may be required

Travel Required: Local travel may be required

Working Environment: Climate controlled office