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HR Generalist II

3 months ago

Grand Forks, United States Minnkota Power Full time

Position Summary

The HR Generalist II position is a strategic and collaborative role that is responsible for aligning people strategy with business objectives. This position supports the Grand Forks location with value-added HR services that ultimately enable the business to achieve its objectives. The HR Generalist is an individual contributor role that reports to the HR Manager.

The salary range for this position begins at $101,460 per year. Appropriate pay will be determined based on a candidate's skills, education, and previous relevant experience.

Essential Responsibilities

1. Department/Division Support

  1. Conduct regular meetings with respective business units.
  2. Consult with supervisors and managers, providing HR guidance.
  3. Ability to influence without authority.
  4. Work closely with management and employees to meet business objectives, improve work relationships, build morale, and increase retention.
  5. Provide guidance and input on business unit restructures, workforce planning, and succession planning.
  6. Support employee engagement activities; may facilitate or head committees.
  7. Proficient technical aptitude to navigate HRIS and other business intelligence solutions.
  8. Analyze and use HR analytics and metrics to inform decision making.
  9. Understand the functions of each business line and display strong business acumen.
  10. Earn the trust of employees; communicate clearly and effectively.
  11. Use insights to partner with others to develop solutions when needed.
  12. Ability to acquire a thorough understanding of the organization's hierarchy, jobs, qualifications, compensation practices, and the administrative practices related to those factors.
2. Employee & Labor Relations
  1. Manages and resolves complex employee relations issues. Conducts effective, thorough and objective investigations.
  2. Supports employee engagement activities; may facilitate or head committees.
  3. Supports and aids in planning employee events (i.e., Recognition Banquet, picnic, golf outing, etc.).
  4. Implement terms of Contracted Bargaining Agreement(s) for GF Union employees, effectively manage Labor Relations.
  5. HR process lead for grievance, seniority bids, etc.
  6. Attend and participate in Labor Management and Safety meetings.
  7. Excellent interpersonal and organizational skills and attention to detail.
  8. Excellent time management skills with a proven ability to meet deadlines.
3. Talent Development & Performance Management
  1. Provides day-to-day guidance to supervisors and managers (e.g., coaching, counseling, career development, disciplinary actions).
  2. Monitor and drive manager completion of quarterly performance checkpoints.
  3. Deliver performance management related training to business leaders and effectively coaches them.
  4. Coordinate with leaders to implement disciplinary actions and performance improvement plans.
  5. Measure effectiveness of current performance management process; recommend opportunities for improvement.
  6. Provide input to organizational design decisions, may aid HRM with succession planning.
  7. Assess talent strengths and opportunities and help align this to business strategy.
4. Compliance
  1. Ability to navigate complex compliance environments, including federal and state regulations.
  2. Maintain in-depth knowledge of requirements related to day-to-day management of employees, reducing legal risks and ensuring regulatory compliance. Partners with the legal department as needed/required.
  3. Provide HR policy guidance and interpretation.
  4. Lead annual Affirmative Action Plan (AAP) and Equal Opportunities Employer (EEO) reporting, analysis, and make recommendations on future plans.
  5. Understand logistics of administration of Family Medical Leave, serve as back-up support for requests and paperwork.
  6. Implement HR document retention strategy; streamline inter-departmental processes.
  7. Ability to comprehend, interpret, and apply the appropriate sections of applicable laws, guidelines, regulations, ordinances, and policies.


Minimum Qualifications

Education and Certification

Required

  • Bachelors degree or higher in Human Resources, Business Management, or a related field
Preferred
  • SHRM Certified as either a SHRM Certified Professional (SHRM-CP) or SHRM Senior Certified Professional (SHRM-SCP)
    • If candidate does not yet hold one of these credentials, obtaining one within one year of employment is necessary
Experience

Required
  • 8 or more years of experience in the Human Resources field with increase scope/role progression
  • Working knowledge of multiple human resources disciplines including: compensation practices, organizational design, employee and union relations, diversity, performance management, and federal and state respective laws
Preferred
  • Experience with union contracts/experience in a union environment


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)