HR Specialist

2 weeks ago

Denver, United States The Salvation Army USA Western Territory Full time

Description

Job Title:

HR Specialist

FLSA Status :

Full Time - non-exempt Reports to:

HR Director

Schedule:

FT, M-F 8:00am-4:30pm Supervises:

N/A

Rate of Pay

: $29-$30.45/hour

Closing

Date:

4/30/2024

Benefits

: Standard; Full-Time, Non-Exempt employees are eligible for but not limited to the following:

Health, vision, dental, life as well as voluntary life and disability insurance

Sick leave benefit - 1 day per month, 12 sick days per year (accrual and availability begins at hire)

Vacation benefit - 10 vacation days per year, accrued at the rate of .0385 hours for each hour worked, excluding overtime (accrual begins at hire but may not be used until the completion of six months of employment)

One floating day off for use (accrued immediately, and again annually, but may not be used until the completion of the initial three-month introductory period of employment)

Pension Plan (after one year of continuous service)

Voluntary Tax-Deferred Annuity Plan (403(b)plan)

Function :

Under the direction of the HR Director, the HR Specialist works to resolve conflict as an investigator and mediator in situations internally on behalf of Employees/Supervisor working to bring the two parties to a mutually agreed upon decision, in line with The Salvation Army policies/procedures/minutes.

Th HR Specialist will assist in the people management needs of the IM Division to support the HR Department.

Duties and Responsibilities:

Under the direction of the HR Director, the HR Specialist will work on all matters of Conflict Resolution, Investigation and Mediation as it pertains to Employee/Supervisory needs within the IM Division.

This includes tracking, updates, communication, location visits, and compliance with all TSA (The Salvation Army) policies, minutes and procedures.

Regular training and mentoring with Supervisors is required on a weekly/monthly basis.

Proactive culture building and team building projects include monthly sessions for all locations as directed by the HR Director. This included scheduling, invites, certificates of completion and ongoing tracking and assessment of need.

The HR Specialist will work on special projects for the Department as assigned.

The HR Specialist will assist with compliance tracking, follow-up and audits.

The HR Specialist will cross-train in UKG and data entry for the Department to assist with daily and ongoing tasks.

The HR Specialist will work with the HR team to support the people management needs of the IM Division.

The HR Specialist will work seasonally to assist in the seasonal hiring needs of the Division.

Performs other duties as required.

Qualification and Education Requirements:

High School Diploma or equivalent required

Associate Degree or equivalent experience in HR preferred.

Experience in conflict resolution required.

Investigation, mediation, or conflict resolution certification preferred.

Be supportive of The Salvation Army's mission. Ability to reflect and model the high standards of our organization as one of the world's most distinguished human services charitable organizations.

Continued employment will be contingent on a biennial (every 2 years) background check that is processed in accordance with The Salvation Army's policies.

For positions requiring driving, as this one does, a minimum of 21 years of age for insurance provision, along with the possession of a valid in-state driver's license is required.

The Salvation Army Mission Statement

The Salvation Army, an international movement, is an evangelical part of the universal Christian Church.

Its message is based on the Bible.

Its ministry is motivated by the love of God.

Its mission is to preach the gospel of Jesus Christ and to meet human needs in His name without discrimination.

Acknowledgement of Religious Purposes of The Salvation Army

I have been informed and understand The Salvation Army's religious purpose and status as a church. In my employ, I will not undermine the religious mission or religious purposes of the organization, nor will my professional conduct conflict with, interfere with, or undermine its religious programs or religious purposes.

Physical

Requirements:

Ability to walk, stand, bend, squat, climb, kneel, and twist on an intermittent or continuous basis.

Ability to grasp, push, pull, and reach overhead.

Ability to operate telephone.

Ability to lift to 25 pounds.

Ability to access and produce information from the computer.

Ability to understand written information.

Qualified individuals must be able to perform the essential duties of the position with or without accommodation.

A request to modify or adjust these requirements may be made to your supervisor and HR.

The Salvation Army would attempt to satisfy requests if the accommodation needed is reasonable and presents no undue hardship.

Statement of Confidentiality:

The HR Specialist

occupies a position of trust and is expected to maintain confidentiality and exhibit loyalty to The Salvation Army and the staff of the

Intermountain Division

in all job-related matters.

Employment at Will

Employees of The Salvation Army are considered employees at will.

This means that the employment arrangement between the employee and The Salvation Army may be terminated by the employee or by The Salvation Army at any time with or without cause.

No Salvation Army representative may change the at will employment relationship through oral or written promises. Qualifications Education

High School or Equivalent (required) Experience

Conflict resolution

(preferred)

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) #J-18808-Ljbffr

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