Human Resources Generalist

Description:

Reporting to the HR Supervisor, the HR Generalist will provide professional-level human resources assistance, service, and guidance within one or more areas of responsibility with a heavy focus on employee relations, compensation, and benefits. In this role, you will partner with management to advise and communicate various HR policies, programs, procedures, laws, standards, and government regulations.

Working Conditions:

Working conditions are of a professional office environment but will be required to frequently walk around the plant complex. Administrative personnel may occasionally require the use of personal protective equipment (PPE) to include but is not limited to; eye safety glasses, hearing protection, work boots, and hard hats while in the facility or other safety-sensitive areas.

Qualifications:

1.1.A Bachelor's degree in business administration, Human Resources Management, or related field (or relevant combination of education and experience) and a minimum of 5 years of experience working with employee populations of 300+.

1.2.A background in either Industrial, manufacturing, or Oil & Gas industries is preferred.

1.3.Thorough understanding and hands-on application of internal and external HR principles, concepts, practices, and standards such as employee relations, compensation, benefits, and talent acquisition.

1.4.Thorough knowledge of local, state, and national employment/labor laws.

1.5.Thorough knowledge of MS Office with above-average Excel capability; and HRIS systems (e.g. UKG).

1.6.Demonstrated ability to effectively partner with all levels of the organization and positively influence teams.

1.7.Excellent communication and people skills.

1.8.Desire to work as a team with a result-driven approach and pivot when needed.

1.9.Strong facilitation and coaching skills.

1.10.Generates inspiration and has a positive can-do attitude, solution orientation, and customer service mindset.

1.11.Ability to comprehend, interpret, and apply the appropriate sections of applicable laws, guidelines, regulations, ordinances, and policies.

1.12.Strong analytical, judgment, and problem-solving skills.

1.13.Excellent time management skills with a proven ability to meet deadlines.

1.14.Excellent verbal and written communication.

1.15.Ability to maintain confidentiality and establish credibility.

1.16.Ability to multitask and prioritize.

Responsibilities:

2.1.Be a constant, visible presence with all employees to maintain a pulse on the organization and provide feedback and recommendations to department leadership. May require flexible hours to ensure coverage of all shifts.

2.2.Serves as point of advice, problem resolution, and facilitation in the areas of employee relations, performance management, and employee discipline; advises both employees and management regarding employee relations policies, procedures, and documentation; researches, identifies, and analyzes specific employee relations concerns and makes appropriate recommendations to management.

2.3.Reviews and analyzes employee information in various HR and payroll systems to ensure data accuracy.

2.4.Collaborates with other departments to provide timely and accurate monthly, weekly and annual reports for department and company compliance.

2.5.Exert influence to create positive change and proactively mitigate and resolve employee issues; partner with leaders to develop and implement strategies to drive positive employee relations and effective, 2-way communication.

2.6.Provide guidance and coaching to managers and employees concerning employee engagement, performance management, compensation, and retention.

2.7.Proactively identify opportunities and assess improvements to the employee experience and partner with management to develop and implement innovative and sustainable solutions.

2.8.Serves as an advocate for employees and an advisor to both employees and managers.

2.9.Works alongside the HR recruiting team and assists when needed.

2.10.Assists managers in implementing established human resources policies, procedures, and practices to meet legal requirements while supporting short and long-term business needs.

2.11.Participates in manager meetings and onsite all employee meetings to keep informed about any projects, issues, or changes.

2.12.Works with the HR team on various assignments and projects; Compensation will be a focus and responsibility area.

2.13.Gather and analyze data and present useful HR metrics to management business partners; assist with data collection and reporting related to compliance such as HIPAA, COBRA, DOL filings, and quarterly/annual department audits.

2.14.Occasional fill-in for new hire orientations and training.

2.15.Provide support for company events.

2.16.Other duties as assigned.

Authority and Obligation:

3.1.N/A

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)