HR Generalist

4 weeks ago

Atlanta, United States Ameris Bank Full time

Responsible for leading day-to-day activities of the HR function for the assigned line of business and/or division(s). The incumbent will be assigned human resources related projects of a simple to moderate nature. The HR Generalist applies skill in selection/retention techniques, an extensive knowledge of Human Resources policies and procedures, as well as Federal and state laws regarding employment practices in order to support the organization. Other duties as assigned.

Essential Functions, Duties, and Responsibilities: Maintains current working knowledge of Ameris Bank policies and procedures, pay practices, employment laws (i.e. EEOC, AA, ADA, FMLA, FLSA) and communicates regularly with employees and management to ensure understanding and compliance. Assists the HR Business Partner team with performance improvement, employee relation inquires, and corrective action plans as needed. Works with HR Business Partner team to proactively develop and implement employee engagement and department strategies. Works with hiring managers throughout recruitment process, including pre-employment screening and employee onboarding. Assists in the execution of recruiting plan, including self-sourcing for roles. Coordinates and implements the onboarding and off-boarding for all types of employees, including creating electronic files and updating of files via the HRIS or designated system. Posts positions in various electronic systems as directed. Prepares and sends offer letters while following position approval requirements and protocol. Maintains new hire list information, to include all job openings, to reflect accuracy and add/remove as needed upon status changes. Facilitates and monitors pre-employment clearances in all aspects, to include credit and background screening. Communicates identified pre-employment concerns to supervisor and/or recruiter as appropriate. Creates and maintains the employee files according to company procedure. Processes system changes such as hires, rehires, transfers, and terminations in the designated system as directed and in a timely and accurate fashion. Conducts training for HR members and employees as needed. Responds to unemployment requests, as needed. May assist hiring manager with NMLS transfer, when appropriate. Demonstrates the highest level of integrity, professionalism and confidentiality. Fosters a collaborate and positive working environment and has a team player attitude.

Required Knowledge, Skills and Competencies: Intermediate proficiency in Microsoft Word, Excel and PowerPoint is required. Strong written and verbal communication skills are required. Demonstrated ability to multi-task is required. General knowledge of HR laws and best practices is required. Strong organizational skills are required. Ability to work a flexible schedule is required. HRCI certification as a PHR or SPHR is preferred. Willing to attain HR certifications.

Industry and Work Experience: One to three years’ experience in human resources and/or HR academics required. Previous experience working in the assigned line of business and/or in banking is preferred. Working knowledge of state and federal employment laws is preferred.

Academic: High school diploma or GED required Bachelor’s Degree in Human Resources, Business or another related field 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)

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