Human Resources Generalist

JOB SUMMARY: The People & Culture Generalist has responsibility in all areas of Human Resources, including talent development, employee relations, benefits, organizational development, talent acquisition, organizational culture, and the overall support of the company values. This position is also responsible for implementing special projects (as assigned) that will benefit the Company, supporting an employee-focused high-performing culture, and partnering with management across the organization. The People & Culture Generalist will champion and implement people initiatives and best practices to ensure compliance with federal and state legal requirements. The People & Culture Generalist is a member of the Company's People & Culture Team and reports to the People & Culture Director of Field Operations.

MINIMUM REQUIREMENTS:

Bachelors degree in Human Resources, Business Administration, or related field experience

At least three years of progressive human resource management / generalist experience

Basic knowledge of employee policies and procedures, employee benefit programs, and related legal compliance areas, including an understanding of labor issues and laws

Ability to maintain confidential information

Excellent communication skills, both written & verbal, with the ability to represent the organization externally

Computer knowledge must include Word, Excel, PowerPoint, and Outlook

Experience with HRIS.

SKILLS, TRAITS, & COMPETENCIES:

Independent judgment and strong knowledge of company priorities and administrative operations

Proven ability to function effectively in a fast-paced, high volume, and deadline-driven work environment

Ability to work as a collaborative teammate

Organized and detailed, with the ability to prioritize competing priorities

Excellent verbal and written communication skills

Proven track record of managing complex projects with senior-level stakeholders

Advanced proficiency with Microsoft Office Suite especially PowerPoint and Excel

Proven ability to balance resourcefulness and discretion

Constantly demonstrates excellent judgment and ability to protect confidential and proprietary information

Discretion combined with poise and professionalism in all communications

Proactive, solution oriented, and always looking for ways to add value and assist the team

KEY DUTIES AND RESPONSIBILITIES:

Administrative

Assist with the workers compensation process including the completion of incident reports and employee inquiries

Support unemployment compensation claims as needed

Respond to inquiries regarding policies, procedures, and programs

Communicate effectively to managers, and payroll regarding employee hires/terms/LOA/FMLA

Assist in the administration of corporate people & culture programs to ensure effectiveness and compliance within the organization

Develop reports, analyses, and presentations as required

Talent Acquisition

Collaborates with departmental managers to understand skills and competencies required for openings; helps create workforce plan to identify hiring needs proactively

Partners with Talent Acquisition team to share information, determine progress, and identify next steps for exempt positions

Identify workforce and hiring plans necessary to drive talent acquisition production staff to develop a strategy for recruiting talent

Manage production talent acquisition needs at the local facility. Source, screen, interview, and make hiring recommendations in collaboration with Hiring Manager

Onboarding & Orientation

Responsible for all aspects of new employee orientation at facility, including:

Creating a positive first impression and a welcoming environment from first contact to first day and beyond

Providing information needed for a great start (benefits, company guidelines and policies, etc.)

Fostering enthusiasm and excitement regarding the position with the company

Solicit feedback from new employees regarding onboarding practices and implement new processes based on the feedback

Keep current with on-boarding best practices; develop and implement recommendations for ongoing improvement

Compensation & Benefits

Work with the Director of Director of People & Culture Operations & Payroll & Benefits Manager to ensure benefit information is communicated and any benefit issues are being resolved

Assist with benefits administration, including year-end, open enrollments, and new benefit introductions

Support the leave of absence program with third-party administrator, including short- and long-term disability and Family Medical Leave Act, providing feedback when issues arise along with solutions

Collaborate with Payroll Department with bi-weekly payroll account transactions (e.g. salaries, benefits, garnishments, deductions, taxes and third-party payments)

Compliance

Maintains compliance with federal, state, and local employment laws and regulations, and recommended best practices; reviews policies and practices to maintain compliance

Maintains knowledge of legal requirements and government reporting regulations affecting human resources functions and ensures policies, procedures, and reporting are in compliance

Comply with any/all company safety and health rules and policies and promote safe work practices. Report any safety concerns to the supervisor/manager

Ensure compliance with departmental guidelines and company standards

Employee Relations

Handles employment-related inquiries from applicants, employees, and supervisors, referring complex and/or sensitive matters to the appropriate staff

Attends and participates in employee disciplinary meetings, terminations, and investigations.

HR Consulting

Maintains knowledge of trends, best practices, regulatory changes, and new technologies in human resources, talent management, and employment law

Develop and maintain strong collaborative relationships with internal and external business partners

Establish relationships with employees that inspire trust, confidence, and respect

Interpret and communicate clearly human resource policies, procedures, laws, standards, and regulations

Act as a role model, promote collaboration, and champion company values

Talent Development

Reviews, tracks, and documents compliance with mandatory and non-mandatory training, continuing education, and work assessments. This may include safety training, anti-harassment training, professional licensure, aptitude exams, and certifications

Partners with management & leadership to understand training & development needs; discusses opportunities with People & Culture Team to determine Company needs

Supports and/or delivers training on people topics such as interviewing, hiring, performance management, compensation, and promotions

PHYSICAL REQUIREMENTS:

Prolonged periods of sitting at a desk and working on a computer

Ability to walk the plant, which includes stairs

Must be able to lift fifteen pounds

Must be able to access and navigate each department at each Company facility

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