Human Resource Generalist

Whether you're a recent grad or a seasoned professional, you can experience meaningful career growth at Rosendin. Enjoy a true sense of ownership as you work with a proven industry leader on some of the most exciting and high-profile projects in the nation. We offer a wide range of job opportunities, competitive compensation, full benefits, an Employee Stock Ownership Plan and more.

Why Rosendin?

Committed. Innovative. Engaged.

If you're looking to take your career to the next level and work with some of the best and brightest in the industry, we want to hear from you. Since our founding over 100+ years ago, Rosendin has been driven to positively impact the communities where we live and work. We are an organization built on integrity and we have a culture that empowers people, embraces diversity, and inspires everyone to do their best.  As one of the largest EMPLOYEE-OWNED electrical contractors in the United States, you will have the unique benefit of being a shareholder at a company that is experiencing tremendous growth and success. When our people succeed and fuel our success, we reward them. We'd love to have you as a shareholder  

The Human Resources Generalist is responsible for providing HR people management and administrative support which includes acting as broker and partner with various People Department functions, including Talent Acquisition, Compensation and Benefits, Learning and Development, and HR Shared Services to provide solutions to a wide variety of employee questions and concerns. Uses working knowledge of the business to support strategic initiatives in partnership with the HRBPs utilizing the various human resources functions to provide tactical support to line managers.  

• Main point of contact for field and front-line management employees for human resources information and assistance.

• Handles confidential information in a professional manner, respecting employee privacy while maintaining company confidentiality. Interacts with various levels of management, vendors, employees, and employee dependents.

• Provides day-to-day performance management guidance to line management (e.g., coaching, counseling, career development, disciplinary actions, terminations).

• Assists and supports HRBPs in the design, communication, and execution of strategic People department initiatives in support of the business.This will include data analysis, audits, program design, communication, and training delivery.

• Maintains, and is responsible for, data integrity by either entering any required employee change information (new hires, job changes, terminations, promotions, transfers, etc.). Updates changes to employee files to document personnel actions and to provide information for payroll, benefit carriers, and other internal/external areas.

• Provides guidance in solving HR-related questions or issues related to comp and benefits, PTO, processes, or policy.Partners with Shared Services as necessary.

• Investigates and recommends corrective actions to resolve workplace issues or complaints.Partners with HRBPs and/or the Legal department as necessary.

• Assists with new hire orientation as needed.May include coordinating required paperwork, scheduling, and delivering content.

• Supports the local college recruitment program initiatives from coordinating events to attending events as a Company representative.

• Supports the coordination of special projects and events, including benefits open enrollment, recognition events, performance appraisals, training, company events,etc.

• Acts as a liaison with other HR Functions to provide tactical solutions for the business.

• Handle performance improvement plans, progressive discipline, and other employee relations issues, working with the HRBP on escalated items.

• Basic knowledge of legal requirements related to day-to-day management of employees, risk evaluation, and regulatory compliance related to FMLA, leaves of absences, return to work, ADA, NLRA, etc. Partners with the legal department and/or HRBPs as needed/required.

• Works closely with management and employees to improve work relationships, build morale, and increase productivity and retention through management partnership and employee feedback systems or surveys.

• Works with managers to identify skill or knowledge gaps and delivers or coordinates training in response dependent on topic.

• The duties and responsibilities are intended to describe the general nature and scope of work being performed by this position. This is not a complete listing and other duties will be assigned based on the position's role within the business unit.

• Bachelor's degree in HR or related field with 0 to 3 years of experience.

• PHR a plus

• Can be a combination of education, training, and relevant experience

• Basic understanding of Labor Law to include both State and Federal statues as well as basic familiarity with the NLRA.

• Understand basic concepts of risk analysis and management with the ability to exercise judgement in ambiguous situations where clear courses of action may not be present.

• Basic understanding of compensation philosophies and practices with the ability to recognize issues and apply established programs to address.

• Basic data analytics and interpretation.

• Excellent verbal and written communication skills. Strong organizational, record-keeping, and follow- up skills.

• High level of discretion and interpersonal skills to handle sensitive and confidential personnel matters and documentation

• Proficient in using a computer and Microsoft Office (Outlook, Word, Excel, etc.); Oracle and SharePoint -Preferred

• Ability to reconcile and provide benefit guidance

• Ability to prioritize and manage multiple tasks, changing priorities as necessary

• Ability to work under time pressure and adapt to changing requirements with a positive attitude

• Effective oral and written communication skills as required for the position

• Ability to be self-motivated, proactive and an effective team player

• Ability to interact effectively and professionally with all levels of employees, both management and staff alike, vendors, clients, and others

• Up to 20% 

• General work environment - sitting for long periods, standing, walking, typing, carrying, pushing, bending. Work is conducted primarily indoors with varying environmental conditions such as fluorescent lighting and air conditioning

• Noise level is usually low to medium; it can be loud on the jobsite.

• We fully comply with the ADA and applicable state law, including considering reasonable accommodation measures that may enable qualified disabled applicants and employees to perform essential functions.

• Occasional lifting of up to 30 lbs.

Rosendin Electric is committed to creating a diverse environment and is proud to be an Equal Opportunity Employer.  Employment decisions are considered regardless of race, color, religion, sex, sexual orientation, gender identity, national origin, disability, veteran status, pregnancy, age (over 40), or any other categories protected by applicable federal, state, or local law.  

• ESOP - Employee Stock Ownership

• 401 K

• Annual bonus program based upon performance, profitability, and achievement

• 17 PTO days per year plus 10 paid holidays

• Medical, Dental, Vision Insurance

• Term Life, AD&D Insurance, and Voluntary Life Insurance

• Disability Income Protection Insurance

• Pre-tax Flexible Spending Plans (Health and Dependent Care)

• Charitable Giving Match with our Rosendin Foundation

Pay Range

The pay range for this role is what we expect to pay for candidates that meet the specified qualifications and requirements listed on this job description. Candidate's pay can vary based on location, job-related experience, skills, and education.

Our success is rooted in our people. We all come together around long-term vision and a sense of shared ownership. As a group, we do whatever it takes to ensure the success of our business and your career.

Rosendin Electric is committed to creating a diverse environment and is proud to be an Equal Opportunity Employer. Employment decisions are considered regardless of race, color, religion, sex, sexual orientation, gender identity, national origin, disability or veteran status.