The Human Resources Generalist's primary responsibilities are to provide employee relations support to the organization and it's employees, including coaching and developing managers on how to effectively onboard, retain and performance manage employees, while balancing business need with a strong understanding of regulatory and compliance considerations and risk management. This position will have ownership of ensuring that the organizations performance management processes and practices, including goal setting, performance reviews, merit reviews, and employee corrective action, investigations and separations, are executed effectively. This position also serves as a champion for the organization's retention and engagement initiatives.
ESSENTIAL JOB DUTIES: include the following. Other duties may be assigned.
- Provide employee relations support to the organization and it's employees, including coaching and developing managers on how to effectively onboard, retain and performance manage employees.
- Develop and ensure that the organizations performance management tools/systems, processes and practices, including goal setting, performance reviews, and merit reviews are carried out by employees and managers in a timely and effective manner.
- Consult with managers on the appropriate level of discipline for employee corrective actions and/or basis for separations.
- Conduct investigations of concerns or complaints regarding compliance, to include EEO, ADA, DOL, etc…, as well as other matters such as conduct, ethics, retaliation or other potential employment issues.
- Assists with or facilitates development, communication and implementation of employment and organizational policies and procedures, to include maintaining an up to date employee handbook.
- Works with organizational management to support consistent policy administration throughout the organization, across locations and departments.
- Represents the company as needed in employment hearings or in responding to employment related claims.
- Regularly audits and works with the Human Resources team to maintain data integrity and employment records, both in the HRIS system and as appropriate in confidential HR files.
- Serves as a subject matter expert for the company on compliance with current and changing federal, state and local employment laws and regulations.
- Assists with developing and maintaining onboarding process and materials, and ensuring that onboarding is carried out consistently throughout the organization. May conduct onboarding activities as needed.
- Prepares and submits reports and documentation, such as the EEO-1 report, and other reports as requested by organizational management.
- Champions and partners with organizational management to initiate, implement, execute and sustain retention and engagement initiatives.
- Work as a committed and cross-trained member of the human resources team to assist with benefits, recruitment, administrative, and all other tasks as needed.
The qualifications listed below are representative of the elements required to perform the job successfully, however in some cases, an equivalent combination of Education, Training, Certifications and Experience may meet the job qualifications.
- Bachelor's degree in Human Resources Management, Business Administration, or related field required
- SHRM or HRCI Certified Professional strongly preferred
- 5+ years of experience working as a human resources generalist required
- At least 3 years of direct experience managing employee relations
- At least 2 years of direct experience with developing and managing performance management tools/systems, processes and practices, including goal setting, performance reviews, and merit reviews
- Human resource information system (HRIS) knowledge
- Working knowledge of employment laws and regulations (ADA, EEO, FMLA, FLSA) and the ability to appropriately spot employment risk issues
- Demonstrated success and experience managing projects with responsibility for project planning, stakeholder coordination, communication plans, change management, business process change, and execution.
Up to 15% non-regional travel and variability in travel demands based on business needs, such as employee relations issues and investigations. Travel on short notice may be required.
The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. While performing the duties of this job, the employee is regularly required to lift; use hands to utilize computer and office equipment, reach with hands and arms; and talk and hear. The employee is required to stand; walk and sit. Specific vision abilities required by this job include close vision, distance vision, and the ability to adjust focus. Ability to travel as detailed above.