Hr Generalist

GENERAL SUMMARY

The Human Resources (HR) Generalist provides a full range of HR services and support to the organization while implementing HR strategies and solutions to meet the needs of the company-wide business partners. The HR Generalist will perform daily functions in the areas of employee relations, performance management, training and development, leave management, compliance, policies and procedures, metrics, reporting, and recruiting.

ESSENTIAL FUNCTIONS

1. Reviews, tracks, and documents compliance with mandatory and non-mandatory training, continuing education, and performance management documents.
2. Performs routine tasks required to administer and execute human resources programs including but not limited to compensation, benefits, and leave; disciplinary matters; disputes and investigations; performance and talent management, productivity, recognition, and morale; occupational health and safety; and training and development.
3. Handles employment-related inquiries from applicants, employees, and management, referring complex and/or sensitive matters to the appropriate staff.
4. Attends and participates in employee disciplinary meetings, terminations, and investigations.
5. Maintains compliance with federal, state, and local employment laws and regulations, and recommends best practices; reviews policies and practices to maintain compliance.
6. Recruits, interviews, and facilitates the hiring of qualified job applicants for open positions; collaborates with department managers to understand skills and competencies required for openings.
7. Conducts or obtains background checks and employee eligibility verifications.
8. Implements new hire orientation and employee recognition programs as necessary.
9. Manage leave of absence cases from initiation to closure, ensuring accurate and timely processing.
10. Identify training needs and coordinate/facilitate training programs for employees and managers that support career development initiatives and employee learning opportunities.
11. Assist with performance management processes, including goal setting and development plans.
12. Maintains knowledge of trends, best practices, regulatory changes, and new technologies in human resources, talent management, and employment law.
13. Performs other duties as assigned.

REQUIRED KNOWLEDGE, SKILLS AND ABILITIES

1. Ability to act with the highest standards of ethics, integrity, professionalism, sensitivity, judgment, and confidentiality.
2. Excellent verbal and written communication skills; with the ability to be clear and concise, and raise issues/concerns timely.
3. Excellent interpersonal, negotiation, issue-spotting and conflict-resolution skills.
4. Excellent organizational skills and attention to detail.
5. Excellent time management skills with a proven ability to meet deadlines.
6. Strong analytical and problem-solving skills.
7. Ability to prioritize tasks and to delegate them when appropriate.
8. Thorough knowledge of employment-related laws and regulations (local, state and federal); such as Title VII, FLSA, FMLA, ADA, OSHA, state leave programs, required regulatory notices and reporting, etc.
9. Proficient with Microsoft Office Suite or related software, applicant tracking systems, and HRIS technology (e.g. UKG).
10. Proficiency with or the ability to quickly learn the organization's HRIS and talent management systems.
11. Ability to establish and maintain effective and collaborative working relationships with executives, managers, and team members.
12. Ability to interpret, correlate, and enforce company policies to maintain compliance and minimize risk to the organization.
13. Demonstrated understanding of recruiting and onboarding requirements coupled with proven experience in attracting a diverse candidate pool.

REQUIRED EDUCATION AND EXPERIENCE

1. Bachelor's degree in Human Resources or related field and/or equivalent work experience.
2. Four (4) or more years experience working in Human Resources supporting a variety of functions including, but not limited to, generalist-related duties such as talent acquisition, onboarding, performance management, leave of absence, employee relations, and compliance.
3. Preferred: HR Certification such as PHR, SPHR, SHRM-CP, SHRM-SCP

WORK ENVIRONMENT/PHYSICAL DEMANDS

1. Travel Requirements: Minimal
2. Physical Requirements:
   • Prolonged periods of sitting at a desk and working on a computer
   • Must be able to lift up to 20 pounds at times
   • Must be able to access and navigate each department at Company facilities

RELATIONSHIPS

1. Reports To: Senior HR Director
2. Directly Manages: None
3. Internal Relationships: Senior Leadership, Managers and Team Members
4. External Relationships: Legal and Regulatory Agencies, Vendors, and Applicants