Hr Generalist

Description
HR Generalist
HighPoint's professionals focus on helping government agencies and companies implement their most critically strategic initiatives. The role of HR Generalist contributes to HighPoint by providing support for a wide variety of activities in human resources including recruiting, performance management, employee relations, HRIS maintenance, leave of absence administration, reporting, and compliance. The HR Generalist ensures data accuracy, confidentiality, and provides exceptional customer service.
KNOWLEDGE AND SKILLS REQUIREMENTS:

• Provide first-tier support to all levels of employees regarding company policies, procedures, and benefits.
• Address employment-related inquiries from applicants, employees, and managers while referring complex and sensitive matters to the HR manager.
• Responsible for and serves as a HR liaison for performance management process.
• Assist in employee relations investigations.
• Assist the HR Manager with discipline and terminations of employees in accordance with company policy.
• Input data into Human Resources Information System (HRIS).
• Maintain personnel records and collect and compile sensitive and confidential personnel statistics.
• Generate standard and ad hoc reports from HRIS, with complete accuracy.
• Collect and analyzes HR data and make recommendations to management.
• Administer the leave of absence and FMLA policies and provide guidance to employees.
• Update and maintain Company and Human Resources intranet site.
• Administer various human resources plans and programs, through the employee life cycle such as the onboarding processes, the performance management process, and the exit experience.

• Report any problem trends to appropriate parties along with recommendations for next steps and resolutions.
• Prepare internal employee communications.
• Maintain the resume database, ensuring that the information is up to date, and manage the annual resume initiative.
• Manage unemployment claims and check the E-SIDES Response weekly.
• Administer employee recognition program.
• Maintain knowledge of trends, best practices, regulatory changes, and new technologies in human resources and employment law.
• Assist Recruiting in coordinating and scheduling phone screens and interviews.
• Support Recruiting through generating and populating offer letters, accurately reflecting employment terms and conditions.
• Assist Recruiting with initial phone screens to determine if candidates fit the hiring manager's needs.
• Support the contractor on-boarding and offboarding process by working with external companies and internal managers to ensure the proper paperwork is in place.
• Assist the facilities department.
• Utilize Microsoft Forms to create surveys and compile response data.
• Support the employee recognition programs.
• Perform other duties as assigned.

JOB RESPONSIBILITIES:

• Ability to think strategically about complex problems.
• Ability to work on assignments requiring considerable judgment and initiative.
• Ability to work as a self-directed learner with minimal supervision.
• Ability to speak, communicate, and be understood by both internal HighPoint customers and external customers and vendors.
• Ability to define problems, collect data, establish facts, and draw valid conclusions.
• Ability to effectively manage multiple project timelines.
• Ability to take complex topics and convey them in a simple, easy-to-understand format and flow.
• Ability to work with ambiguity in a fast-paced environment.
• Ability to maintain confidentiality and exercise judgment and discretion when handling large volumes of confidential information.
• Attention to detail, strong organization skills, and ability to manage multiple assignments successfully in a fast-paced and changing environment.
• Ability to be punctual and reliable in a professional setting.
• Strong aptitude with Microsoft Office products including Excel, Word, and PowerPoint.

EDUCATION AND YEARS OF EXPERIENCE REQUIREMENTS:

• Bachelor's degree with 2-3 years of experience or equivalent experience with at least 5 years related to human resources administrative experience or training.
• Proficiency with HRIS software program required; proficiency with Paylocity strongly preferred.
• HR Certification preferred (PHR/SHRM)

ABOUT HIGHPOINT:
***This "About HighPoint" Excerpt will always be included at the bottom of every description
HighPoint is a growth-oriented firm that provides a unique, differentiated employee culture relative to our Federal market peers. We leverage this growth-oriented and employee-focused culture to attract and retain a higher grade of talent than our peers to be an employer of choice.
HighPoint helps government agencies elevate the citizen experience (CX) by improving the touchpoints through which citizens interact with government. We were founded in 2006 by Ben Lanius with the spirit of transforming how agencies connect with and empower citizens to deliver on mission-critical objectives.
At HighPoint, our focus is on delivering results that matter. We support and modernize our federal customer's mission critical systems and functions. Agility is at our core: it is the mantra that drives us to succeed. We work quickly, analytically and deliver on agency priorities.
HighPoint is privately held with 250 plus passionate employees across offices and locations in Indianapolis, Indiana; and Herndon, Virginia.
HighPoint Digital, Inc. is an equal opportunity employer. We do not discriminate on the basis of race, color, gender, sexual orientation, age, religion, national or ethnic origin, disability or veteran status.
HighPoint Digital, Inc. 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 HighPoint's legal duty to furnish information.