Hr Generalist

Overview
The Human Resources Generalist acts as a professional specialist with responsibility for Human Resources programs, processes, and employee relations at designated location(s). This position will provide day-to-day support for Human Resources related questions and processes for staff and site leadership.
Duties and Responsibilities

• Support ongoing HR Initiatives such as policy, performance management, employee relations, benefits, recruiting, compensation and communications
• Coordinate work flow and procedures between Human Resources, Payroll, and Benefits
• Apply employment law to ensure consistency, standardization, and compliance of HR processes as it relates to criminal background checks, drug screening, and policy interpretation
• Process I9 and E-verify, in addition to unemployment claims
• Manage HR Compliance Hotline calls for assigned location(s)
• Create and post job requisitions for designated location(s)
• Manage applicants through pre-screening process from interview through hire
• Coordinate new hire orientation and benefit enrollment presentations
• Meet with top level managers regarding employee development, succession planning, employee relations and terminations
• Drive the development and delivery of communications strategies within area of support
• Provide support and assist HR Leaders with projects as necessary
• Perform other job-related duties as assigned

Minimum Qualifications

• Bachelor degree plus 3 years of experience; or an equivalent combination of education and experience.

Preferred Qualifications

• Professional certification in Human Resources
• 3 - 5 years Human Resources Generalist experience in supporting service-oriented organizations, preferably in distribution, manufacturing or hospitality or other respected service organizations
• Able to exercise considerable judgment and discretion in establishing and maintaining good working relationships
• Demonstrated experience on coaching line clients in the areas of organizational development, recruiting, performance management, regulatory compliance, employee relations and manager consulting/coaching
• Outstanding personal communication skills, both written and oral at all organizational levels
• Able to organize and demonstrate flexible and efficient time management with an ability to prioritize workload
• Strong demonstrated proficiency in HR systems such as Work Day, ADP, or Ultipro and other standard office software such as Word, Outlook, Excel, PowerPoint, and Access

Physical Demands

• Physical demands include a considerable amount of time sitting and typing/keyboarding, using a computer (e.g., keyboard, mouse, and monitor), or adding machine
• Physical demands with activity or condition may occasionally include walking, bending, reaching, standing, and stooping
• May require occasional lifting/lowering, pushing, carrying, or pulling up to 20lbs
• This does not reflect the full extent of the physical requirements. For further detail please visit SharePoint site under HR resources for a detailed look at the physical requirements

"Glazer's Beer and Beverage provides equal employment opportunities to applicants and employees without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, protected veteran status, or disability."
http://www.dol.gov/ofccp/regs/compliance/posters/ofccpost.htm
Please note that job application deadlines will vary by position. The ability to enter and submit an application in Ultipro will not guarantee that the position is still open and that your application will be reviewed and considered. If you have questions regarding a specific job application deadline, please email hr@glazersbeer.com (for internal candidates - contact the hiring manager).
Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities
The contractor 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 the contractor's legal duty to furnish information. 41 CFR 60-1.35(c)