Human Resources Generalist

The Human Resources Generalistis responsible for completing a variety of tasks to support the daily operations of the Human Resources team. The Human Resources Generalist will provide expertise, advice, and counsel in areas including benefits, employee relations, employment law, health and safety, workers’ compensation, professional development, performance management, and compliance.

HR Administration

• Assist HR Manager with execution of core HR processes.
• Assist in development of HR objectives and systems, including metrics, queries, and ongoing reports.
• Assist in administering benefits, compensation, and employee performance programs.
• Suggest new procedures and policies for improving employee experience as well as the efficiency of HR functions.
• Coordinate employee engagement and recognition programs.
• Assist with benefit open enrollment.
• Assist in the process of reporting employee work-place injuries including maintaining record keeping.
• Monitor compliance with applicable federal and state employment regulations and advise Manager regarding areas of noncompliance.
• Assist Manager in maintenance and dissemination of current and revised Human Resources policies, practices, and employee handbooks.

Employee Relations

• Provide HR guidance and solutions to first-line support to employees and managers in the areas of employee relations, development, training, policy interpretation, performance issues, and conflict resolution.
• Lead and/or assist HR Manager on investigations in response to formal complaints, including interviewing employees, reviewing related documentation, drafting of summary reports, and presentation of recommendations for effective resolution.
• Conduct employee relations investigations, including preparation of supporting documentation and make recommendations.
• Provide coaching as well as mediation to managers and employees regarding resolution of employee complaints.
• Serve as primary point-of-contact regarding unemployment compensation claims. Respond promptly to claims and appeals of claims.
• Provide coaching as well as mediation to managers and employees regarding resolution of employee complaints.
• Carry out termination action when warranted. Thoroughly document details regarding termination meeting.

Leave Administration

• Serves as the primary contact matters pertaining to Family and Medical Leave Act (FMLA), Medical Leaves of Absence, Military Leaves of Absence, Workers Comp Leave and Administrative Leaves of Absence.
• Documents FMLA and other leaves opening, updating, and closing leave cases in a timely manner.
• Oversee the third-party administrator, FMLA Source, in oversight of federal mandated leave.
• Completes and updates a timely status change when an employee begins a leave and, again, when the employee returns to active work in Paylocity.
• Notifies supervisors of affected individuals for whom leave requests have been approved and coordinates payment of PTO as appropriate.
• Notifies supervisors of affected individuals when leaves expire or if there are other leave status changes.
• Coordinates affected individuals’ return to work with supervisors.

Compliance

• Prepare and maintain various HR records ensuring accuracy, compliance, and confidentiality of information.
• Advise Manager regarding compliance with HMP policies and practices and the policies and procedures of the client. Advise Manager regarding any resistance to compliance.
• Monitor compliance with applicable federal and state employment regulations and advise Manager regarding areas of noncompliance.
• Performs other duties as assigned.

Education/Skills

Bachelor’s degree in Human Resources management, business or behavioral sciences and two (2) years of relevant Human Resources experience.

Eight (8) years of relevant Human Resources experience in lieu of degree.

ESSENTIAL DUTIES AND RESPONSIBILITIES

SUPERVISORY RESPONSIBILITIES

• N/A

SKILLS, KNOWLEDGE, AND ABILITIES

• Knowledge of employment and labor laws, regulations.
• Ability to apply analytical and critical thinking to resolve most employee relations issues.
• History of exercising sound judgment, collaborating with business partners and escalating issues when necessary.
• Adept at multi-tasking, meeting deadlines, and adapting to changing priorities.