Human Resources Generalist

TheHuman Resources (HR) Generalist is responsible for delivering NFI Human Resources policies, programs, and talent acquisition practices on behalf of assigned locations. A successful HR Generalist will have a passion to collaborate with the hiring managers, attract candidates using various sources and ensure we retain the best employees, while growing a strong talent pipeline.
This position includes responsibilities for routine HR Generalist activities such as employee relations, training, onboarding, project work and HR related support tasks. This role will collaborate with Corporate HR functional areas, Hiring Managers and members of the Talent Acquisition team. The HR Generalist reports to Human Resources management and is expected to maintain strong dotted line relationships Talent Acquisition and with the leaders they support.
Schedule:
Monday- Friday, 8a- 5p, extended hours as needed. Potentially 1 remote day,
The Work You Will Be Doing
HR Generalist

• Collaborates with HR colleagues on cross-functional initiatives to help implement new HR programs, processes and policies.
• Provides exceptional customer service with regard to day-to-day HR opportunities and inquiries on policies, procedures and processes.
• Conduct employee onboarding and help organize training & development initiatives
• Creates reports in association with business to help analyze retention issues, including headcount management and various transactions.
• Utilizes NFI onboarding tools to support leaders in effective start up of new employees.
• Participates with team in the implementation of workforce and talent management programs across client groups.
• Discusses employee relations issues including investigating complaints and provides guidance on day-to-day issues to managers
• Promotes HR programs to create an efficient and conflict-free workplace.
• Ensures facilities complies with labor regulations (federal, state, local) and NFI regularly accepted policies/procedures.
• Performs other continuous improvement project work as required and assigned.

Talent Acquisition

• Develop and execute recruiting plans in partnership with Talent Acquisition team members, HR Operations and business leaders.
• Proactively source and directly engage active and inactive candidates through innovative tactics and channels including internal and external networking, research and active utilization of professional associations, social networks, job boards and other online resources.
• Evaluate candidate backgrounds and conduct pre-screening interviews to match core competencies with key hiring requirements to assess fit for current and future needs
• Schedule candidate interviews with managers including travel arrangements and accommodations.
• Build relationships and communicate regularly with hiring managers and employees in employment related matters.
• Attend job fairs, recruiting events, as required.
• Maintain all pertinent applicant and interview data in the ATS.
• Assist in performing reference and background checks for potential employees.
• Schedule appropriate onboarding for building.

What You Need To Bring to the Table
Knowledge

• Bachelor Degree in HR or business related field

Functional Expertise

• At least 3 years proven experience as an HR generalist
• HR experience should demonstrate knowledge of applicable state and federal regulations on employment laws, recruitment practices, employee relations, training, and onboarding.
• Proficient in the use of MS Office products, Google Suite Programs, HRIS and ATS systems (such as Ultipro).

Communication and Collaboration

• Desire to work as a team with a results driven approach with a high degree of professionalism, maturity and confidentiality to meet shared objectives.
• Ability to cultivate relationships that generate a positive perception of NFI
• Respectfully expresses opinions and supports difficult decisions. Develops and delivers communications (verbal and written) that convey a clear understanding of the audience's needs.
• A true customer focus mindset

Analysis and Decision Making

• Adaptable and flexible: Ability to deal with ambiguity, tight timelines, and multiple priorities, in a fast-moving, constantly changing environment.
• Can exercise good judgment and demonstrate a diplomatic and open-minded approach.

Other Requirements

• Results focused and a desire towards continuous improvement
• Detail oriented mindset
• Dependability
• Interested in your own and others personal development
• Bilingual in Spanish preferred but not required
• Travel as necessary (10%). Some work can be required after standard business hours

Physical/Mental Considerations

• Visual acuity (e.g., needed to prepare and analyze data, presentations, and emails, view a computer, to read, etc.).
• Repetitive motion of any part of the body. Frequent use of eye, hand, and finger coordination enabling the use of office equipment
• May be required to sit, stand, and walk for prolonged period.
• Should be able to work in a Distribution or Transportation work environments with variable noise levels, lighting conditions and temperature variation.
• Capacity to think, concentrate and focus for long periods.
• Ability to read documents in the English language.
• Capacity to reason and make sound decisions.
• Ability to write complex documents in the English language.
• Oral and auditory capacity enabling interpersonal communication as well as communication through automated devices such as telephone.

#LI-MJ
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)