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Form of work
SalaryAll Boston Mutual employees who interact with our policyholders, our producers, and our BML associates embrace the principles of our brand and service philosophy. We are all brand ambassadors. Both our words and our behaviors matter. We share a common service philosophy and pride ourselves in living the BML brand promises every day, one interaction at a time.
The following statements represent what Boston Mutual stands “FOR” – it is what makes us differentand better in the market we serve.
- We are FOR being a progressive life insurance company offering financial peace of mind to working Americans and their families.
- We are FOR providing practical and affordable products designed for those we serve.
- We are FOR making it easy to secure a level of financial protection with a portfolio of products – beginning with life insurance.
- We are FOR providing a personalized customer experience to our policyholders and producers.
- We are FOR acting in the best interests of our policyholders, producers, employees, and the communities in which we live and serve – representing the goodness of mutuality in all we do.
We do our best to:
- Demonstrate a desire to assist.
- Listen to understand and respond empathetically.
- Explain things in a manner that is easy to understand.
- Be knowledgeable students of our business.
- Take full ownership to resolve questions and issues.
- Be professional, polite, and courteous.
- Leave our customers and associates “better than where we found them.”
Summary of Position
The HR Generalist reports directly to the Vice President, HR Operations. The purpose of this role is to support the HR Operations and Business Partner teams on a day-to-day basis with support to the Employee Engagement and Experience team as needed.
This position is responsible for supporting all phases of the employee lifecycle in a largely administrative capacity. The HR Generalist is a key position in ensuring new hires are onboarded effectively and current employees have the resources they need to be successful. They would do this by partnering with HRBPs on employee relations and training initiatives and partnering with the Employee Engagement and Experience team on ongoing programs and initiatives that enable positive employee experiences.
Acting as a key resource for the VP, HR Operations, the HR Generalist will ensure that any programs, policies, and processes are being followed across all HR teams and supporting the HRBPs on any employee issues related to interpretation or execution of policies and procedures.
Responsibilities
Recruitment and Staffing:
- Support the administration of the talent acquisition process including but not limited to job posting maintenance, interview scheduling, background checking, and new hire paperwork.
- Collaborate with talent acquisition team to ensure timely fulfillment of vacancies through efficient and effective processes.
- Gather feedback regarding our talent acquisition and/or onboarding process based on observations and input from new hires and stakeholders of the hiring process.
- Be a brand ambassador in career fairs and other recruitment events.
New Employee Onboarding and Orientation:
- Partner with VP, HR Operations to design and implement improvements to new hire onboarding processes.
- Deliver initial new hire orientation sessions to introduce new employees to the company culture, policies, and procedures.
- Facilitate the completion of required new hire paperwork including offer letters and benefits enrollments.
- Deliver training sessions for new hires on company systems, policies, and expectations.
- Work closely with department heads to ensure new hires receive job-specific training.
- Collaborate closely with the VP, HR Operations to regularly assess and enhance the onboarding program based on feedback and best practices.
- Provide support and guidance to new hires ensuring a smooth transition into the company.
- Work closely with HRBP and talent acquisition teams as well as hiring managers to coordinate seamless onboarding experiences.
- Communicate effectively with various departments to gather necessary information for onboarding processes.
Employee Relations and Assistance:
- Provide administrative support to the HRBPs in handling of employee relations matters, such as conflict resolution, disciplinary actions, and grievances in conjunction with legal to ensure standards and quality is upheld.
- Provide guidance and support to employees on HR policies and procedures.
- Support HRBPs in their investigations into employee complaints and issues.
- Facilitate the integration of new employees into their respective teams and departments.
- Conduct follow-up sessions to gather feedback and address any concerns during the initial stages of employment.
- Employee liaison for LOA, employee inquiries and assist with benefits-related matters in collaboration with Compensation & Benefits team.
Performance Management:
- Launch and manage annual performance appraisal processes in partnership with HRBPs.
- Support HRBP’s in collaborating with managers to set performance goals and provide feedback.
- Collaboratively identify general training and development needs with HRBPs and Employee Engagement and Experience team as appropriate.
- Research and facilitate relevant programs in partnership with the VP, Employee Engagement and Experience.
HR Policies and Compliance:
- Partner with VP, HR Operations to
- Ensure policies and practices are in compliance with constantly changing labor laws and regulations and make updates as needed.
- Conduct audits to ensure HR practices align with legal requirements.
- Ensure all onboarding documents and processes comply with legal requirements and company policies.
- Maintain accurate and up-to-date employee records, including personal information, tax forms, and emergency contacts.
HR Information Systems:
- Maintain and update employee records in the HRIS (Human Resources Information System).
- Generate reports upon request and monitor HR metrics to inform decision-making in partnership with VP, HR Operations.
- Utilize HRIS and other technology platforms to streamline onboarding processes.
- Collaborate with IT to ensure new employees have the necessary tools and access to required systems.
Employee Engagement:
Support the VP, Employee Engagement and Experience in:
- the implementation of initiatives to enhance employee engagement and satisfaction.
- organizational events and activities to foster a positive workplace culture.
- facilitation of employee training programs
- identification of opportunities for professional development and career growth.
Qualifications & Knowledge Requirements
Education: Bachelor’s Degree preferred.
Experience: 3+ years of Experience in a Human Resources Department or related field.
Knowledge Requirements:
- Bachelor's degree in Human Resources, Business Administration, or a related field preferred.
- Proven experience as an HR Generalist or in a similar role.
- Knowledge of HR laws, regulations, and best practices.
- Strong interpersonal and communication skills.
- Proficient in HRIS and Microsoft Office applications.
- Detail-oriented with excellent organizational and time-management skills.
Hybrid Work Model
At our Canton location, employees will be on site Monday - Thursday.
Boston Mutual is an equal opportunity employer. Boston Mutual is an equal opportunity employer, and does not discriminate on the basis of race, color, age, religious creed, national origin, ancestry, sex, sexual orientation, gender identity, genetic information, disability, military service, veteran status, family status, pregnancy, or any other characteristic protected by federal or state laws. Boston Mutual is a drug-free workplace.
