HR Generalist
Summary The Human Resources Generalist position supports the daily functions of the Human Resources department, such as recruitment, compensation, leave of absence, and the enforcement of company policies and practices.
This position is also responsible for special projects as well as assisting the Talent Acquisition Manager, the Human Resources Manager, and the Human Resources Director.
Essential Duties and Responsibilities Acts as a point of contact and an escalation resource for employees for Human Resources questions and issues.
Provides support to employees in various HR-related areas such as compensation, benefits, leaves of absence, etc.
and resolves any issues that may arise.
Assists in talent acquisition and recruitment processes under the direction of the Talent Acquisition Manager.
Collaborates with departmental managers to understand skills and competencies required for openings.
Manages full-cycle recruitment activity for select roles.
Conducts or acquires background checks and employee eligibility verifications.
Handles employment-related inquiries from applicants, employees, and supervisors, referring complex and/or sensitive matters to the appropriate staff.
Liaisons closely with Payroll to ensure critical data is shared on a timely basis.
Responsible for tracking, reporting on and managing the use of temporary employees.
Assists in planning, organizing, and delivering employee training.
Reviews, tracks, and documents compliance with mandatory and non-mandatory training, continuing education, and work assessments.
This may include safety training, anti-harassment training, professional licensure, and aptitude exams and certifications.
Assists in disciplinary matters; disputes and investigations; occupational health and safety.
Participates in the development and delivery of employee recognition programs and programs aimed at increasing employee morale, including the company newsletter, Employee recognition programs, Employee Surveys, etc.
Coordinates and manages data and information related to required audits, mandated reporting, and internal reporting.
Assists in the development and implementation of HR policies.
Maintains compliance with federal, state, and local employment laws and regulations, and recommended best practices; reviews policies and practices to maintain compliance.
Assists in the planning and execution of performance management activities and functions as the employees' first point of contact for performance reviews.
Updates data, creates reports and manages processes through HRIS for gathering and analyzing data with key HR metrics.
Functions as a secondary resource for on- and off-boarding processes.
Ensures the timely completion of employee paperwork, I-9 completion, etc.
Assigns new hire training and creates IT work order tickets as needed, completes new hire and exit interviews, and updates system with termination information.
Collaborates with other departments on tools and property management.
Maintains knowledge of trends, best practices, regulatory changes, and new technologies in human resources, talent management, and employment law.
Performs other duties as assigned.
Supervisory Responsibilities (Y) May oversee the scheduling, assignments, and daily workflow of subordinate staff in the department.
May assist with performance evaluations.
Required Skills and
Experience:
Strong familiarity with all areas of Human Resources.
Thorough knowledge of employment-related laws and regulations.
Excellent verbal and written communication skills.
Excellent interpersonal, negotiation, and conflict resolution skills.
Excellent organizational skills and attention to detail.
Excellent time management skills with a proven ability to meet deadlines.
Strong analytical and problem-solving skills.
Ability to prioritize tasks and to delegate them when appropriate.
Ability to act with integrity, professionalism, and confidentiality.
Proficient with Microsoft Office Suite or related software.
Proficiency with or the ability to quickly learn the organizations HRIS and talent management systems.
Education and
Experience:
Bachelor's degree in human resources, Business Administration, or a related field required.
Five
years of human resources experience preferred.
SHRM-CP a plus.
Recommended Skills Analytical Assessments Attention To Detail Auditing Business Administration Communication Estimated Salary: $20 to $28 per hour based on qualifications.
This position is also responsible for special projects as well as assisting the Talent Acquisition Manager, the Human Resources Manager, and the Human Resources Director.
Essential Duties and Responsibilities Acts as a point of contact and an escalation resource for employees for Human Resources questions and issues.
Provides support to employees in various HR-related areas such as compensation, benefits, leaves of absence, etc.
and resolves any issues that may arise.
Assists in talent acquisition and recruitment processes under the direction of the Talent Acquisition Manager.
Collaborates with departmental managers to understand skills and competencies required for openings.
Manages full-cycle recruitment activity for select roles.
Conducts or acquires background checks and employee eligibility verifications.
Handles employment-related inquiries from applicants, employees, and supervisors, referring complex and/or sensitive matters to the appropriate staff.
Liaisons closely with Payroll to ensure critical data is shared on a timely basis.
Responsible for tracking, reporting on and managing the use of temporary employees.
Assists in planning, organizing, and delivering employee training.
Reviews, tracks, and documents compliance with mandatory and non-mandatory training, continuing education, and work assessments.
This may include safety training, anti-harassment training, professional licensure, and aptitude exams and certifications.
Assists in disciplinary matters; disputes and investigations; occupational health and safety.
Participates in the development and delivery of employee recognition programs and programs aimed at increasing employee morale, including the company newsletter, Employee recognition programs, Employee Surveys, etc.
Coordinates and manages data and information related to required audits, mandated reporting, and internal reporting.
Assists in the development and implementation of HR policies.
Maintains compliance with federal, state, and local employment laws and regulations, and recommended best practices; reviews policies and practices to maintain compliance.
Assists in the planning and execution of performance management activities and functions as the employees' first point of contact for performance reviews.
Updates data, creates reports and manages processes through HRIS for gathering and analyzing data with key HR metrics.
Functions as a secondary resource for on- and off-boarding processes.
Ensures the timely completion of employee paperwork, I-9 completion, etc.
Assigns new hire training and creates IT work order tickets as needed, completes new hire and exit interviews, and updates system with termination information.
Collaborates with other departments on tools and property management.
Maintains knowledge of trends, best practices, regulatory changes, and new technologies in human resources, talent management, and employment law.
Performs other duties as assigned.
Supervisory Responsibilities (Y) May oversee the scheduling, assignments, and daily workflow of subordinate staff in the department.
May assist with performance evaluations.
Required Skills and
Experience:
Strong familiarity with all areas of Human Resources.
Thorough knowledge of employment-related laws and regulations.
Excellent verbal and written communication skills.
Excellent interpersonal, negotiation, and conflict resolution skills.
Excellent organizational skills and attention to detail.
Excellent time management skills with a proven ability to meet deadlines.
Strong analytical and problem-solving skills.
Ability to prioritize tasks and to delegate them when appropriate.
Ability to act with integrity, professionalism, and confidentiality.
Proficient with Microsoft Office Suite or related software.
Proficiency with or the ability to quickly learn the organizations HRIS and talent management systems.
Education and
Experience:
Bachelor's degree in human resources, Business Administration, or a related field required.
Five
years of human resources experience preferred.
SHRM-CP a plus.
Recommended Skills Analytical Assessments Attention To Detail Auditing Business Administration Communication Estimated Salary: $20 to $28 per hour based on qualifications.
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