An amazing immediate opportunity awaits a Human Resources Generalist in search of joining an innovative organization, with a great company culture. We invite you to apply today to become a part of our human resources team at Presbyterian Villages of Michigan.
As the Human Resources Generalist, you are responsible for assisting the Director of HR with system-wide administration, coordination, and evaluation of the human resource function. This important scope of work encompasses the full employee life cycle including but not limited to: Employee Relations, Recruiting, Performance Management, Compliance with employment laws and PVM policies, Benefits Administration, Communications, Adherence to Policy, Worker’s Compensation/Safety, Unemployment, payroll, and Training, Orientation, and On-boarding. 

Experience with Ultipro/UKG/Kronos software system is a plus.

• Have 2 or more years in recruiting team members.
• Have 2 or more years in HR generalist functions.
• Have attention to detail and the ability to effectively multi-task.
• Have an excellent ability to develop strong trusting relationships to gain support and achieve results.
• Have excellent teamwork and communication skills, including a proven ability to work effectively in a collaborative environment.
• Understand the importance of an engaged HR Dept philosophy and the significance of this role in developing and maintaining a positive workforce culture.

• Education or experience commensurate with an Associate's degree in Human Resources Management or related field.
• HR Certification is a plus.
• Valid driver's license required.
• Previous experience with HRIS systems for timekeeping, and payroll required.
• Experience with UKG/Ultipro/Kronos HRIS system is a plus.
• The position is currently hybrid (home and office).

• Schedule and conduct new employee orientations. 
• Prepare or maintain employment records including documents about hiring, termination, leaves, transfers, or promotions. Follow established record retention policy. 
• Assists in the implementation and education of benefit programs, and processes accurate and timely benefit enrollment forms and status or wage changes. 
• Conduct exit interviews to identify reasons for employee termination and ensure that necessary employment termination paperwork is completed. 
• Prepare required reports. (ADA), FMLA, worker's compensation, unemployment, Fair Labor Standards Act (FLSA), and any other laws or regulations that would impact the organization. 
• Assists as directed by the Director of HR with an internal investigation of staff issues such as harassment, or any policy violation.
• Keep informed regarding pending industry changes, trends, and best practices and assess the potential impact of these changes on organizational processes. 
• Processes rate increases/change information. 
• Monitors, evaluate, and assists with unemployment and worker’s compensation issues. 
• Conduct periodic internal reviews or audits to ensure that compliance procedures are followed. 
• Attend and participate in all appropriate meetings and training opportunities to keep informed on current information and skill development. 
• Maintain current knowledge of state and federal regulations and laws such as Equal Employment Opportunity (EEO) and affirmative action, Americans with Disabilities Act
• Develop and implement recruiting strategies to meet current and anticipated staffing needs. 
• Perform searches for qualified job candidates, using sources such as computer databases, networking, Internet recruiting resources, media advertisements, job fairs, recruiting firms, or employee referrals. 
• Inform job applicants of details such as duties and responsibilities, compensation, benefits, schedules, working conditions, or promotion opportunities. 
• Review employment applications and job descriptions to match applicants with job requirements. Interview job applicants to obtain information on work history, training, education, or job skills. Refer them to managers, making hiring recommendations when appropriate. Schedule or administer skill, intelligence, behavioral, physical, or drug tests for current or prospective employees. Conduct reference or background checks on job applicants. Extend offers of employment to candidates. Explain compensation and benefits. 
• Address employee relations issues, such as harassment allegations, work complaints, or other employee concerns.