Job Title: Human Resources Generalist I

FLSA Status: Full Time - non-exempt
Reports to: Human Resources Director

Schedule: FT, M-F 8:00am-4:30pm
Supervises: N/A

Rate of Pay: $24-$26/hour

Closing Date: 4/23/2024

Benefits: Standard; Full-Time, Non-Exempt employees are eligible for but not limited to the following:

• Health, vision, dental, life as well as voluntary life and disability insurance
• Sick leave benefit – 1 day per month, 12 sick days per year (accrual and availability begins at hire)
• Vacation benefit – 10 vacation days per year, accrued at the rate of .0385 hours for each hour worked, excluding overtime (accrual begins at hire but may not be used until the completion of six months of employment)
• One floating day off for use (accrued immediately, and again annually, but may not be used until the completion of the initial three-month introductory period of employment)
• Pension Plan (after one year of continuous service)
• Voluntary Tax-Deferred Annuity Plan (403(b)plan)

Function: The HR Generalist works to support the HR Team/Division in all aspects of people management. This includes assisting with data collection, compliance, employment verification, and entry into HR systems in line with policy/process. Additional duties include clerical support to comply with the needs of the department.

Duties and Responsibilities:

• Clerical Support includes, phone support and routing of needs, greeting guests who enter HR suite, keeping calendar items for department, daily re-cap calendar item reminders to HR Team, ordering supplies, troubleshooting equipment, mailing needs and distribution/Fed-Ex/same day mailings, filing of records, maintaining cleanliness of office areas including copy room / file room.
• Seasonal Duties; Assist the HR Generalist II with duties including.
  • High Peak Camp Hiring: Update the Camp Log (Excel Worksheet) to comply with required documents and request missing items weekly. Run the MVR (as needed), Background Check, NSOPW and CR for High Peak hiring. Work to collect outstanding items and update tracking to the Camp Log, ensuring paperwork is received, files in good order etc.
  • Kettle Hiring: Update the Bell Ringer Log (Excel Worksheet) to comply with required documents and request missing items weekly. Run the Background Checks, NSOPW, and CR. Work to collect outstanding items and update tracking to the Bell Ringer Log.
• Compliance Support includes,
  • Folder creation; creating the employee file according to the template.
  • Printing initial documents from TSAMM to add to the employee file.

• Follow up to make sure documents are added later (Orientation materials and outstanding items are received and included in the employee file. Calling out for any documents outstanding from onboarding. Using the Onboarding spreadsheet to track the documents. The HR Director will assist in obtaining outstanding items once you have requested them twice. Email the HR Director monthly any outstanding items.
• I9 processing

• TSAMM; Initiate all:
  • Camp and Kettle background checks,
  • Central registry, NSOPWs and
• Motor vehicle reports (for those employees with driving responsibilities listed). Save those checks to the O drive (with FULL name and social security number) and print for the employee file. Notify HR Director of any “hits” on the NSOPW and/or Central Registry.
• Conduct reference checks for applicants.
• Follow up with field locations and or department supervisors on all outstanding items for onboarding and orientation using the onboarding spreadsheet.
• Pull and shred I9s every month (keeping for four years after termination date).
• Assist the Assistant HR Director with ongoing compliance checks to include: bi-annual criminal check compliance, annual sexual harassment training tracking, E-verify compliance/I9 maintenance. Also assist with OTIS training set up and IM notification of annual drivers' safety tests for respective assigned Corps.

• Data Entry: Into UKG:
  • HR1s, Key HR 1 (New Hires), alerting IT and property of New Hire start date/needs, including DHQ employee alerts
  • Send onboarding/orientation invitations to HRD and/or AHRD. Responsible to send a New Hire Email (*see sample) to all new employees which includes new hire video, Supervisor video (if supervising), handbook link, Orientation link, etc.

• Scan/Upload docs to UKG e-file (warnings, evals, etc.)

• Monthly Report to the with the Youth Department every month to alert them of terminations and new hires (using the Sterling background check list). (This helps them maintain their Protecting the Mission compliance list.)

• Communicate All Adverse Action Process under the direction of the HR Team.
• Assist with coverage in office for absences, vacations, busy periods and as assigned.
• Special projects include audit prep, and other duties assigned.
• Maintain employment files in accordance with audit requirements by filing in a timely manner (weekly).

Qualification and Education Requirements:

• High School Diploma or equivalent required. Associates Degree preferred or one-to two years’ work experience in related field and/or the equivalent combination of education and work experience.
• Working experience with HRIS systems, Microsoft Office Products (Outlook, Word, Excel), required. Working knowledge of integrated database applications and ability to use new software programs with basic training.
• Be supportive of The Salvation Army’s mission. Ability to reflect and model the high standards of our organization as one of the world’s most distinguished human services charitable organizations.
• High level of trust to maintain confidentiality required along with common sense thinking.

The Salvation Army Mission Statement

The Salvation Army, an international movement, is an evangelical part of the universal Christian Church. Its message is based on the Bible. Its ministry is motivated by the love of God. Its mission is to preach the gospel of Jesus Christ and to meet human needs in His name without discrimination.

Acknowledgement of Religious Purposes of The Salvation Army

I have been informed and understand The Salvation Army's religious purpose and status as a church. In my employ, I will not undermine the religious mission or religious purposes of the organization, nor will my professional conduct conflict with, interfere with, or undermine its religious programs or religious purposes.

Physical Requirements:

Ability to walk, stand, bend, squat, climb, kneel, and twist on an intermittent or continuous basis. Ability to grasp, push, pull, and reach overhead. Ability to operate telephone. Ability to lift to 25 pounds. Ability to access and produce information from the computer. Ability to understand written information. Qualified individuals must be able to perform the essential duties of the position with or without accommodation. A request to modify or adjust these requirements may be made to your supervisor and HR. The Salvation Army would attempt to satisfy requests if the accommodation needed is reasonable and presents no undue hardship.

Statement of Confidentiality:

The Human Resources Clerk occupies a position of trust and is expected to maintain confidentiality and exhibit loyalty to The Salvation Army and the staff of the Intermountain Division in all job-related matters.

Employment at Will

Employees of The Salvation Army are considered employees at will. This means that the employment arrangement between the employee and The Salvation Army may be terminated by the employee or by The Salvation Army at any time with or without cause. No Salvation Army representative may change the at will employment relationship through oral or written promises.

Education

• High School or Equivalent or better

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)