FLSA Status: Salary/Exempt

Reports To: CHRO with dotted lines to site General Manager’s

Direct Reports: None

Summary

EZ Form Cable and Power Connector Inc (PCI), Trexon companies, are hiring for their sole Human Resources Generalist to support both businesses. This position primary work location will be in Hamden, CT (EZ Form), with the requirement to travel to our PCI facility in Bohemia, NY (generally anticipated 25% and up to 50%). This position’s primary purpose is to provide onsite/day-to-day human resources oversite and administration for both locations. This position leverages outstanding analytical, communication and problem-solving skills to promote and develop the workplace, and workforce, through multiple facets of human resources administration.

The Human Resources Generalist is a dynamic, adaptable, disciplined and reliable extension of the human resources team, with an independent work ethic and proven interpersonal approach. This position is a natural and diplomatic change agent with strong conceptual thinking and organization skills. This position enjoys the challenge of working with a diverse, dynamic, and growing organization -- with different and at-times conflicting priorities, communication styles, preferences and needs. This role has an incredible ability to manage projects, timelines, details, and deliverables as a self-motivated, self-managed, results-driven, solutions-oriented, curious, optimistic, and ambitious producer.This valuable support resource demonstrates initiative, problem solving and relationship skills.

This tactical role is responsible for the day-to-day human resources responsibilities and activities – including talent acquisition and recruitment; onboarding and HRIS administration; time card administration; employee relations and performance management; leaves of absences; and programs around training, engagement, and compliance.

Minimum Qualifications

This position is an onsite (not remote) position and requires up to 25% travel can be up to 50%. 

Education: Associate’s/Bachelor’s degree in relevant field, HR certification(s), or equivalent in nature of experience.

Experience: Two to four years of experience in a dedicated human resources function, in a manufacturing organization preferred. 

Knowledge: Working knowledge of HRIS system administration, benefits, talent acquisition (recruitment and onboarding), employee relations, and compensation. Demonstrated ability to improve processes, diagnose problems, and navigate complex interpersonal issues towards resolution. Must have working knowledge of federal and state labor and wage/hour laws. Bi-lingual fluency in Spanish required. Training will be provided on internal PCI/EZ Form/Trexon processes and systems, as required for this position.

Skills: Must be detail-oriented, responsive, accessible, self-motivated, and able to work well with diverse internal team members and external points of contact. Must demonstrate strong communication skills, with the ability to present ideas and recommend appropriate courses of action. Must have demonstrated success in positions that require professionalism in supporting and working alongside a diverse group of established and new team members. Must have demonstrated success managing multiple projects and priorities simultaneously; creating company-wide communication; and practicing sound judgment as it relates to matters of significance and confidentiality.

Physical Requirements

The physical demands described here are representative of those that must be met to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. While performing the duties of this job, the employee is regularly required to stand, walk, sit, and talk or hear. The employee must occasionally lift and/or move up to twenty-five (25) pounds. The employee must occasionally crouch, stoop, or reach. Specific vision abilities required by this job include close vision, color vision, depth perception and ability to adjust focus. The noise level in the work environment is usually moderate.

Specific Position Duties 

Talent Acquisition

• Draft and update job descriptions and postings.
• Source candidates and present them to the hiring managers/teams. Build and maintain local and digital talent pools.
• Facilitate phone screens and provide comprehensive notes to hiring team for applicable positions.
• Cordinate and participate in interviews.
• Manage pre-hire processes including extending offers,background and reference checks if applicable.
• Initiate and facilitate new hire orientation, onboarding, and other hiring processes.

Systems Administration

• Provide a primary point of contact for site level HRIS administration including support and troubleshooting to employees navigating the system.
• Ensure the site/organization data is accurate and comprehensive in applicable systems (HRIS, group benefits, etc.)
• Ensure timekeeping and payroll data is ready for bi-weekly payroll processing.

Compensation Administration

• Benchmark salaries for new and existing positions, for internal equity and market alignment, in-line with the businesses budget and compensation philosophies.
• Document, memorialize and update HRIS system when salaries are updated or changed.
• Document and distribute variable compensation agreements for eligible positions.
• Support management/leadership in addressing employees’ questions/concerns around compensation.
• Administer any site-specific incentive programs, including the design/documentation/distribution of plans.

Benefits Administration

• Facilitate the internal marketing/promoting and education of group health/wellness plans with staff.
• Assist onsite Open Enrollment meetings and processes at the close/start of each plan year.
• Provide site-level audits and reviews of benefit deductions and enrollment to ensure accuracy
• Troubleshoot, liaise, and otherwise provide customer service and advocacy to employees, as it relates to claims issues, reimbursements, confirming coverage, finding a doctor and accessing care.

Leaves of Absences

• Send initial notices and documentation to employees who meet minimum eligibility requirements.
• Respond to employees’ inquiries regarding eligibility, rights, responsibilities, and entitlement to time off.
• Complete all required notices, letters and documentation in the appropriate timelines.
• Coordinate for reasonable accommodations with required documentation, as needed.
• Respond to all state inquiries and verifications as it relates to wage replacement and supplemental state-funded/provided programs.
• Prepare for employees’ return and reinstatement, upon confirming authorization to return to work.

Safety & Workers’ Compensation

• Respond to all incidences of work-related illnesses and injuries, directing employees to the most appropriate course of action.
• Explore and discuss possible reasonable accommodations as needed.
• Investigate all known risks and incidences; partner with HR Management to recommend intervention and resolutions.
• Facilitate safety, hazard, ergonomics, risk prevention and policy-based trainings as needed.
• Assist in filing and tracking all incident reports and claims documentation.

Workforce Development

• Facilitate in counseling and employee relations meetings.
• Act as a neutral liaison between/among employees and management/leadership in conflict resolution.
• Recommend and implement initiatives around employee engagement and teambuilding.
• Facilitate training, and recommend new training, as needed.
• Assist in annual performance reviews and appraisal processes.
• Aid in the documentation, recommend language/messaging and support discussions around performance improvement opportunities, including but not limited to documented warnings, performance improvement plans, suspensions, and terminations.
• Receive and field employee grievances.
• Facilitate or provide support and documentation for investigations.

Compliance

• Ensure site activity, documentation, audit, and practices are aligned with relevant local jurisdiction and federal law, particularly around employment, labor, and wage/hour regulations.
• Maintain requisite internal posting and communication requirements.
• Facilitate, implement, and administer corporate/board requirements and guidance as applicable.

Escalating known and emergent needs promptly, that require intervention and support to Corporate HR for resolution.

Other responsibilities, initiatives and ad-hoc projects as required.