HR Generalist

• Work closely with the Head of Human Resources on planning and execution of annual compensation cycle, linking compensation to performance, and ensuring internal equity
• Administer long-term incentive plans, employee stock purchase plans, and other stock awards
• Consult with managers/employees regarding compensation issues, adjustments, benchmarks, and internal equity.
• Assist in the management of data updates and customizations to the on-line system.

• Assess, design, deliver, evaluate the performance management model including goal setting, performance reviews and development plans.
• Train managers on system usability; ensure timely completion of reviews; coach managers on delivering difficult feedback and ensure manager/employee feedback discussions take place; ensure equitable reviews (ratings match performance); Oversee compilation and reporting of results.
• Advise on career development opportunities and succession planning, as assigned.

• Partner with business leaders and managers on staffing strategies, organizational structure, and prescreen of candidates.
• Participate in the interview process and contribute to the overall recruitment process.
• Create/update job descriptions and benchmark appropriate salary ranges for open positions.
• Enhance recruitment strategies, connecting the company brand to build and maintain a compelling message to attract and sustain an inflow of high caliber candidates.
• Collaborate with managers on resume screening, interviewing and the selection process. May provide coaching on effective interview skills, legalities of interviewing, and provide interview guidance where applicable.
• Ensure positive new hire experience by working with Sr HRBP through effective and timely onboarding processes and orientation.

• Collaborate with department leadership to understand business goals and develop human resources strategies that support department and organization goals.
• Provide input into the development of human resources policies and procedures to enhance organizational effectiveness.

• Catalyst and implementation specialist for change management and continuous process improvement.
• Create and implement processes and procedures for change in a systematic and controlled manner. Provide input to the development of human resources policies and procedures to enhance department and organization effectiveness.
• Plan, execute and monitor change in a way the minimizes resistance, maximizes employee engagement, and ensures desired outcomes are achieved.

• Assist Sr HRBP with new and ongoing engagement initiatives, as needed
• Partner with Corporate and Regional leaders to proactively build and maintain a culture of high engagement and productivity.
• Utilize the Predictive Index for recruiting and group interventions.
• Build relationships with managers and employees, engage employees in conversations, keep a pulse on the internal culture.

• Maintain in-depth knowledge of legal requirements related to day-to-day management of employees, reducing risks, and ensuring regulatory compliance. Partner with legal department as needed/required.
• Partner with HR team in maintaining and communicating the employee handbook.
• Mitigate risks through proactive measures and policy enforcement.
• As assigned, investigate thoroughly any claims of harassment, discrimination, and hostile work environment or policy violations and oversee corrective action. Embrace the progressive discipline policy.

• Assist Sr HRBP with administration and tracking of Training & Development programs
• Obtain and maintain instructor certifications, as needed, to assist with administration of L&D initiatives

• With HR Team, provide guidance and interpretation, administer and update policies as needed to ensure legal compliance.
• Analyze trends and metrics in partnership with HR team to develop solutions and new programs.
• Produce and/or assist with administration of the Annual Code of Ethics, and EEO1 reporting requirements.

• Compile and analyze human resources metrics to identify trends and provide insights for decision making.
• Prepare regular reports on human resources key performance indicators and workforce analytics, as assigned.

• Serve as backup for payroll administration.
• Other duties as assigned.

Qualifications

• BA/BS degree in Business, Human Resources Management, or a related field
• Minimum of 5 years of experience in a Generalist or similar role, with experience in LTI and compensation administration required; in a publicly traded company, strongly preferred.
• Thorough knowledge and understanding of federal, state, and local laws and policies as they relate to human resource practices.
• Experience with ADP is a plus.
• Moderate to advanced skills in Word, Excel and PowerPoint
• Ability to build strong relationships with employees, especially Sr. Management.

• Understanding of quality of work and how to deliver a quality product or service.
• Self-directed, highly motivated, and results oriented.
• Problem solving, decision making, judgement, professional development, critical thinking, initiative.
• Ability to maintain confidentiality at all levels.
• Excellent consulting, client management and business acumen skills.
• Excellent verbal and written communication skills.
• Strong interpersonal and negotiation skills.
• Ability to manage multiple conflicting priorities.
• Analytical and strategic thinking skills is required.
• Presentation skills
• Professional and flexible to interact with employees at all levels.