Human Resources Generalist

Human Resources Generalist

POSITION SUMMARY

The primary purpose of the HR Generalist is to run the recruitment process as required by line managers (GM and Production Manager) for designated positions (production, soil, etc.). The generalist must accomplish the defined recruitment cycle time.

Responsible for all phases of the employee life cycle: including assisting with payroll, benefit enrollment, recruiting life cycle, HRIS systems, etc.

HR Generalist must search for and identify consistent quality of job applicants and has to keep recruitment costs as low as possible. Also responsible for accurate and compliant applicant tracking for each job opening. The recruiter builds networks across industries to build the strong network of cooperating contacts, agencies, and other resources to source applicants. The Recruiter must travel to all plant locations occasionally and will perform some of the jobs occasionally to ensure comprehension of the positions. Will handle new hire orientation and learn plant supervisor duties.

DUTIES AND RESPONSIBILITIES

ESSENTIAL FUNCTIONS

• Full execution of the recruitment process for designated positions throughout the company to include job posting, phone interviewing, job interviewing, regular communication with candidates and managers, reference checking, background checking, etc. Typical jobs to fill may include: (production, soil, washroom, route driver, non-exempt, linen tech, maintenance tech, supervisor positions.
• Manages posting of job vacancies at all required and desired venues such as state unemployment agencies, resources for diverse, disabled, veteran, minority and female candidates. Continually builds resource lists.
• Work with hiring managers to develop job descriptions and recruiting plans.
• Execute and complete recruitment plans by employing creative and aggressive strategies including ads, networking, partnerships with external organizations, etc.
• Ensure that only qualified and suitable candidates are brought to managers for interviews.
• Network through industry contacts, association memberships, college and trade school recruiting, career fairs, trade groups and employees to keep pipeline active for candidates.
• Shepherd the candidates through the recruitment process to include setting up interviews, working with managers to create interview schedules, checking references, conducting background checks, arranging for pre-employment drug tests if applicable.
• Develop pools of applicants in anticipation of need when appropriate; identify qualified passive candidates whenever possible.
• Maintain thorough interview notes; ensure that managers and interviewers provide feedback for each candidate interviewed.
• Reports progress on assigned job vacancies on a regular basis.
• Manages the applicant flow in compliance with OFCCP guidelines; maintains accurate and up to date Applicant Tracking records.
• Works with managers to ensure that the process is completed successfully; ensure that managers give feedback on all candidates.
• Execute new employee safety orientations.

• Handle administrative duties as needed:
• Generate reports as needed in a timely manner

• Work with office staff to ensure that new hire paperwork and other reporting is handled efficiently and accurately.
• Manage new hire orientation including new hire paperwork, plant tours, safety orientation, etc.
• Will learn basic plant supervision duties and may fill in as needed as a plant supervisor.

Employee Relations and Workers Compensation

• Complete employee onboarding and answer any questions throughout hiring process.
• Be the employee’s person of contact to update address, direct deposit information, or handle any employment issues.
• Assists in employment investigations and needs to have thorough knowledge of FMLA/ADA Laws and Updated State and Federal Laws.
• Main person in charge of accident reporting and filing Workers Compensation claims with Insurance Company.
• Manages all SCDEW site (South Carolina Department of Employment and Workforce) and unemployment claims and hearings
• Proficient in Microsoft Office and HRIS and ATS software (ADP Preferred)
• Ability to multi-task and not become overwhelmed when dealing with multiple openings in multiple departments.
• Excellent time management skills and being able to assess what needs are most important to GM and Plant Manager at any given time.
• Demonstrated ability to onboard new employees and manage HR tasks.

Additional Job Information

OTHER FUNCTIONS AND RESPONSIBILITIES

• Any other duties as assigned or deemed necessary.
• May assist with Safety or any other Operations duties as needed.

QUALIFICATIONS and SUCCESSFUL TRAITS

• The ability to perform the essential functions of the job, with or without an accommodation.
• At least 2 years recruiting experience; demonstrates great interviewing and sourcing skills for talent.
• In addition, having at least one year of working in another area of HR service such as Employee Relations, Payroll, etc.
• Exceptional people skills.
• Attention to detail is paramount for this role.
• Ability to handle fast-paced needs of the plant.
• Self-confident, able to make presentations in the community for Job Fairs or events to increase community and company presence.
• Highly confidential and ethical.
• Excellent organizational skills.
• Demonstrates an understanding of the recruiting cycle and the legalities around recruiting and selection.
• Understands the sourcing process (unemployment offices, job postings websites, social media, etc.)
• Solid technology skills.
• Has succeeded at a job that required attention to detail, flourishing in a fast pace. and measuring/communicating results.
• Outstanding internal collaboration skills.
• Remarkable teamwork and interpersonal style.
• Strong organization, communication, and conflict resolution skills.
• Bachelor’s degree is preferred.
• 2 - 3 years of experience in HR or related field.

DECISION MAKING ACCOUNTABILITY

(List routine decisions the incumbent should make autonomously)

• Authority to make decisions as needed to satisfy internal customer requirements within reasonable boundaries.
• Which candidates to phone interview and/or send to managers

(List decisions that the incumbent should seek approval prior to making)

• Financial expenditure for advertising or sourcing
• Hiring or rejection decisions.
• Investigations
• Accommodations