HR Generalist

• Benefits Management:
  • Coordinate a variety of employee benefits: health insurance, life insurance, EAP, cafeteria plan, profit sharing, 401(k), discount tickets, company lunches, social functions, employee giving campaign, etc. Handle or refer health insurance issues.
  • Assist with compensation and employee surveys.

• Hiring/Onboarding:
  • Execute recruiting efforts including, but not limited to: entering requisitions in the system, candidate searches, job fairs, community functions, testing, interviewing, preparing offer packages, pre-employment checks, approvals, coordinate and facilitate orientation, onboarding, reporting, vendor relations, etc.
  • Responsible for hiring process vendor relationship management (including temporary and contract worker agencies, uniforms providers, pre-employment checks providers, etc.); coordinate and maintain contracts, reconcile billing, ensure systems are updated, run reports, perform audits, make adjustments as necessary. Maintain ongoing relationships with employment agencies to ensure the selection of the most qualified candidates.
  • Complete EEO, affirmative action, and other government reports as required.
  • Maintain and update job descriptions.

• Legal/Compliance:
  • Implement and administer employee policies and procedures. Updates and/or assist in the updating of the employee handbook.
  • Respond to subpoenas.
  • Maintain regulatory compliance of employee postings.

• Employee Relations/Performance Management:
  • Conduct HR-related investigations to include: gathering and analyzing facts, applying relevant laws and policies and practices, to reach conclusions and recommended actions, partnering with HR management and labor attorneys as needed.
  • Provide expertise and case management of employee issues, from initial intake to resolution, in collaboration with HR management.
  • Maintain required documentation, including intake, investigative notes, and final reports.
  • Interpret and apply understanding of company practices, policies, and employment law to provide advice, mentorship, or clarification for employee issues.
  • Prepare termination and severance letters.
  • Handle and/or act as back up for terminations.
  • Prepare employee evaluation packages and review processes periodically. Review and enter completed evaluations into the system/file.
  • Prepare internal employee communications regarding compensation, benefits, and/or company policies.

• Organizational Development:
  • Analyze and recommend topics for supervisor training.
  • Develop, coordinate and carry out training programs for employees, supervisors, and management.
  • Train and provide support to HR team members.

• Workers/ Compensation/Safety:
  • Responsible for managing all aspects of workers’ compensation, including input/track claims, follow-up on open cases, investigations, vendor relations, claims reviews and reporting.
  • Maintain all OSHA files in coordination with Safety Officer. Act as the safety committee representative.

• Leave Management:
  • Manage the Leave of Absence process including coordination and administration of all leave types (e.g., workers’ compensation, personal, FMLA, etc.).
  • Employee point of contact for all Leaves of Absence inquiries/requests.
  • Advise, administer and monitor LOA eligibility, processes and procedures including impact to benefits and return to work.
  • Communicate/notify internal HR, payroll or other internal departments as needed.
  • Ensure proper designation of leaves and responses within required timeframes.
  • Partner with management during the interactive process to provide reasonable accommodations to employees in need.
  • Educate employees and managers on applicable LOA programs.
  • Track and report on leaves for management and as required/requested.
  • Keep abreast of new and/or changing leave laws as they relate to company operations; recommend updates/revisions to policies, procedures, templates, forms, etc. as needed to HR management.

• General Requirements:
  • Collect and analyze HR data in order to make recommendations to management. Recommends new approaches, policies and procedures to continually improve efficiency of the department and services performed.
  • Administer human resources policies and procedures according to company standards. Implement HR best practices and relevant employment laws/regulations in recommendations.
  • Provide high-quality advice and service to management on daily employee relations and performance management issues.
  • Support the HR department in implementing programs to help improve the employee experience.
  • Participate in developing department goals, objectives and systems.
  • Serve as backup for other Generalists and Manager.

Must have the ability to read, analyze, and interpret general business periodicals, professional journals, technical procedures, and/or governmental regulations in English. Must be able to write analytical and/or technical reports, business correspondence, procedure manuals, and create instructional reference material. Able to speak effectively before groups, customers, employees of the organization and/or the general public.

Must have the ability to add, subtract, multiply, and divide in all units of measure, using whole numbers, common fractions, and decimals. May need to compute rate, ratio, and percent and to draw and interpret graphs.

Must have the ability to solve practical problems and deal with a variety of concrete variables in situations where only limited standardization exists. Ability to interpret a variety of instructions furnished in written, oral, diagram, or schedule form.