HR Generalist

At the YMCA of Montclair, we strive to be the Employer of Choice, provide World-Class Service, and be the Charity of Choice.

Job Description

This position supports the work of the YMCA, a leading non-profit charitable organization committed to strengthening community through youth development, healthy living and social responsibility. Under the direction of the Vice President of Human Resources, the HR Generalist is responsible for the management of Human Resource Information Systems (HRIS), Benefits Administration along with a focus in Compliance and Recruitment.

Qualifications

• BA/BS degree in Human Resources, Business Administration, or related field required.
• 3- 5 years of Human Resources experience with a broad understanding of all Human Resources functions such a benefits, compensation, recruiting, compliance, and employment law.
• Approachable, collaborative, and influential partner to the business, able to engage employees at all levels.
• Ability to be autonomous, multi-task, set priorities, meet deadlines, and communicate status effectively in a fast-paced environment.
• Flexibility to adjust in a changing environment.
• Exceptional interpersonal, written, and verbal communication skills.
• Strong presentation skills.
• Strong organizational, time management, attention to detail, problem-solving, and analytical skills. Able to plan, organize, and implement projects and follow up as required.
• Ability to maintain confidentiality and handle sensitive information with discretion.
• An exemplary model of professionalism, integrity, dependability, and trustworthiness.
• Strong proficiency in MS Word, Excel, and PowerPoint.
• Strong understanding of New Jersey employment law.
• Ability to travel locally for assignments, as needed, up to 20% of the time.
• On-site 4 days/week, 1 day remote from home (non-negotiable).
• Must have a CPR/AED and First Aid Certification, OR get certified within 90 days of employment.
  
  

Essential Functions

• Serve as the main point of contact for employee inquiries regarding benefits, HR policies, and procedures.
• Maintains the work structure by partnering with hiring managers to update job requirements and job descriptions for all positions.
• Facilitate New Hire Orientation.
• Manage benefits enrollment/changes for employees, inclusive of annual open enrollment, and HRIS management with accuracy, compliance, and confidentiality.
• Provide periodic reporting as required, e.g., Headcount, EEOC, OSHA, etc.
• Advocate for employee engagement and retention, developing initiatives that enhance workplace culture and building organizational trust.
• Addressing employee concerns, resolving conflicts, and fostering a positive and inclusive work environment.
• Partner with VP of HR to develop employee career roadmaps.
• Monitor HR metrics, analyze trends, and recommend programs to improve performance and employee experience.
• Maintain employee records and audit trails in accordance with company and regulatory requirements.
• Partner with VP of HR to execute mid-year and annual performance review cycle.
• Handles leave of absence, workers’ compensation cases, accommodations, with professionalism and empathy.
• Administer and track COBRA payments.
• Manage Unemployment Claims billing and oversight of processed claims receipts. Data reporting on UI claims.
• Management of Department of Labor (DOL) claims, DOL hearings process, and DOL monthly staffing data requests.
• Collaborates cross-functionally with all internal departments.
• Ensure compliance with all applicable employment laws and regulations.
• Stay up to date on HR best practices and industry trends.
• Attend required Abuse Risk Management training and adhere to procedures related to managing high-risk activities and supervising members and participants.
• Follow employee and volunteer screening requirements and use screening instruments to screen for abuse risk. Provide employees and volunteers with ongoing supervision and training related to abuse risk.
• Provide employees and volunteers with regular feedback regarding their boundaries with consumers and require them to adhere to policies and procedures related to abuse risk.
• Respond quickly to policy and procedure violations using Y’s disciplinary procedures, and respond seriously and confidentially
• to reports of suspicious and inappropriate behaviors and follow mandated reporting requirements.
• Communicate to all employees and volunteers the Y’s commitment to protect our members from abuse.
• Support special projects as assigned.
  
  

Cause-Driven Leadership Competencies

• Building relationships
• Creativity
• Critical Thinking
• Results Driven
  
  

Required Certifications

• PHR/SPHR Certification