Job Description

Position Summary

The Sr. Human Resources Generalist guides and manages the overall provision of Human Resources services, policies, and programs. The position leads Human Resources practices and objectives that will provide an employee-oriented; high-performance culture that emphasizes empowerment, quality, productivity, and standards; goal attainment, and the recruitment and ongoing development of AAPCI’s workforce.

Duties/Responsibilities:

• Oversees the implementation of Human Resources programs through Human Resources staff. Identifies opportunities for improvement and resolves problems.
• Oversees and manages the work of reporting Human Resources Generalists. Encourages the ongoing development of the Human Resources staff.
• Conducts a continuing study of all Human Resources policies, programs, and practices to keep management informed of new developments.
• Leads the development of department goals, objectives, and systems.
• Establishes HR departmental measurements that support the accomplishment of the company's strategic goals.
• Manages the preparation and maintenance of such reports as are necessary to carry out the functions of the department. Prepares periodic reports for management, as necessary or requested, to track strategic goal accomplishment.
• Manages the development and maintenance of the Human Resources Information System, particularly recruiting, culture, and employee information.
• Utilizes the HRIS system to eliminate administrative tasks, empower employees, and meet the needs of the organization.
• Coordinates all Human Resources training programs, and assigns the authority/responsibility of Human Resources and managers within those programs. Provides necessary education and materials to managers and employees including workshops and standardized reports.
• Leads the implementation of the performance management system that includes performance development plans (PDPs) and employee development programs.
• Collaborates with established in-house Training and Development Team to address company training needs including training needs assessment, new employee onboarding or orientation, management development, and the measurement of training impact.
• Assists the Training and Development Manager with the selection and contracting of external training programs.
• Establishes and leads the standard recruiting and hiring practices and procedures necessary to recruit and hire a superior workforce.
• Recommends Human Resources policies and objectives for the company on any topic associated with employee relations and employee rights.
• Partners with management to communicate Human Resources policies, procedures, programs, and laws.
• Determines and recommends employee relations practices necessary to establish a positive employer-employee relationship and promote a high level of employee morale and motivation. Conducts periodic surveys to measure employee satisfaction and employee engagement.
• Coaches and trains managers in their communication, feedback, recognition, and interaction responsibilities with the employees who report to them. Makes certain that the managers know how to successfully, ethically, honestly, and legally communicate with employees.
• Leads the development of department goals, objectives, and systems.
• Establishes HR departmental measurements that support the accomplishment of the company's strategic goals.
• Manages the preparation and maintenance of such reports as are necessary to carry out the functions of the department. Prepares periodic reports for management, as necessary or requested, to track strategic goal accomplishment.
• Manages the development and maintenance of the Human Resources Information System, particularly recruiting, culture, and employee information.
• Utilizes the HRIS system to eliminate administrative tasks, empower employees, and meet the needs of the organization.
• Coordinates all Human Resources training programs, and assigns the authority/responsibility of Human Resources and managers within those programs. Provides necessary education and materials to managers and employees including workshops and standardized reports.
• Leads the implementation of the performance management system that includes performance development plans (PDPs) and employee development programs.
• Collaborates with established in-house Training and Development Team to address company training needs including training needs assessment, new employee onboarding or orientation, management development, and the measurement of training impact.
• Assists the Training and Development Manager with the selection and contracting of external training programs.
• Establishes and leads the standard recruiting and hiring practices and procedures necessary to recruit and hire a superior workforce.
• Recommends Human Resources policies and objectives for the company on any topic associated with employee relations and employee rights.
• Partners with management to communicate Human Resources policies, procedures, programs, and laws.
• Determines and recommends employee relations practices necessary to establish a positive employer-employee relationship and promote a high level of employee morale and motivation. Conducts periodic surveys to measure employee satisfaction and employee engagement.
• Coaches and trains managers in their communication, feedback, recognition, and interaction responsibilities with the employees who report to them. Makes certain that the managers know how to successfully, ethically, honestly, and legally communicate with employees.
• Conducts investigations when employee complaints or concerns are brought forth.
• Monitors and advises managers and supervisors in the progressive discipline system of the company. Monitors the implementation of a performance improvement process with non-performing employees.
• Reviews, guides, and approves management recommendations for employment terminations.
• Leads the implementation of company safety and health programs.
• With the assistance of the Director of Human Resources, obtains cost-effective, employee-serving benefits.
• Assists with the development of benefit orientations and other benefits training for employees and their families.
• Recommends changes in benefits offered, especially new benefits aimed at employee satisfaction and retention.
• Leads company compliance with all existing governmental and labor legal and government reporting requirements including any related to the Equal Employment Opportunity (EEO), the Americans with Disabilities Act (ADA), the Family and Medical Leave Act, Employee Retirement Income Security Act (ERISA), the Department of Labor, worker compensation, the Occupational Safety and Health Administration (OSHA), and so forth. Maintains minimal company exposure to lawsuits.
• Protects the interests of employees and the company in accordance with company Human Resources policies and governmental laws and regulations. Minimizes risk.
• The Sr. Human Resources Generalist assumes other responsibilities as assigned by the Director of Human Resources.

Job Qualifications

Required Skills:

• Ability to be proactive, to anticipate issues and to react in a timely manner.
• Ability to excel in a very fast-paced environment.
• Knowledge and experience in employment law, compensation, organizational planning, recruitment, organization development, employee relations, safety, employee engagement, and employee development.
• Excellent written and spoken communication skills.
• Outstanding interpersonal relationship building and employee coaching skills.
• Demonstrated ability to lead HR department staff members.
• Excellent computer skills in a Microsoft Windows environment. Must include knowledge of Excel and skills in Human Resources Information Systems (HRIS).
• General knowledge of various employment laws and practices and experience working with a corporate employment law attorney.
• Experience in the administration of benefits and compensation programs and other Human Resources recognition and engagement programs and processes.
• Evidence of the ability to practice and coach organization managers in the practice of a high level of confidentiality.
• Excellent organizational skills.

Education and Experience:

• Minimum of a Bachelor's degree or equivalent in Human Resources, Business, or Organization Development.
• A minimum of five years of progressive leadership experience in Human Resources positions.
• Specialized training in employment law, compensation, organizational planning, organization development, employee relations, safety, training, and preventive labor relations, preferred.

Physical Requirements:

• Prolonged periods of sitting at a desk and working on a computer.
• Must be able to lift 15 pounds at times.
• Must be able to access and navigate each department at the organization’s facilities.

Compensation and Benefits

Base salary range and benefits information for this position are being included in accordance with requirements of New York State and City pay transparency laws. Please note that salaries may vary for different individuals in the same role based on several factors, including but not limited to location of the role, individuals’ competencies, education/professional certifications, qualifications/experience, performance in the role. 

Compensation

The base salary compensation range being offered for this role is $85,000.00 to $90,000.00