HR Generalist

Description

Department: Administration   

Job Status: Full Time  

FLSA Status: Exempt   

Reports To: CFO 

Grade/Level:

Amount of Travel Required: None  

Job Type: Regular   

Positions Supervised: None  

Work Schedule: M-F 8:00 - 5:00 Other hours as required by management     

POSITION SUMMARY

The Human Resource Generalist is responsible for originating and leading HR 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 a superior workforce. The HR Generalist also coordinates the implementation of services policies, and programs by working with each department. The HR Generalist reports to the CFO and assists, advises the company managers about Human Resource related topics, policies, regulations, and issues. 

Essential Functions Statement(s)

•   Develop recruiting plans, resources, job postings and search efforts to attract quality candidates.   
•   Work with temporary and staffing agencies as part of staffing plan.  
•   Identify staff vacancies and recruit, interview and select applicants.  
•   Work with local community colleges on trade training and placement needs.  
•   Obtain and use market salary and wage analysis to determine competitiveness and effectiveness of compensation program.  
•   Develop, administer, and evaluate applicant tests and utilize effective interview techniques to ensure a high quality of potential
  employee candidates.  
•   Plan and conduct new employee orientation to foster positive attitude toward organizational objectives.  
•   Provide current and prospective employees with information about policies, job duties, working conditions, wages, opportunities for
  promotion, and employee benefits.  
•   Analyze training needs to design employee development, language training and health and safety programs.  
•   Analyze and modify compensation and benefits policies to establish competitive programs and ensure compliance with legal
  requirements.  
•   Plan, organize, direct, control or coordinate the personnel, training, or employee relations activities of an organization.  
•   Administer compensation, benefits and performance management systems, and safety and recreation programs.   
•   Administer and report on claim dollars per man hour, loss claims ratio, health loss ratio. Institute wellness programs and efforts to
  reduce loss claims and health claims.  
•   Analyze statistical data and reports to identify and determine causes of personnel problems and develop recommendations for
  improvement of organization's personnel policies and practices.  
•   Allocate human resources, ensuring appropriate matches between personnel.  
•   Advise managers on organizational policy matters such as equal employment opportunity and sexual harassment and recommend
  needed changes.   
•   Advise managers on how to implement and execute employee satisfaction programs to help improve employee satisfaction and
  retention.  
•   Serve as a link between management and employees by handling questions, interpreting, and helping resolve work-related problems.  
•   Perform difficult staffing duties, including dealing with understaffing, refereeing disputes, firing employees, and administering
  disciplinary procedures.  
•   Plan, direct, supervise, and coordinate work activities of subordinates and staff relating to employment, compensation, and employee
  relations.  
•   Represent organization at personnel-related hearings and investigations.  
•   Prepare and follow budgets for personnel operations.  
•   Maintain records and compile statistical reports concerning personnel-related data such as hires, transfers, performance appraisals,
  turnover, employee satisfaction and absenteeism rates.  
•   Conduct exit interviews to identify reasons for employee termination.  
•   Oversee the evaluation, classification and rating of occupations and job positions.  
•   Work with management to prepare personnel forecast to project employment needs.  
•   Develop or administer special projects in areas such as employee benefits, savings, 401K programs, and employee awards.  
•   Contract with vendors to provide employee services, such as food service, transportation, or relocation service.  
•   Responsible for the HR departmental development through researching best practices, keeping informed of compliance and workforce
  relations programs, and leveraging vendors and technologies to enhance the organizational impact to the company as well as increase
  the efficiencies in human resource administration.   
•   Responsible for the management and utilization of HR information systems (HRIS). Also responsible for researching technology
  advancements in HRIS systems that may improve the effectiveness and efficiencies of workforce management practices.   
•   Propose, plan and implement employee relations programs, recognition programs, incentives and appreciation efforts that improve
  performance, morale and productivity of the company employees.   
•   Responsible for conducting various HR related training programs to educate employees in workplace interactions and practices as well
  as reducing risk and increasing compliance with federal and state labor laws.   

Requirements

SKILLS & ABILITIES

Education: Bachelor's Degree (four-year college or technical school) Required, Field of Study: Human Resources or Related Field 

Experience: 5 plus years of experience in human resources or a related field. 

Computer Skills: HRIS systems, MS Office, Word, Excel, PowerPoint, Outlook/email  

Certifications & Licenses:   

Other Requirements: Must possess an understanding of HR and workforce issues in the workplace today, HR compliance, laws, and regulations. Must seek and pursue continuing education in the HR field.