What are the responsibilities and job description for the Bi-lingual Spanish, Human Resources Generalist - Dallas position at Bunzl?
Description
The HR Generalist will establish and maintain valued business partnerships. They will enhance culture through employee interactions, drive a value added HR function, and provide day-to-day HR support within the region.
The HRG will cover the Southwest and Mid Central Bunzl Distribution markets including branches in : Kansas City, Oklahoma City, New Orleans, Memphis, Little Rock, Houston, San Antonio, and Dallas. Occasional travel to these locations or corporate headquarters in St. Louis, Missouri may be required. The position is based in Dallas, TX.
This position will be hybrid in office Monday - Thursday at the Bunzl Dallas branch, WFH Friday.
Responsibilities :
Establish and maintain valued business partnerships with local leadership
Provide day-to day HR support within the region
Collaborate and coordinate with the business across the HR function answering routine employee questions and maintaining accurate HR data including employment files
Provide advice to management on relative HR / ER issues; craft and monitor performance improvement documentation and progressive discipline plans
Support management with disciplinary and termination processes, conduct exit interviews
Work collaboratively with other members of the HR team and business operations
Administer regional workers’ compensation program benefits with the branch Warehouse and Office Managers
Maintain Human Resources Information System records and analyze HR data reports from UKG
Facilitate in-house management training; coordinate various other training programs as needed
Ensure compliance of applicable labor and employment laws, employee relations practices, and HR disciplines
Contribute to the development of human resource projects and initiatives
Identify and diagnose issues proactively and recommends root cause solutions
Perform other related duties as required and assigned
Requirements :
High School diploma or GED equivalent required
Bachelor's degree in Human Resource or Business Administration strongly preferred
Minimum of five or more years of Human Resources experience required
Fluent speaking, reading, and writing Spanish is required
Prior HR positions held in operations or warehouse environments preferred
Experience leading employee investigations is required
Proven success maintaining highly confidential and sensitive information
In-depth understanding of labor and employment laws, employee relations practices, and HR disciplines
Strong organizational skills with the ability to monitor multiple projects simultaneously and the ability to meet deadlines
Strong computer skills, Microsoft Office products and HRIS system experience
Must have exceptional interpersonal skills, effective oral and written communication skills
So, what are you waiting for? A new career awaits you with endless opportunities.
Bunzl is a global leader in the Cleaning & Hygiene, Food Processing, Grocery, Health Care, Non-Food Retail, and Safety industries. We have grown both organically and through acquisitions to sales in excess of $10 billion. Bunzl North America is headquartered in St. Louis, Missouri. Bunzl North America owns and operates more than 100 warehouses and serves all 50 states, Puerto Rico, Canada and parts of the Caribbean and Mexico. With more than 5,000 employees and 400,000 plus supplies, Bunzl is regarded as a leading supplier in North America.
Bunzl Distribution offers competitive salaries, a comfortable work environment, and a full range of benefits including a 401k with a company match.
Bunzl Distribution has a tradition of commitment to equal employment opportunity. It is the established policy to attract and retain the best qualified people without regard to race, color, religion, national origin, sex / gender (including pregnancy), sexual orientation, age, disability or veteran status as provided by law.
Equal Opportunity Employer / Protected Veterans / Individuals with Disabilities
The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor’s legal duty to furnish information. 41 CFR 60-1.35(c)
