HR Generalist

Position Summary:

Provide human resource guidance to personnel on a broad range of human capital topics. Partner with and support the HR leader to impact the workforce and bring fruitful outcomes to the organization, employees, and clients that the organization serves. Assess and bring resolutions to such topics as talent acquisition, talent management, employee relations, compensation, performance management, culture, human capital analytics, and other HR initiatives. Will act as a point person and/or support for these initiatives depending on level of need and org-wide impact. Shepherd managers and their teams through each process seamlessly and work through priorities, strategies, and departmental needs to seamlessly complete work and deliver a superior experience.

Essential Roles and Responsibilities:

• Coach leaders to accelerate effectiveness and maximize results. Drives change management practices to enable organizational effectiveness, incorporating executive strategies to maximize competitive advantage and skills of the workforce.
• Foster positive culture and business outcomes by ensuring consistent and fair application of company policies and best business practices.
• Workforce planning to include analytics of personnel needs, supporting and/or leading Hiring Managers with recruiting, interviewing, and decision making.
• Training and development for managers, employees, and external clients as needed.
• Assisting and/or facilitating health and benefit plans, to include Open Enrollment, Wellness Program, retirement, and vendor communications.
• Leave Management oversight and/or actions, as needed.
• Compensation management review and analysis to bring solutions or necessary suggestions to HR and/or Organizational leadership.
• Administering policies and best human capital practices to elevate culture and retention.
• Employee Relations to include resolving employee complaints, reviewing Exit and Stay Interview data, conducting investigations, ensuring compliance/equitable approaches, and bringing suggested resolutions to HR and/or Organizational leadership.
• Utilizing HRIS data analytics to make recommendations to the HR leader for suggested changes to benefit the organization/workforce.

Daily and Monthly Responsibilities:

• Responsible for completing tasks, projects, and assignments in furtherance of the organization?s strategic goals and to promote best HR practices.
• Consult with non-HR departments on topics, as needed. This includes finance, to ensure that tracking and managing of costs and savings are captured timely and accurately for budget impacts. This also includes internal leadership regarding structure, compliance, or other potential legal priorities.
• Assist in identifying and executing on people impacts. Identify potential gains or risks associated with org-wide changes that may create outcomes.
• Continued research and knowledge of emerging trends within the industry as well as the HR service offerings.
• Maintain policies and monitor compliance with relevant federal, state, and local laws / regulations.
• Maintains knowledge and understanding of laws and regulations related to EEO, the National Labor Relations Act, and applicable human capital procedures.
• Collect and analyze information and data to assess cost and implications of human capital strategies relating to wages, benefits, working conditions, and other operational issues.
• Create and analyze job descriptions in support of proper salary grading.
• Support administration of the Total Rewards (benefits) program.
• Support administration of Workers Compensation, as needed.
• Support and respond to internal / external audits, as needed.
• Develop and facilitate training to employees, managers, and external personnel on HR topics by coordination efforts with the HR leader.
• Engage and offer insights into compensation-related topics, from identification through solution, including market pricing of roles.
• Handle the full cycle recruitment process. This includes creative sourcing, resume evaluation, and candidate screening for the open requisitions. Present applicants to the hiring manager for consideration and monitor progress through the interview process. Coach and provide guidance on offers leveraging the compensation management structure, and extend offers to candidate.
• Investigate and resolve a wide variety of employee matters including, but not limited to educating, coaching and counseling employees and managers on policies, cultural expectations, and best practices for business success.
• Employee payroll reconciliation related to HR topics, when needed.
• Other duties as assigned or requested.